The April 2026 Employment Law Changes: A Practical Guide for Employers
30 January 2026
Time left before the new rules take effect.
It is not a wait until, it is an action by...
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Is your business ready?
From 6 April 2026, several employment law changes will take effect across the UK. While some of these updates may look small and minor on the surface, they will cause changes to payroll, policies, management practices and more.
Although the time may seem far away now, it is only a matter of time before these changes come into effect, and we all know time flies!
Here is what is changing, and what you need to do before the 6th...
Day one Statutory Sick Pay
Reforms to Statutory Sick Pay (SSP) will widen eligibility and change when payments begin.
SSP will be payable from day one of sickness absence, removing waiting days
The lower earnings threshold will no longer apply, meaning more employees will qualify
A revised calculation approach for lower earners is expected (pending final detail)
Why does this matter?
Employees who may not currently qualify for SSP could become entitled once the changes take effect. This is particularly relevant where sickness absence spans the implementation date. Without preparation, businesses could face confusion, inconsistent payments, or payroll corrections after the fact.
Day-one Family Leave Changes
Changes to policy around family leave, making people eligible a lot sooner than before.
Day-One Paternity Leave
Paternity leave will become a day-one right, removing the current service requirement.
What does this mean?
Requests may arise much earlier in employment than businesses are used to. Ensuring policies, onboarding information, and manager awareness are up to date will help avoid uncertainty when requests are received.
Day-One Unpaid Parental Leave
Unpaid parental leave will also move to day-one eligibility.
Why does this matter?
While this may not significantly increase absence levels, it does remove a qualifying barrier. Policies and procedures will need to be reflective of this change from the moment the clock strikes on the 6th.
Whistleblowing Protections Are Being Strengthened
Legislative updates will reinforce protections for individuals raising concerns.
Why does this matter?
Even where a policy exists, these changes are a prompt to check that reporting routes are clear, protections are understood, and managers feel confident handling disclosures appropriately.
Increased Risk Around Collective Redundancy Consultation
The maximum protective award for failures in collective redundancy consultation will increase.
Why does this matter?
Where consultation obligations are missed, financial exposure will be greater. This makes early planning, clear ownership, and documented consultation activity more important than ever.
We're Here to help you get Ready
If you are part of our Partnership Programme, there is nothing you need to do right now — our team will be in touch over the next week to:
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Review whether your policies and documentation reflect the April changes
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Highlight any gaps or risks
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Agree what updates are required
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Implement changes with you so everything is compliant and ready
Our focus is to make this straightforward and take the pressure off you.
Not Currently Working With Us?
If you are unsure how these changes affect your business, or you simply want reassurance that everything is in place, we can support you.
Whether you need:
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A quick policy sense-check;
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Updates to existing documentation;
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Brand new policies aligned to the changes;
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Practical guidance for managers;
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Or flexible ad-hoc HR support when questions arise;
