Upcoming Employment Law Changes in April 2026: What Employers Need to Know
April 2026 marks a major step in the rollout of the Employment Rights Act 2025, bringing significant updates that employers and HR teams should prepare for. These reforms aim to modernise family‑friendly rights, widen access to sick pay, and strengthen worker protections.
Below is a quick overview of the key changes taking effect from 6 April 2026.
1. Paternity & Parental Leave Become Day‑One Rights
Employees will no longer need 26 weeks’ service to qualify for statutory paternity leave or one year’s service for unpaid parental leave. Both entitlements become available from the first day of employment. The restriction preventing paternity leave after Shared Parental Leave is also being removed.
2. Statutory Sick Pay (SSP) Overhaul
A major reform to sick pay rules comes into force:
The three‑day waiting period is abolished.
The Lower Earnings Limit is removed, making SSP accessible to lower‑paid and part‑time workers.
SSP will be paid at the lower of the statutory rate or 80% of average weekly earnings.
These changes will increase employer cost exposure and require updates to sickness absence policies.
3. Enhanced Bereavement Entitlements
New statutory day‑one unpaid bereavement leave (including pregnancy loss) is being introduced, alongside additional paternity leave rights for bereaved partners.
4. Collective Redundancy: Higher Protective Awards
The maximum protective award for failing to follow collective consultation rules will increase from 90 to 180 days’ pay per affected employee—a substantial rise in potential liability during restructures.
5. Strengthened Whistleblowing Protections
Employees who raise concerns about sexual harassment will gain stronger legal protections from 6 April 2026, increasing employer responsibility for clear reporting processes.
6. Trade Union Recognition Changes
The statutory recognition process is being simplified, making it easier for unions to obtain formal recognition. Employers should understand the new thresholds and be prepared for more frequent recognition requests.
7. Introduction of the Fair Work Agency
April 2026 also sees the launch of the Fair Work Agency, a new enforcement body consolidating powers relating to minimum wage, holiday pay, SSP, and broader compliance obligations.
What Employers Should Do Now
Update policies, contracts, and handbooks to reflect new day‑one entitlements and SSP rules.
Review payroll systems for the revised sick pay calculation.
Prepare managers for increased early‑service leave requests.
Audit redundancy procedures in light of higher protective awards.
Ensure whistleblowing and harassment reporting procedures are robust and well‑communicated.
Contact our HR team now if you require any help implementing these changes.