The Employment Rights Act 2025 is set to transform workplace rights across the UK, with major reforms coming into force from April 2026. For employers in the
building engineering services sector, these changes will directly impact how you manage absence, support employees, and plan workforce costs.
Led by Paula Samuels, Head of Employment Affairs at BESA, the Employment Affairs team is already helping members prepare with practical, sector-specific guidance.
Here’s what you need to know, and how to get ahead.
A Major Shift in Statutory Sick Pay, SSP From Day One
From 6 April 2026, Statutory Sick Pay will be payable from the first full day of sickness absence, removing the current three unpaid waiting days.
This is one of the most significant changes employers will face, with direct implications for cost and absence management.
What’s changing?
1. SSP from day one
Employees will be eligible immediately, increasing short term absence costs.
2. Removal of the Lower Earnings Limit
All employees will now qualify for SSP, including:
3. Earnings linked SSP for lower earners
Eligible employees will receive 80 percent of normal weekly earnings, unless the statutory flat rate is lower.
4. Transitional arrangements
Employees already receiving SSP before April 2026 will remain on the current system until their absence ends.
5. New enforcement body
The Fair Work Agency will take responsibility for SSP enforcement and compliance.
These changes aren’t just regulatory, they will directly impact cost, planning, and workforce strategy.
What Employers Should Do Now
BESA’s Workforce Matters briefing highlights key actions:
Taking action now will reduce disruption and ensure you are ready from day one.
Welplan and the Growing Importance of Employee Benefits
As employer responsibilities increase, the role of employee benefits is becoming more critical, particularly in a sector where workforce retention and wellbeing are key.
Welplan has supported the construction and building engineering services sector for over 60 years, providing industry tailored benefits designed for real working environments.
Typical cover includes:
Why this matters now
With SSP expanding, statutory provision alone may not offer sufficient protection for employees or predictability for employers.
Structured benefits help to:
For employers:
For employees:
In a competitive labour market, a strong benefits package is increasingly a strategic advantage, not just a compliance requirement.
Why Welplan works for this sector
Welplan is designed specifically for construction environments:
It also ensures consistency and fairness across the workforce, particularly valuable for businesses with flexible or project-based labour.
Welplan Employers, Stability Where It Matters
For employers already using Welplan, there is welcome stability.
The upcoming SSP reforms do not affect Welplan sick pay arrangements, which will continue to operate with the agreed three waiting days.
This provides:
Family Leave Reforms, New Day One Rights
Alongside SSP changes, Paternity Leave and Unpaid Parental Leave will become day one rights from April 2026.
What this means:
Statutory Paternity Pay will still require employees to meet existing eligibility criteria.
Real Support from BESA, A Member Perspective
As employment legislation becomes more complex, having access to trusted, expert guidance is essential. BESA’s Employment Affairs team provides practical, commercially focused advice that works in the real world.
One member recently shared their experience of working with Paula Samuels:
“Paula takes the time to fully understand our company structure and challenges before offering guidance. She listens, asks the right questions, and ensures her advice is both accurate and practical.
What stands out is her ability to explain the reasoning behind her advice, building real confidence in complex situations.
Her expertise, responsiveness, and supportive approach make her an exceptional asset. The support has been invaluable, and I would highly recommend her.”
This reflects the wider value of BESA’s Employment Affairs service.
In practice, it helps members to:
At a time of significant change, this support enables businesses to manage change proactively, not reactively.
Stay Ahead of the Changes
The Employment Rights Act 2025 represents a major shift in employer responsibility. Preparing now will help you stay compliant, control costs, and support your workforce effectively.
Access the full Workforce Matters briefing and supporting documents in the Member Hub
Find out how BESA Employment Affairs and HR support can help you navigate these changes: https://www.thebesa.com/besa-member-support/employment-affairs-and-hr
Explore how Welplan employee benefits can strengthen your workforce strategy: https://www.welplan.co.uk/
For tailored advice, contact: employment.affairs@thebesa.com