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Absence Management in the UK: Navigating the Employment Rights Act 2025  

Absence Management in the UK: Navigating the Employment Rights Act 2025  

by | Apr 20, 2026 | Employment and HR

Employee absence remains one of the biggest challenges facing UK businesses. It affects productivity, team morale, and operational costs, making effective absence management critical for organisational success.

With the Employment Rights Act 2025 now in force and key employment law changes being introduced in stages between 2026 and 2027, employers must implement and begin to prepare for significant updates to statutory sick pay (SSP), earnings thresholds, and unfair dismissal protections.

Implementing robust absence management policies is no longer optional. These policies help organisations remain compliant, maintain operational efficiency, and support a resilient and engaged workforce. By focusing on structured procedures, proactive communication, and employee wellbeing, businesses can reduce absenteeism and minimise disruption.

Key Changes in UK Absence Management Under the Employment Rights Act 2025

Employment law related to sickness absence - The Employment Rights Act 2025

The Employment Rights Act 2025 introduces a series of reforms to existing employment law, including amendments to the Employment Rights Act 1996. The key changes affecting absence management include:

Day-One Statutory Sick Pay (SSP)

Changes to SSP have introduced entitlement from the first day of sickness absence, removing the current waiting period.

Employers should be updating payroll systems, absence policies, and manager training to ensure consistent handling of sickness absence from day one. Early support can also improve employee wellbeing and support a faster return to work.

Removal of the Lower Earnings Limit

Reforms extend SSP eligibility to lower-paid workers who are currently excluded under existing rules.

While this may increase employer costs, it supports fairness and ensures greater equality in workplace sickness cover.

Shortened Unfair Dismissal Qualification Period

The qualifying period for unfair dismissal protection is expected to reduce in 2027, meaning employees may gain protection earlier in their employment.

This increases the importance of clear probation processes, consistent absence management, and early intervention where issues arise.

Why Absence Management Matters:

Effective absence management isn’t just about compliance, it has a direct impact on organisational performance.

Poor absence management can result in:

  • Increased operational costs due to cover and overtime
  • Reduced team morale and increased pressure on staff
  • Lower productivity and missed deadlines
  • Increased legal risk from inconsistent processes

A structured approach ensures organisations can respond fairly and consistently to both short and long-term absence while demonstrating a commitment to employee wellbeing.

Practical Steps for Employers

To prepare for upcoming changes, organisations should:

  • Review and update absence management policies in line with the Employment Rights Act 2025
  • Strengthen procedures for managing short- and long-term absence
  • Introduce or expand flexible working arrangements where appropriate
  • Ensure payroll systems can accommodate changes to SSP entitlement
  • Provide training for managers to handle absence confidently and consistently

Absence Management Best Practices

Understanding Absence Patterns
Track and analyse absence data to identify trends and underlying causes. Early intervention can reduce repeat absence and long-term disruption.

The reasons why people might be absent from work

Manager Responsibilities
Managers play a key role in effective absence management. They should:

  • Apply policies fairly and consistently

  • Maintain confidentiality at all times

  • Support employees returning from absence

  • Follow correct procedures for capability and absence cases

Monitoring and Supporting Staff

  • Maintain accurate absence records

  • Conduct structured return-to-work interviews

  • Provide support for long-term health conditions

  • Use early intervention to prevent recurring absence

Communication and Wellbeing
A positive workplace culture is essential. Encourage open conversations about health and wellbeing, and signpost support such as occupational health, counselling, resilience training, and flexible working options

How Training Strengthens Absence Management

Our Absence Management Online Training Course equips managers and HR teams with the knowledge and confidence to manage absence effectively.

The course covers:

  • Legal and procedural frameworks relating to absence and SSP

  • Fair and consistent application of absence policies

  • Practical strategies for managing short and long-term absence

  • Supporting employee wellbeing and workplace resilience

Through real-life scenarios and practical exercises, learners develop the confidence to:

  • Apply policies consistently

  • Handle absence situations professionally

  • Support employees returning to work effectively

 

The Wider Benefits of Effective Absence Management

Investing in absence management delivers clear organisational benefits:

  • Reduced absenteeism and operational disruption
  • Improved employee engagement and morale
  • Stronger legal compliance and reduced risk
  • A more resilient and supportive workplace culture

With the Employment Rights Act 2025 now in force and employment law changes being introduced throughout 2026 and 2027, now is the time to review and strengthen your approach to absence management. These updates are already beginning to take effect, and organisations should ensure they understand the changes and have the right processes and training in place to implement them effectively.

Explore our Absence Management Online Training Course today to support your managers in confidently applying current requirements and managing absence effectively.

Dry January 2026 : Alcohol Awareness in the Workplace

Dry January 2026 : Alcohol Awareness in the Workplace

by | Jan 8, 2026 | Health and Wellbeing

Dry January is a popular time to pause alcohol consumption, reflect on habits, and support both physical and mental wellbeing. Beyond personal goals, it’s also an opportunity for workplaces to consider how alcohol awareness and employee wellbeing are addressed throughout the year.

Raising awareness about alcohol’s impact, from productivity and focus to impacts on mental health, can help create a safer, healthier, and more supportive working environment.

Alcohol and Workplace Productivity

Even moderate drinking can affect focus, decision-making, and overall productivity. Alcohol can impair cognitive performance, reduce attention to detail, and increase the likelihood of errors – even the morning after a social drink. In workplaces where accuracy, safety, or customer interaction is critical, these small lapses can have significant consequences.

According to the Institute of Alcohol Studies, alcohol-related absenteeism and reduced productivity cost the UK economy over £7 billion each year, highlighting the importance of workplace awareness and support. This cost comes not only from missed days but also through presenteeism, where employees are physically present but performing below their usual standard. Fatigue, slower reaction times, and reduced engagement can all result from alcohol use, even at low levels.

Workplace culture plays a crucial role. In environments where drinking is normalised or wellbeing is not openly discussed, employees may feel pressure to conform or hide struggles, which can increase stress and reduce overall engagement. Conversely, workplaces that encourage healthy habits, open communication, and awareness about alcohol tend to see improved morale, stronger collaboration, and better productivity.

Physical and Mental Health Implications

Alcohol consumption has well-known effects on physical health. Excessive or frequent drinking can contribute to liver disease, cardiovascular issues, and certain types of cancer. Even moderate consumption can impact sleep quality, energy levels, and long-term wellbeing.

Alcohol doesn’t just affect the body, it can disrupt brain chemistry and worsen mood, sleep, anxiety and depression, and may exacerbate existing mental health challenges. According to the NHS, alcohol misuse is linked to long‑term changes in thinking and memory, as well as other health risks, and health organisations recommend reducing intake to support overall wellbeing. At work, these issues may appear as reduced focus, strained relationships with colleagues, or lower resilience when handling pressure.

Supporting healthy habits and raising awareness around alcohol in the workplace can help employees make informed decisions, protect their long-term health, and maintain both performance and wellbeing.

Creating a Culture of Awareness

Promoting awareness around alcohol in the workplace goes beyond campaigns like Dry January. Key ways workplaces can support employees include:

  • Encouraging open conversation: Employees should feel safe discussing challenges without fear of judgment.

  • Recognising early signs: Managers and peers who are informed about potential issues can support colleagues more effectively.

  • Providing access to resources: Information, guidance, and practical tips help employees make healthier choices.

When organisations focus on wellbeing and understanding, employees are more likely to feel valued, supported, and motivated. This creates a positive cycle where healthier staff are more productive, engaged, and resilient.

Dry January and Beyond

Dry January is a great starting point, but alcohol awareness is a year-round priority. Reflecting on habits, supporting colleagues, and creating a culture where wellbeing is openly discussed can make a lasting difference, for both employees and the organisation as a whole.

Promoting alcohol awareness in the workplace helps people make healthier choices, reduces stress, and supports both physical and mental wellbeing. Even small steps, like providing information, resources, or training opportunities, can have a meaningful impact on staff engagement and productivity.

For organisations looking for structured guidance, our Drug & Alcohol Awareness for the Workplace course offers practical strategies for supporting employees, understanding the effects of alcohol, and fostering a safer, more supportive workplace.

In addition to alcohol awareness, supporting mental health in the workplace is equally important. Training in Mental Health Awareness or Mental Health First Aid equips teams with strategies to manage stress, improve resilience, and create a more supportive environment. Similarly, courses on Home & Hybrid Working or EDI (Equality, Diversity & Inclusion) can complement wellbeing initiatives and build a stronger, healthier culture across your organisation.

Menopause at Work: Why Training Matters More Than Ever  

Menopause at Work: Why Training Matters More Than Ever  

by | Oct 3, 2025 | Health and Wellbeing, News

Menopause at work is more than a personal health matter. October is World Menopause Month, with World Menopause Day on 18 October – a crucial reminder that menopause at work is a business-critical equality issue that affects everybody.

Menopause at Work: The UK Reality

Around 5.5 million women aged 45–60 are currently working in the UK, and all of these will experience menopause.
A 2025 government review found that menopause symptoms such as brain fog, sleep disruption, and anxiety can reduce workplace performance, costing the UK economy £1.5 billion in lost productivity and unemployment. It estimates that there are approximately 60,000 women not in the workplace due to menopause or perimenopause.

 Unsurprisingly, employment tribunal claims mentioning menopause have climbed sharply (from 64 in 2022 to over 200 in 2025) as staff challenge workplaces that fail to provide reasonable support.

In one high-profile case, Allison Shearer v South Lanarkshire Council, a teacher was awarded more than £60,000 after being dismissed when a proposed transfer threatened to worsen her menopausal symptoms. Other rulings have delivered similar pay outs, where managers ignored the need for reasonable adjustments.

The message is simple: failing to support staff going through menopause could amount to sex, age or disability discrimination under the Equality Act 2010.

Menopause Support at Work: New Legislation, Higher Expectations 

The forthcoming Employment Rights Bill, passed in October 2024, will soon require large employers (250+ staff) to publish Equality Action Plans setting out how they address gender pay gaps and support employees experiencing menopause.

Key dates relating to the implemetnation of the Employment Rights Bill:

  • Voluntary adoption: from April 2026
  • Mandatory compliance: expected April 2027

Smaller organisations will receive official guidance, but tribunals already expect reasonable adjustments today.

This shift signals the government has made it clear that workplace equality will be measured by results, not words.

Beyond Menopause: Women’s Health

Menopause awareness in the workplace is opening broader conversations about women’s health including perimenopause and menstruation – topics that, like menopause, have long carried unnecessary stigma. Employers that embrace these discussions are setting a new standard of inclusion, where empathy and action can replace silence and discomfort.

Forward-thinking organisations aren’t waiting for deadlines. They are training their employees and managers, introducing flexible hours and workplace adaptations, and including menopause and women’s health in wellbeing policies.

Why Menopause Awareness Training Is Essential

Menopause awareness training equips managers and colleagues to recognise challenges, start sensitive conversations, and provide effective support. By acting proactively, organisations can retain experienced employees, improve productivity, and create a genuinely inclusive workplace.

Our Menopause Awareness Course, developed with menopause experts, equips your workforce to:

  • Understand menopause – from stages and symptoms to common misconceptions.
  • Address menopause impact in the workplace – learn how symptoms affect performance and what adjustments can actually help.
  • Start menopause conversations at work – guidance for managers and colleagues to talk about menopause openly and sensitively.
  • Provide real support – a comprehensive section on self-care, medical and non-medical options and how to assist colleagues, friends or family members.

This course will help your organisation to demonstrate commitment to equality, improve employee wellbeing, and embed menopause awareness into everyday workplace culture. Don’t wait until problems arise and then react –  being proactive now will start building a culture of understanding, reducing legal risk, and supporting every employee to thrive.

World Menopause Month: Take Action

Investing in online menopause awareness training helps employers support staff experiencing menopause at work. You’ll show evidence-based commitment to equality and be ready well before compliance becomes law.

Include our Menopause Awareness Course as part of the training for all your staff and start creating a truly inclusive workplace today. It’s available immediately, online, and is easy to access at your convenience.