How employment laws are changing from April

Most business owners know that employment law reforms will come into force from April 2026. And if you haven’t had time to grasp what’s going to happen, know is the time to find out.

For businesses, particularly SMEs without dedicated HR teams, it’s essential to understand what is changing and how to prepare.

From April 2026, several significant employment law reforms will come into force across the UK as part of the government’s wider reforms to workplace rights under the Employment Rights Act 2025. 

These changes are designed to strengthen employee protections and modernise workplace practices, but they will also bring new responsibilities for employers.

To help, we briefly outline the key changes taking effect from April 2026 and what they mean for employers below.

Day-one rights to paternity and parental leave

One of the most notable changes is the introduction of “day-one” rights to paternity leave and unpaid parental leave.

Employees must complete a qualifying period before they can access these rights right now.

But from 6 April 2026, employees will be entitled to paternity leave and unpaid parental leave from the first day of their employment. The Employment Rights Act 2025 removes the previous qualifying periods of 26 weeks for paternity leave and one year for unpaid parental leave. 

Employers should make sure that policies, employee handbooks, and HR processes reflect these updated eligibility rules.

Changes to Statutory Sick Pay (SSP)

Statutory Sick Pay will also undergo significant reform. From April 2026:

• SSP will be payable from the first day of sickness, rather than after the current three-day waiting period.
• The lower earnings limit will be removed, meaning more low-paid workers will qualify for sick pay. 

This may increase the number of employees eligible for sick pay and that could mean absence-related costs increase slightly. Employers should review absence management procedures and ensure payroll systems are updated accordingly.

Bereaved partner’s paternity leave

Another important addition is Bereaved Partner’s Paternity Leave. From April 2026, if the mother or primary adopter of a child dies within the child’s first year, the surviving partner will be entitled to take up to 52 weeks of paternity leave. 

While such situations are fortunately rare, employers should ensure they understand the new entitlement. You should be prepared to support affected employees with compassion and clear procedures.

Increased penalties for collective redundancy breaches

Employers undertaking large-scale redundancies will face stricter consequences if consultation rules are not followed.

From April 2026, the maximum protective award for failing to properly consult employees during collective redundancy processes will double from 90 days’ pay to 180 days’ pay per affected employee. 

This significantly raises the financial risk for organisations that do not comply with collective consultation requirements. Businesses considering restructures should ensure they follow correct legal procedures and seek professional advice early.

Stronger whistleblowing protections

Employment law will also expand whistleblowing protections. While every business hopes that everyone works respectively, disclosures relating to sexual harassment will be treated as a qualifying whistleblowing disclosure from April.

This means workers who report sexual harassment will be protected from detriment or unfair dismissal under whistleblowing legislation. 

Employers should review internal reporting policies and reinforce workplace training to ensure concerns can be raised safely and appropriately.

New ‘Fair Work Agency’

A new enforcement body, the Fair Work Agency, will be established from April 2026. The organisation will bring together several existing enforcement functions and will be responsible for monitoring compliance with employment rights such as statutory sick pay and holiday pay. 

For businesses, this signals a stronger focus on enforcement, meaning compliance with employment law will be under greater scrutiny.

Preparing your business

While many of these changes aim to improve fairness and support employees, they will require businesses to review their HR policies, employment contracts and internal procedures.

Failing to fully understand the changes or adapt, could mean costly legal problems. Saying you were unaware will not be considered a defence.

Key steps employers should consider include:

• Updating employee handbooks and leave policies
• Reviewing absence management procedures
• Training managers on new family leave rights
• Ensuring redundancy processes meet consultation requirements
• Reviewing whistleblowing and harassment reporting policies

Why you need to get ahead

The employment law reforms coming into force in April 2026 represent one of the most significant shifts in workplace rights in recent years. 

These changes may require adjustments, but businesses can look at them as a way to strengthen workplace culture, improve compliance and demonstrate commitment to employee well-being.

For organisations unsure about how these changes affect them, seeking professional HR or business support can help ensure you remain compliant and prepared.