Employment Changes - April 2025
Posted on 1st April 2025 at 17:22
April is always a point in the year when we see changes in employment legislation and an increase in statutory rates.
Here's an overview of the changes so you can make the necessary updates to policies, handbooks and employment contracts.
Statutory pay rates have risen significantly again, increases from 1st April are:
Age 2024
Age 21 and over £12.21 per hour
Age 18 - 20 £10.00 per hour
Age 16 - 17 £7.55 per hour
Apprentice £7.55 per hour
Other Statutory payments have also increased:
Statutory sick pay to £118.75 a week.
Statutory family leave payments for maternity, paternity, adoption, shared parental and parental bereavement leave increases to £187.18 a week.
Statutory redundancy payments increase to £719 for each qualifying week.
Neonatal Leave and Pay
From 6th April 2025, the Neonatal Care (Leave and Pay) Act 2023 will take effect, granting employees the right to neonatal care leave if their baby requires neonatal care within the first 28 days after birth and remains in hospital for at least seven consecutive days.
Entitlement – Employees can take up to 12 weeks of neonatal care leave, in weekly blocks, while their baby remains in hospital. This leave is in addition to maternity, paternity, or shared parental leave entitlements and must be taken within 68 weeks of the birth.
Eligibility – The leave is available from day one of employment. Statutory Neonatal Care Pay (NCP) is available to those with a minimum of 26 weeks of continuous service and earnings meeting the statutory threshold. Pay will be at the statutory rate or 90% of weekly earnings, whichever is lower.
Tiered Leave Periods – Neonatal care leave is split into two periods:
Tier One – Begins from the day the baby starts neonatal care and continues until the seventh day after care ends. Leave in this period can be taken in non-consecutive weeks.
Tier Two – Covers any remaining eligible leave outside of Tier One. Leave in this period must be taken in consecutive weeks.
Notice Requirements – Employees must provide written notice, including key details such as the baby's birth date, neonatal care start and end dates, and the intended leave period. Different notice periods apply depending on whether leave falls within Tier One or Tier Two.
Job Protection – Employees taking neonatal care leave have the same employment protections as those on maternity or paternity leave, including protection against dismissal or any detriment for taking leave.
All this information is contained in our downloadable document below. Print it out and stick it on your wall for easy reference.
For support with any of the changes, or any HR or employment challenges, get in touch at hello@dynamic-ps.co.uk
Share this post: