From April 2026, paternity leave and unpaid parental leave become day-one employment rights. Our expert panel to unpacks the legal changes, and how organisations can practically prepare for a potential increase in leave requests.
From 6 April 2026, the Employment Rights Act 2025 enables eligible employees to access Statutory Paternity Leave and unpaid parental leave from day one of employment, removing long-standing qualifying service thresholds.
While Statutory Paternity Pay rules remain unchanged, the reforms substantially increase the number of employees eligible to take leave, with government estimates suggesting around 30,000 more people eligible for paternity leave and 1.5 million for parental leave.
Watch this webinar to explore expert and practical insights on incoming family leave reforms, and the implications people professionals and employers must prepare for.
This webinar was recorded on 26 February 2026. You can monitor any future Make Work Pay plan changes on our dedicated tracker.
Claire McCartney, Senior Policy and Practice Adviser at the CIPD, explores the workplace implications of upcoming family leave reforms. Drawing on current policy developments, she outlines practical steps for employers to update policies, support line managers and strengthen flexible, inclusive support for working parents returning to and balancing work.
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Understand and take action to respond to the impact of the changes to sexual harassment and harassment protection measures employers need to take
Keep up to date with what is changing under the Employment Rights Act 2025, the Equality (Race and Disability) Bill and the plan to Make Work Pay
From 30 October 2026, employers will be required to take all reasonable steps to prevent sexual harassment and harassment of employees by a third party. Join this webinar to ensure you are prepared to lead your organisation’s compliance with these changes.
In this blog, the CIPD's employment law consultant Sally Sellwood breaks down the new rights to guaranteed hours and shift notice under the Employment Rights Act 2025, and what the changes mean for zero hours and low hours contracts.
From 30 October 2026, employers will be required to take all reasonable steps to prevent sexual harassment and harassment of employees by a third party. Join this webinar to ensure you are prepared to lead your organisation’s compliance with these changes.
What can HR learn from people doing the most extreme jobs? This webinar is available on demand exclusive for CIPD Members, exploring practical guidance for the profession to cultivate immersion in their organisations.
The Employment Rights Act 2025 will reduce the unfair dismissal qualifying period from two years to six months. Find out what this means for people professionals and employers. This webinar is available on-demand to CIPD Members.