In a recent survey conducted by Acas (the Advisory, Conciliation and Arbitration Service), employers and employees were asked about the potential impact of three proposed changes to the Employment Rights Act of 2025. The results of this survey provide valuable insights into the views and expectations of both employers and employees regarding these changes.
The Employment Rights Act of 2025 is a crucial piece of legislation that sets out the statutory rights and protections for employees in the UK. It covers a wide range of issues, including minimum wage, working hours, holiday entitlement, and parental leave. As we approach the year 2025, it is essential to review and update this legislation to ensure that it remains relevant and effective in the ever-changing world of work.
One of the proposed changes that received significant attention in the Acas survey was the potential changes to Statutory Sick Pay (SSP). Currently, SSP is paid to employees who are unable to work due to illness or injury for up to 28 weeks. The proposed changes aim to make SSP more flexible and responsive to the needs of both employers and employees.
So, what are these proposed changes, and how will they impact the workplace? Let’s take a closer look.
Firstly, the changes aim to introduce a new system of flexible SSP payments. Under the current system, employees are entitled to a flat rate of SSP regardless of their earnings. The proposed changes would allow employers to calculate SSP based on an employee’s average weekly earnings. This means that employees with higher salaries would receive a higher rate of SSP, while those with lower earnings would receive a lower rate. This change is expected to reduce the financial burden on employers, particularly small businesses, and provide fairer compensation for employees.
Secondly, the changes aim to extend the eligibility for SSP to include those on zero-hour contracts and the self-employed. Currently, these workers are not entitled to SSP, which can create financial hardship for them if they fall ill. The proposed changes would provide a safety net for these workers and ensure that they are not left without any income during times of illness.
Lastly, the changes aim to introduce a new system of phased returns to work for employees returning from long-term sickness absence. Under this system, employers would have the flexibility to offer employees a gradual return to work, rather than the traditional all-or-nothing approach. This would allow employees to ease back into work at a pace that suits them and their recovery, reducing the risk of relapse and promoting better overall health and well-being.
The Acas survey found that both employers and employees were supportive of these proposed changes to SSP. Employers saw the changes as a way to reduce costs and increase fairness, while employees saw them as a way to receive better compensation and support during illness.
However, it is important to note that these changes are not yet set in stone. The government is still consulting on the proposals, and any changes will need to go through the necessary legislative processes before being implemented. But the fact that these changes have received such positive feedback from both employers and employees is a promising sign for their potential success.
In conclusion, the proposed changes to SSP have the potential to make a significant impact in the workplace. They aim to provide a fairer and more flexible system of sick pay that benefits both employers and employees. While we await the final decision on these changes, it is important for employers to stay informed and be prepared to adapt to any potential changes in the future. After all, a healthy and well-supported workforce is crucial for the success of any business.
