Changes Taking Effect in April 2026 – What Employers Need to Know
As we move into April 2026, a significant tranche of new employment law rights will come into force under the Employment Rights Act 2025. This marks the first major implementation of the legislation and signals a clear shift in how employee rights are approached in the UK.
For employers, this is not just an update. It is a moment that requires attention, preparation, and in many cases, change.
Here is a clear breakdown of what is coming and what you should be doing now.
Day One Rights Are Expanding
From April 2026, certain rights will apply from the first day of employment.
This includes:
- Paternity leave
- Unpaid parental leave
The removal of qualifying service periods means employees can access these rights immediately.
What this really means is employers need to ensure contracts, policies, and onboarding processes reflect this change from day one.
Statutory Sick Pay Changes
Statutory Sick Pay is being reformed in two key ways:
- SSP will be payable from day one of absence
- The lower earnings limit is being removed
This significantly increases eligibility and will likely lead to a rise in short-term absence costs.
Employers should now be reviewing absence management procedures and ensuring payroll systems are ready for this shift.
Increased Risk in Redundancy Processes
The maximum protective award for failure to consult during collective redundancy is doubling from 90 days’ pay to 180 days’ pay.
This is a serious increase.
In practical terms, getting redundancy processes wrong will carry much greater financial risk. Proper consultation, documentation, and legal oversight will be critical.
Whistleblowing Protections Strengthened
Sexual harassment will now fall within the scope of protected disclosures.
Employees raising concerns about harassment will have enhanced legal protection from dismissal or detriment.
For employers, this raises the bar on how complaints are handled internally. Policies, reporting structures, and training all need to reflect this.
New Bereavement Leave Rights
A new right is being introduced, allowing bereaved partners to take up to 52 weeks of paternity leave where the mother or primary adopter dies within the first year.
This is a significant development in family-related rights and should be reflected in internal policies.
Increased Oversight and Enforcement
A new enforcement body, the Fair Work Agency, is expected to launch alongside these changes.
At the same time, trade union processes are being simplified.
What this means in reality is greater scrutiny. Employers will be expected to demonstrate compliance, not just assume it.
Preparing for What Comes Next
April 2026 is only the beginning.
Further reforms are expected, including:
- Changes to unfair dismissal rules
- Greater protection around flexible working
- Increased restrictions on dismissal and re-engagement practices
What Employers Should Be Doing Now
There is a clear message here. Preparation cannot wait.
Employers should be:
- Reviewing contracts and staff handbooks
- Updating sickness and family leave policies
- Training managers on the new legal framework
- Auditing redundancy and grievance procedures
- Ensuring internal processes are consistent and documented
Final Thoughts
The Employment Rights Act 2025 represents a shift towards stronger employee protections and increased accountability for employers.
Handled properly, these changes can be integrated smoothly into your business.
Left too late, they can create risk.
Need Advice?
At KMC Legal & Finance, we work closely with businesses to help them stay compliant and confident as employment law evolves.
If you would like support reviewing your policies or understanding how these changes affect your organisation, speak to our team.
Always in your corner.
