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Law firm Clarke Willmott has urged retail businesses to revise their employment policies before new family-friendly and sick leave entitlements take effect this April.
The reforms, introduced under the Employment Rights Act 2025, establish day-one rights for employees regarding paternity, parental, and bereavement leave.
The legislation also grants immediate entitlement to statutory sick pay from the first day of employment.
These changes precede a second wave of reforms scheduled for 2027, which will address unfair dismissal, zero-hours contracts, and redundancy regulations.
Kathryn Walters, a senior associate in the employment team at Clarke Willmott, suggests that the new mandates will require retailers to adjust staffing plans and scheduling to accommodate increased leave requests.
Failure to update contracts or train management on the new statutory entitlements could increase the risk of workplace disputes or financial penalties during the transition period.
Walters advises retailers to:
- Review contracts and policies to ensure compliance with the new statutory entitlements and day-one rights.
- Strengthen onboarding processes, including screening and probationary practices, ahead of future unfair dismissal reforms.
- Train managers to consistently apply and enforce updated procedures across the workforce to reduce tribunal exposure.
She said: “Retailers already operate in a challenging environment. These April 2026 reforms will affect day-to-day operations, from managing leave requests to planning staffing and scheduling.
“By reviewing policies, updating contracts and training managers now, businesses can protect their workforce and manage staffing challenges. This isn’t just a compliance exercise – it helps reduce the risk of disputes or penalties.”
