đź“… April 2026: the month UK employment law changed shape
- HRNews
- 5 days ago
- 3 min read
April 2026 was one of the biggest months for employment law change in a generation, with a wave of new rules from the Employment Rights Act 2025 coming into force. The Act includes over 28 proposals for employment law change and has been called the largest overhaul of employment rights in a generation.
The key changes that came into effect in April 2026:
Statutory Sick Pay rules relaxed. SSP must now be paid from the first day of absence instead of the fourth, and the lowest earners became entitled to receive SSP for the first time when off sick. Sick pay costs are likely to increase.
Paternity and parental leave became day one rights. Employees no longer need to attain a minimum amount of service to take these leave types.
Collective redundancy protective award doubled. The maximum period of the protective award for failing to fulfil collective redundancy requirements was doubled.
Whistleblowing protections extended to protected disclosures about sexual harassment.
The Fair Work Agency was established.
The trade union recognition process was simplified.
Six year record keeping duty.Â
The Working Time Regulations 1998 were amended to require employers to keep records of their compliance with the law on employee annual leave and the associated pay for six years. Failure to do this could lead to criminal action and a potentially unlimited fine.
And what's still to come:
October 2026Â
Brings a requirement for employers to provide a written statement informing employees of their right to join a trade union, a duty to take "all reasonable steps" to prevent sexual harassment, an obligation not to permit third party harassment of employees, tighter tipping law, strengthened trade union rights of access, new rights for trade union representatives, extension of employment tribunal time limits from three months to six months, and extended protections against detriments for taking industrial action.
January 2027Â
Sees unfair dismissal qualifying service reduce from two years to six months, with restrictions on using dismissal and re-engagement to change terms and conditions. Other 2027 measures include rights for pregnant workers, changes to the collective consultation threshold, a duty to explain why refusing a flexible working request was reasonable, extended bereavement leave (including for miscarriages before 24 weeks), ending the exploitative use of zero hours contracts with measures extended to agency workers, and gender pay gap and menopause action plans (which were introduced on a voluntary basis in April 2026).
What it means for you
Sick pay costs are likely to increase, so it's advisable for employers to review their absence management procedures to keep sickness absence as low as possible. Notification, recording, monitoring and return to work procedures should be tight.
Paternity and parental leave policies may need to be adjusted, and managers should be made aware of the change to ensure no employee is unlawfully denied their right to these leave types.
With holiday record keeping now a criminal offence if neglected, and the Fair Work Agency now active, employers will want to be confident their records and processes stand up to scrutiny.
How Lansbury HR can help
We're working with clients to review absence management procedures, update policies on paternity and parental leave, brief managers on the changes, and make sure annual leave records meet the new six year requirement. Get in touch to discuss where your business stands.
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