April 2026 - Changes Employers Need To Know
The Employment Rights Act came into force in December 2025 introducing additions and amendments to existing legislation including The Employment Rights Act 1996.
Many of these changes are set to happen in 2026 and 2027 with some right around the corner, taking force in April 2026. Alongside the usual changes to the National Living Wage and statutory allowances, businesses will have other new rules to navigate and requirements to consider.
Let's dig into them a bit further. We’ll start with the more familiar
Statutory Sick Pay (SSP)
Effective 6th April 2026
SSP becomes payable from the first day of sickness absence — the current 3-day waiting period is removed.
The Lower Earnings Limit for SSP entitlement is abolished, and all employees qualify regardless of earnings.
SSP is paid at 80 % of weekly earnings or the flat rate (approx £123.25), whichever is lower.
Employers must update payroll systems and sickness absence policies
National Minimum Wage / National Living Wage
National Minimum Wage / National Living Wage rates rise (e.g., 21+ rate increases to £12.71/hr).
The rate for 18-20 year olds increases to £10.85 /hr
The rate for 16-17 year olds increases to £8,00 / hr
Family Leave Rights
Effective 6 April 2026:
Employees acquire paternity leave and unpaid parental leave rights from their first day of employment (no minimum length of service
Restrictions on taking paternity leave after shared parental leave is removed, giving more flexibility.
Eligible fathers and partners will be able to take up to 52 weeks of unpaid bereaved partner's paternity leave if the mother or primary adopter dies – they must take this leave within 52 weeks of the child's birth (including surrogacy), adoption placement, or entry to Great Britain for overseas adoptions.
And here’s some you might not have been expecting;
Collective Redundancy Consultation Penalty Increase
Effective 6 April 2026
If an employer fails to properly consult in a collective redundancy situation, the maximum protective award payable to each affected employee increases from 90 days’ pay to 180 days’ pay
Expansion of Whistleblowing Protection
Expected April 2026
Disclosures relating to sexual harassment will be expressly protected under whistleblowing laws, making NDAs that block such disclosures unenforceabl
Establishment of the Fair Work Agency (FWA)
From April 2026:
A single enforcement body for employment rights is being set up, the Fair Work Agency.
It will take on functions including minimum wage and SSP enforcement, and eventually holiday pay and broader compliance activities.
Trade Union Recognition & Balloting Changes
From April 2026 (with further commencement dates likely later)
Simplified statutory trade union recognition process — removal of some thresholds and easier electronic/workplace balloting.
(Some ballot changes may come later in 2026, e.g., August).
Gender Pay Gap and Menopause Action
Employers will be required to create action plans around menopause and gender pay gaps. These will be voluntary from 6th April 2026, but will become mandatory sometime in 2027
Preparing for April 2026
Next Steps For HR
HR professionals must stay ahead of these updates by
✔ Reviewing payroll systems to accommodate new minimum wage rates and statutory pay changes.
✔ Updating policies to reflect new rights such as parental leave and redundancy rules
✔ Communicating changes to employees and providing guidance where needed.
With these changes fast approaching, now is the time to ensure full compliance and avoid potential HR headaches.
Need some support with upcoming changes? That’s what we’re here for.
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