2025: A Year of Momentum, Growth, and Delivery
22 December 20252025: A Year of Momentum, Growth, and Delivery
22 December 2025
The April 2026 Employment Law Changes: A Practical Guide for Employers
April 2026 marks the first major wave of employment law change flowing from the Employment Rights Act 2025.
While the Act itself became law last year, most of its provisions are being introduced in stages. From 6 April 2026, several changes come into force that will affect how employers manage sickness absence, family leave, redundancies, workplace concerns, and compliance more broadly.
This guide explains what’s changing, why it matters in practice, and what employers should be thinking about now — without the jargon or panic.
Why April matters.
It would be easy to assume that because the Employment Rights Act 2025 is being phased in over a number of years, there’s nothing urgent to do yet.
In reality, April 2026 is an important turning point. It’s the point at which new rights begin to apply and enforcement expectations start to shift. Employers who wait until the changes are “live” may find themselves reacting under pressure rather than preparing calmly and commercially.
What’s changing in April 2026?
1
Statutory Sick Pay (SSP) will apply from day one
From 6 April 2026:
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SSP will be payable from the first day an employee is off sick
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The Lower Earnings Limit is removed, bringing more workers into scope
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SSP will be paid at 80% of weekly earnings or the flat SSP rate (whichever is lower)
What this means for you
For many businesses, this is the most immediately felt change. More people will qualify for SSP, and it will start sooner than before.
That has implications for payroll, absence management, and cost forecasting, particularly where businesses rely on variable hours, lower-paid roles, or short-term staff.
2
Paternity and parental leave become day-one rights
Also from April 2026:
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Statutory paternity leave becomes a day-one right, removing the current service requirement
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Unpaid parental leave also becomes available from day one
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Paternity leave can be taken even where Shared Parental Leave has already been used
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Eligibility for Statutory Paternity Pay remains unchanged
What this means for employers
Family leave is likely to be used earlier in employment, including by new starters. Policies, onboarding information, and manager understanding will need to reflect this to avoid confusion or inconsistent treatment.
3
Redundancy Consultation mistakes become much more expensive
From April 2026:
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The maximum protective award for failing to collectively consult will double from 90 to 180 days’ pay
What this means?
This significantly raises the stakes during restructures. Informal approaches, rushed timelines, or incomplete consultation processes now carry far greater financial risk.
Clear planning, proper consultation, and good documentation will be more important than ever.
4
Sexual harassment disclosures receive whistleblowing protection
Any disclosure relating to sexual harassment will count as a protected whistleblowing disclosure
What this means for employers
Concerns raised about sexual harassment must now be treated not just as grievances, but potentially as whistleblowing disclosures. This affects how issues are handled, escalated, and recorded, and increases the risk where managers are unclear on the distinction.
5
A new Fair Work Agency comes into force
A new Fair Work Agency will be introduced with powers to:
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Enforce statutory payments
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Bring tribunal claims on behalf of workers
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Recover enforcement costs from employers following successful action
Enforcement is becoming more proactive. Good intentions will no longer be enough — employers will need to be able to evidence compliance, with clear records and consistent processes.
What employers should be doing now
April 2026 may still feel some distance away, but the employers who manage this best will prepare gradually rather than scrambling at the last minute.
In early 2026, employers should:
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Review sickness absence and SSP arrangements
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Update family leave and whistleblowing policies
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Revisit redundancy and consultation processes
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Identify any reliance on variable hours or short-notice working
Before April 2026, it’s sensible to:
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Train managers on new rights and expectations
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Prepare clear communications for employees
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Strengthen documentation and record-keeping
Looking ahead
April 2026 is only the first phase. Further reforms are expected later in 2026 and into 2027, including changes around fire and rehire, sexual harassment prevention duties, unfair dismissal, and predictable working patterns.
The direction of travel is clear: greater protection for individuals, and higher expectations on employers.
