What We're Working On | WFM UK | 17 Sep 2026

Additional Announcements

Before we get into what we are developing and what is approaching release, here are some additional announcements that will impact UK HR & Payroll customers:

This item was first mentioned in What We're Working On | WFM UK | 2 Jul 2026 and is repeated here for consistent messaging. Please refer back to that article for full details.

Employment Conflict Resolution

As a reminder, the Employment Conflict Resolution feature will be enabled for all customers from 1 October 2026. It can be enabled early on request, and we encourage this so you have time to prepare ahead of the deadline.

Now Released

Following their appearances on this What We're Working On article over the past few editions, we have now released the following:

• Absence in Hours (Part Day)

• CSP Entitlement in Weeks

• CSP Entitlement Calculation Breakdown

• CSP Entitlement Employee Override

Release Note, 17th September 2026.

Upcoming Releases

The following items are in progress or nearing completion and are likely to appear soon in one of our upcoming releases. This is an early heads-up, so you can make plans where necessary:

• Accurate Wage Cost for SSP & CSP
• Payrolling Benefits in Kind (PBIK)
• Holiday Record Keeping (Fair Work Agency)
• Employment Rights Act 2025

Accurate Wage Cost for SSP and CSP

We're improving how SSP and CSP are reflected in Wage Cost.

Previously, SSP within Wage Cost was calculated using a fixed value (the SSP Weekly Rate divided by 7) and applied to each day the employee was absent. Going forward, Wage Cost will instead retrieve the actual expected or paid SSP amount for each given day.

CSP was not previously included in Wage Cost. It will now be added in the same way, with the amount due or paid applied to the correct day.

This will give a more accurate view of wage costs where SSP and CSP represent a cost to the employer.

This work is almost ready to release. Below is a preview of an example absence, and that absence then reflected in the Wage Cost, where SSP & CSP are both due:

Please Note: The employees Absence Breakdown CSP Daily Rate is the full CSP Rate before SSP offset. The Wage Cost will use the offset values. We are reviewing updating the breakdown to present both the full rate and offset rate.

 

Payrolling Benefits in Kind (PBIK)

As a reminder, development is underway on two pieces of work within the Payrolling Benefits in Kind module.

The Company Car and Car Fuel Salary Sacrifice benefit, allowing the system to automatically use whichever is higher of the Salary Sacrifice (Amount Foregone) or the calculated BIK amount depending on whether the vehicle is over or under 75g/km in emissions, is now nearing completion. All that remains is the piece around automatically populating payroll with the corresponding salary sacrifice deduction, as a negative payment, each pay period that the benefit is active.

Separately, work is also progressing on BIK Module roll-forward, which will operate automatically as part of the Payroll Module roll-forward. This will carry benefits across into the new tax year where no stop date is present, removing the administrative burden of starting calculations and notional pay afresh each year, along with the necessary end of year provisions for P11D(b) and RTI submissions. This also includes preparation for the 2027 tax year, though this remains dependent on updated legislation and RTI schema from HMRC, expected in Autumn 2026.

Holiday Record Keeping (Fair Work Agency)

Section 35 of the Employment Rights Act 2025 introduces a statutory duty for employers to maintain adequate records demonstrating compliance with Working Time Regulations holiday entitlements, with records retained for six years from the date of creation.

We're building a way to retain holiday records, from allowance calculations and accrual through to pay, for up to seven years. The statutory requirement is six years, but we're allowing for mid holiday years to be captured within that window.

One of the first items customers may have noticed is that Carried Over Holiday now requires a reason code (one of the requirements). These options are being expanded to:

• Agreed Carry Over
• Career Break
• Contract Exception
• Employer Failure to Allow Leave
• Holiday Purchase
• Leave Year Transition
• Length of Service Increment
• Public Duties
• Public Health Emergency
• Sickness
• Statutory Parental Leave
• Student Contract
• TUPE Transfer
• Two or more of the listed options

This feature is currently in its middle stages of development. We're building the necessary snapshots to retain the underlying data, alongside a per-employee UI that will surface this holiday history to users. Screenshots will be available in upcoming What We're Working On articles, and then of course the release note when ready.

We'll continue to share updates as this feature progresses. For reference, Section 35 of the Employment Rights Act 2025 can be found at https://www.legislation.gov.uk/ukpga/2025/36/section/35.

Employment Rights Act 2025

Whilst this article is intended to give insight into what is being actively developed and nearing release, we wanted to add a note on the Employment Rights Act 2025, given the scale of change it represents.

Our product team has spent over a year reviewing the incoming legislation, with a particular focus on:

• Right to Reasonable Notice
• Right to Guaranteed Hours
• Right to Shift Compensation (for cancelled or curtailed shifts)

As government consultations begin to open and close, we're now able to refine our understanding of what's expected and use this to define a working scope for development. Work will soon be underway to build against this scope, with changes made as the legislation is confirmed and announced. We will share more as decisions are made and our approach develops.

For more detail on the zero hours consultation and what it means for you, see WFM UK | HR & Payroll: Employment Rights Act 2025, The Zero Hours Consultation, What You Need to Know.