With major Employment Law reforms coming at the start of April, you’ll need to understand what’s changing, get ahead of the updates, and put a plan in place to manage what you need to do.
Before these rules take effect, companies need too:
- Review and update policies where relevant and needed
- Communicate and train managers on how to deal with the changes
- Communicate the changes to employees
Failing to prepare could expose your organisation to legal risks, financial penalties, and reputational damage.
Below is a list of the changes to employment legislation from April 2026
Paternity leave and ordinary parental leave
Employees will be able to give notice of paternity leave and unpaid parental leave from day one of employment. Currently, 26 weeks’ service is required for paternity leave and one year’s service for unpaid parental leave. Paternity leave and pay will be able to be taken after shared parental leave and pay (currently, this is not allowed).
Bereaved partner’s paternity leave
Fathers or partners can take up to 52 weeks of bereaved partner’s paternity leave if the mother or primary adopter dies. This leave must be taken within 52 weeks of the child’s birth or adoption placement. This is a day one right and whether the leave is paid is at the employer’s discretion.
Whistleblowing
Workers who whistle blow on sexual harassment will have whistleblowing protections against detriment or unfair dismissal.
Statutory Sick Pay (SSP)
SSP will be payable from day one of sickness instead of the current four-day waiting period.
The lower earnings limit has been removed, giving some lower paid employees access to SSP for the first time.
The rate of SSP will be 80% of the employee’s average weekly earnings or the flat rate, whichever is lower. The current flat rate of £118.75 will rise to £123.25 on 6 April 2026.
Collective redundancy protective award
The maximum protective award for failure to properly consult increases from 90 to 180 days’ pay.
Trade Union
The Trade Union recognition process will be simplified. Unions no longer need to prove majority support before applying, and the 40% threshold has been removed. Recognition now requires only a simple majority of the votes that have been cast.
Gender equality and menopause support action plans
Large employers (250+ employees) will be encouraged on a voluntary basis to publish equality and menopause support action plans. These plans will become mandatory in 2027.
Annual leave and holiday pay
Keep accurate records for a minimum of 6 years. To include annual leave entitlement, annual leave taken and annual leave carried over, holiday pay and payments in lieu of holiday.
National Minimum Wage will also be changing on 6th April 2026:
APRIL 2025: (Now)
21 and over: £12.21
18-20: £10.00
Under 18: £7.55
Apprentice: £7.55
APRIL 2026: (Changing to)
21 and over: £12.71
18-20: £10.85
Under 18: £8.00
Apprentice: £8.00 (for the first year or apprenticeship only)
If you have any questions about these changes or you or your HR Team require support get in touch at [email protected]