NALC publishes HR templates to support parish and town councils with Employment Rights Act changes

We have published four HR policy templates to support parish and town councils following changes introduced through the Employment Rights Act 2025.

Produced by our employment law, HR and health & safety services partner WorkNest, the templates will help parish and town councils prepare for changes coming into force during 2026 and ensure their policies remain compliant with the latest employment legislation.

We have introduced a new bereavement policy that confirms that eligible fathers and partners will be entitled to take up to 52 weeks of unpaid bereaved partner's paternity leave if the mother or primary adopter dies. The leave must be taken within 52 weeks of the child's birth, adoption, placement or entry to Great Britain for overseas adoptions.

We have updated the paternity leave and pay policy to reflect that paternity leave will become a day one right for employees from 6 April 2026. From 18 February 2026, newly eligible employees will also be able to give notice of their intention to take leave.

The sickness absence policy has been revised to reflect changes to statutory sick pay (SSP), which from 6 April 2026 will be payable from the first full day of sickness absence and available to all eligible employees regardless of earnings. SSP will be calculated at 80% of average weekly earnings or the flat weekly rate, whichever is lower.

We have also updated the whistleblowing policy to reflect sexual harassment becoming a qualifying disclosure under whistleblowing legislation from 6 April 2026, strengthening protections for employees making disclosures relating to sexual harassment.