Resources
Recent Articles
NFC vs GPS time and attendance
This article explains the real world differences between NFC and GPS based attendance, including accuracy, reliability, privacy considerations and suitability for indoor and multi site environments. It helps employers choose an approach that supports payroll accuracy and compliance rather than creating disputed data and manual work later.
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Preparing for Statutory Sick Pay changes in April 2026
This article explains why planned SSP reforms will increase administrative pressure across Payroll, HR and Operations, not just payroll calculations. It focuses on absence reporting, attendance accuracy and process design, showing why early preparation reduces risk and disputes once the changes take effect.
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Absence notification rules and retrospective sickness claims
This article explains why consistent notification rules protect both employers and employees as statutory entitlement expands. It also covers retrospective sickness claims, why they arise, and how reliable records support fair and defensible decision making.
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Reducing payroll errors caused by manual attendance data
This article explores how manual attendance processes create payroll errors, rework and employee frustration, particularly in multi site or variable hours environments. It explains why verified attendance data and automation are increasingly essential as statutory obligations grow.
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Recent HR & Payroll Updates
These resources cover developments published within the last six months and provide credible context for employers reviewing compliance and payroll readiness. They are useful references to support internal guidance, staff communications and process reviews.
Employment Rights Bill, changes expected from April 2026
ACAS summarises the Employment Rights Bill and highlights expected changes including SSP reform, parental leave updates and wider employer obligations. This resource provides a practical overview without requiring employers to interpret legislation directly.
View Resource from ACAS
HMRC Employer Bulletin, December 2025
HMRC’s bulletin provides official payroll updates and employer guidance including preparation for future reporting and PAYE related changes. It is particularly valuable for payroll teams planning ahead for the new tax year.
View Resource from HMRC
Employment law changes, November 2025
CIPD summarises recent employment law changes affecting employers and people teams. This resource provides a consolidated view of what has changed recently and where policy or process updates may be required.
View Resource from CIPD
Timetable of employment law changes in the UK
CIPD maintain a forward looking timetable of upcoming and proposed legislative changes. This helps employers plan policy reviews, payroll readiness and workforce communications rather than reacting late.
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Looking ahead, what to prepare for in the next 12 - 18 months
These resources focus on changes employers should be preparing for through 2026, particularly where payroll processes, statutory payments and reporting obligations are affected. They support forward planning across HR, payroll and operations.
SSP expected from day one and Lower Earnings Limit removal
ACAS outline planned SSP reform as part of the Employment Rights Bill. This resource supports employers reviewing absence reporting processes, payroll data flows and manager training ahead of April 2026.
View Resource from ACAS
Student loan collection changes from April 2026
HMRC provide technical guidance on student loan deductions from April 2026 including plan types and employer responsibilities. This is particularly relevant for payroll software readiness and handling employee queries accurately.
View Resource from HMRC
Unfair dismissal qualifying period reduced to six months
Protection from unfair dismissal is expected to become available after six months of employment, instead of the current two year qualifying period. This change is expected to apply from January 2027 and will have a direct impact on probation practices, dismissal documentation, and manager training, particularly for organisations with high turnover or seasonal workforces.
View Resource from ACAS
Employment tribunal time limits expected to extend to six months
The government has proposed extending the usual three month time limit for many employment tribunal claims to six months. This gives employees longer to bring claims and increases the importance of record keeping, early dispute resolution, and consistent handling of grievances and performance issues.
View Resource from UK Government
Day one rights to paternity leave and unpaid parental leave
Paternity leave and unpaid parental leave are expected to become day one rights from April 2026, removing the current qualifying service requirements for entitlement to the leave itself. Employers should review policies, onboarding communications, and manager guidance to ensure requests are handled consistently from an employee’s first day, especially in multi site environments where processes vary by location.
View Resource from ACAS
Protective award for collective redundancy consultation expected to double
The maximum protective award for failure to properly consult in collective redundancy situations is expected to increase from 90 days’ pay to 180 days’ pay per employee from April 2026. This materially increases financial exposure for process failures, making forward planning, documentation, and consultation timelines more important for any employer considering restructure activity.
View Resource from CMS
Restrictions on fire and rehire expected from October 2026
New restrictions are expected to limit the use of dismissal and re engagement to change contractual terms, with implementation anticipated around October 2026. Employers should plan earlier consultation and stronger change management processes, particularly where contract harmonisation or working pattern changes have historically relied on re engagement strategies.
View Resource from Pinsent Masons
Stronger harassment duties and whistleblowing protection for sexual harassment disclosures
The reforms include changes to strengthen employer duties around preventing workplace sexual harassment, alongside explicit whistleblowing style protection for those raising sexual harassment concerns. Employers should review policies, reporting routes, manager training and investigation processes to ensure complaints are handled consistently and defensibly as expectations increase through 2026.
View Resource from ACAS
Gender pay gap and menopause action plans moving towards mandatory requirements
Action plans covering gender pay gaps and menopause are expected to become voluntary from April 2026 and then mandatory at a later point, expected during 2027. Employers may want to start preparing their data and internal ownership now, as these requirements typically involve ongoing measurement, narrative explanation, and formal action planning rather than a one off exercise.
View Resource from ACAS
HR, Payroll and Workforce Compliance Insights
Employment Law, Payroll Regulation and workforce expectations are evolving rapidly, placing increased pressure on employers to maintain accuracy, transparency and compliance. Assyst supports organisations by connecting attendance, absence, payroll and operational data into a single, reliable platform, helping reduce administrative risk as compliance obligations increase.
This hub combines trusted external guidance with Assyst led long form articles designed to be practical, backlink worthy, and easy to apply. The goal is to help employers understand what is changing, what actions are sensible now, and how to prepare for the year ahead.