The Employment Appeal Tribunal (EAT) has clarified that the duty to consult on collective redundancies is based on future plans, not past dismissals. In Microfocus Ltd v Mildenhall, the tribunal confirmed that staggered dismissals do not automatically trigger consultation, but records must show clear decision-making.

Employers should note: consultation is required when 20 or more employees are proposed for dismissal within 90 days, with 30–45 day periods depending on scale, and notification to the Secretary of State via form HR1 is mandatory.

From April 2026, National Minimum Wage rates rise, and the new Fair Work Agency will enforce compliance.

Key rates:

• Over 21: £12.71
• 18–20: £10.85
• 16–17 AND Apprentices: £8/hour

From 06 April 2026, employees will be entitled to Statutory Sick Pay from day one, and the lower earnings limit is being removed. More low-paid and part-time staff will now qualify.

Employers should:

• Update payroll and absence policies to reflect the new rules.
• Check contracts and payment systems to ensure eligible staff are paid correctly.
• Train managers and monitor absence to manage potential increases in claims.