UK Employment Law Changes in April 2026: Stay Updated

Earlier this month, the UK implemented changes to employment law. The Employment Rights Act 2025 became law in December 2025 and this act marks the biggest update to statutory rights in a decade. The government will roll out new changes over the next year.

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The April employment law changes included statutory sick pay (SSP), paternity leave, minimum wage and more. These updates will better support employees and protect their rights.

April 2026 Employment law changes

• Statutory sick pay (SSP) – SSP has now become a day-one right. Previously, an unwell employee only received sick pay after 4 days out of work. However, now they receive it from their first day of illness. Employees can also claim sick pay regardless of income.  
• Paternity leave – Paternity leave is now a day-one right. A parent can claim it even if they have previously taken shared parental leave. Eligible parents can also take 52 weeks of unpaid bereavement leave if the primary caretaker dies before the child’s first birthday.
• Collective redundancy – If a business makes staff redundant without consulting them, employees can now receive up to 180 days pay. Previously, they received 90 days pay.
• Whistleblowing – Whistleblowing law now includes sexual harassment. This means employees disclosing inappropriate workplace behaviour are protected from unfair dismissal.
• Minimum wage – Minimum wage for employees over 21 has increased to £12.71 per hour.
• Action plans – In 2027, employers must implement action plans to address the gender pay gap and support menopausal workers. However, employers can choose to implement these plans now.
• The Fair Work Agency – This new agency ensures employers follow all new law changes. Instead of taking matters to an employment tribunal, the Fair Work Agency will undertake most issues.

Abiding by employment law changes

If you are an employer, you should read through the Employment Rights Act and ensure you are fulfilling the latest requirements. This may include updating your employee onboarding documents and handbook, adjusting payroll, and informing your employees of the changes.

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These updates are only the next batch of the Employment Rights Act changes. The government will introduce more legislation over the next year.

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