4 employment law changes — in force since April 6. Send this page to your clients.
ACAS · HMRC · Fair Work Agency · ICO · REC · Companies House — monitored daily, summarised in plain English, delivered before the deadline.
SI 2026/310 raises the unfair dismissal cap to £123,543 from April 6. Holiday records become a criminal offence. SSP is day-one for all placed workers.
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🚨 Active Recruitment Compliance Deadlines
Employment Tribunal Awards Rise to £123,543 — April 6
SI 2026/310 (passed March 16, near-zero awareness) raises the maximum unfair dismissal award to £123,543 from April 6 — up £5,320 this week. Weekly pay cap rises to £751. Every dismissal made on or after April 6 is subject to the higher cap. Agencies placing workers in roles, and agency clients dismissing placed staff, are both exposed. Your clients may not know. This is your opportunity to be their compliance hero.
Alert your clients before April 6 →Holiday Pay Records — Criminal Offence from April 6
From April 6 2026, failing to maintain adequate holiday and holiday pay records is a criminal offence — with potentially unlimited fines. Published 27 March 2026. Near-zero employer awareness. For recruitment agencies, this applies both internally (your own staff) and to clients who employ your placed workers. Temp worker holiday pay records must be kept for 6 years. FWA has retrospective inspection powers.
See what records you must keep →SSP Day-One Rights — Every Placed Worker, Every Contract
From April 6, Statutory Sick Pay is payable from day one of illness — including temporary and zero-hours workers with no minimum service period. This applies to every worker placed through your agency who qualifies as a "worker" under ERA. No 3-day waiting period. No 26-week qualifying period. Agencies must update all contracts and briefing documents before April 6.
Update your worker contracts →ERA 2025: Zero-Hours Guaranteed Hours — Live Now
The Employment Rights Act 2025 zero-hours provisions have been in force since January 8 2026. Workers in regular patterns must be offered guaranteed hours contracts after 12 weeks. This is the biggest change to temp worker rights in a decade — and most agencies are still running non-compliant zero-hours arrangements. Tribunal claims can now be brought for failure to offer guaranteed hours.
Review your zero-hours contracts →Fair Work Agency — Agencies Are a Primary Target
From April 7, the Fair Work Agency takes over enforcement of NMW, SSP, and holiday pay from HMRC. For recruitment agencies, this means greater scrutiny of how placed workers are paid, whether NLW is correctly calculated across zero-hours contracts, and whether holiday pay is being handled correctly for irregular hours workers. 200% penalty surcharge on all underpayments.
Understand your FWA exposure →Collective Redundancy: 90 Days → 180 Days Protective Award
From April 6, the protective award for failure to consult on collective redundancy doubles from 90 to 180 days' gross pay per employee. For agencies that place into sites with 20+ workers, your clients face doubled exposure. Add this to your client briefing — it demonstrates value and builds trust.
Add to your client compliance briefing →Be the agency that keeps clients compliant
Employment law changes don't just affect your clients — they affect every placement you make.
Send This Page to Your Clients
Your clients are employers. Every compliance change that hits them hits you — through dispute claims, contract terminations, and reputation risk. Share /recruitment-agencies with your client base and position yourself as the agency that keeps them informed.
Make Your Agency the Compliance Hero
Most agencies send workers. The best agencies send workers AND a monthly compliance brief. With ComplianceAlert monitoring all 6 relevant regulators, you can be the first to brief clients on changes like SI 2026/310 before they appear in trade press.
Protect Your NLW Compliance
NLW errors in the agency supply chain are the #1 FWA enforcement target. Zero-hours workers, casual shifts, and holiday pay undercalculation are all in scope. ComplianceAlert alerts you before HMRC letters land.
Tribunal Exposure at Scale
With £123,543 max unfair dismissal awards from April 6, a single disputed placement can cost six figures. Guarantee your internal HR and your client briefings are current — that's what ComplianceAlert is for.
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April 6 is now in force.
SI 2026/310, holiday records criminal offence, SSP day-one, and ERA 2025 zero-hours all land before or on April 6. Start your free trial today and brief your clients before the deadline hits.
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