Employment law changes: What do charities need to be aware of?
Charities that employ staff will be aware that employment law applies to them in the same way as it does to other employers. A number of changes to employment law are now being introduced, and these will affect employers across all sectors, including charities.
The Employment Rights Act 2025 is being implemented in phases. Some new and upgraded employment rights came into effect in April 2026, with further changes being phased in across 2026 and 2027. This phased approach is intended to give employers time to understand what applies to them and to take any necessary steps to comply.
Key changes introduced from April 2026:
- Statutory Sick Pay
- Paternity leave and Unpaid Parental Leave
- Bereaved Partner’s Paternity Leave
- Collective redundancy
- Whistleblowing protections
- Simpler enforcement through Fair Work
- Holiday pay records
- National Minimum and National Living Wage Further changes to follow
Guidance and support
The Government’s dedicated website provides free guidance and support to help you understand what applies to your charity. Visit business.gov.uk/employment-changes
They are also running a webinar Employment Rights Act 2025: Key measures and employer actions on 23 April which will help guide employers through the changes. You can sign up for the webinar here.
While OSCR does not regulate employment law, charity trustees remain responsible for ensuring their charity complies with all relevant legal duties, including those that apply to employers.
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