Reflecting on 2025: A Thank You from BPHR Consultancy

Reflecting on 2025: A Thank You from BPHR Consultancy

As 2025 draws to a close, I want to sincerely thank you for your trust and collaboration this year. Supporting your HR needs has been immensely rewarding, and I’m grateful for every opportunity to help your organisation grow, adapt, and thrive.

How I’ve Supported Clients in 2025

This year, BPHR Consultancy focused on delivering practical, tailored HR solutions. Some of the ways I supported clients include:

Policy Development & Updates
Keeping your HR documentation legally compliant and aligned with evolving employment legislation.

Employee Relations Support
Providing clear, fair, and sensitive guidance through employee conversations, grievances, disciplinaries, and capability matters.

Recruitment & Retention Advice
Helping you attract, onboard, and retain great talent to support your long-term objectives.

Training & Workshops
Delivering bespoke sessions on HR essentials, leadership and management skills, mental health awareness, and employee wellbeing.

Business Growth & Strategic HR Support
Aligning people strategy with organisational goals to build engaged, high-performing teams.

TUPE & Redundancy Support
Ensuring organisations follow compliant, fair, and transparent processes during periods of change.

Employment Law Updates to Look Out for in 2026

2026 brings significant employment law reforms. Here’s what your business should be prepared for:

1. Day-One Rights for Key Leave Entitlements (From April 2026)
   From April 2026, employees will have day-one rights to:

• Paternity leave (currently requires 26 weeks’ service)
• Ordinary parental leave (currently requires one year’s service)

These expanded rights strengthen family-friendly policies.

2. Statutory Sick Pay (SSP) Reform (From April 2026)
   SSP changes will include:

• Payable from day one of illness (instead of day four)
• Removal of the Lower Earnings Limit, giving SSP access to more workers

These reforms widen eligibility and ensure more employees are supported.

3. Strengthened Unfair Dismissal Rights (2026–27)
   Employers should prepare for:

• Reduction in the unfair dismissal qualifying period from two years to six months
• Lifting of the unfair dismissal compensation cap (timing to be confirmed)

These are some of the most significant changes to dismissal rights in recent years.

4. Pay & Family-Related Statutory Payments (From 1 April 2026)
   Expected increases include:

• National Minimum Wage: £12.71 per hour (for workers aged 21+)
• SSP: £123.25 per week
• Family-related statutory payments (SMP, SPP, SAP): £194.32 per week

Payroll and HR systems should be prepared well ahead of April to ensure compliance.

Looking Ahead to 2026

Thank you again for your partnership, trust, and collaboration in 2025. With major employment law changes ahead and new opportunities for growth, I’m excited to continue supporting you, your teams, and your business in the year to come.

If you’d like support preparing for 2026’s legislative changes or planning your people strategy, let’s connect—together we can ensure your business starts the year confidently and compliantly.