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UK Employment Law Changes from 6 April 2026: What Employers Need to Know
April is always a big month for HR and payroll, but 2026 brings some of the most significant employment law changes we’ve seen in years. From Statutory Sick Pay updates to day-one parental rights, these reforms are designed to improve fairness, flexibility, and financial support for employees.
So, what’s actually changing from 6 April 2026, and what does it mean for your business?
Let’s break it down.
Statutory Sick Pay (SSP) Changes 2026
One of the biggest shifts this year is to Statutory Sick Pay (SSP), both in terms of eligibility and payment.
Key updates:
- SSP increases to £123.25 per week
- It becomes a day-one entitlement, removing the 3-day waiting period
- The lower earnings limit is removed, meaning more workers qualify
What this means:
This is a big win for lower-paid and part-time workers who previously didn’t qualify. For employers, it means reviewing absence policies and payroll processes to ensure compliance.
Family-Friendly Rights: A Major Shift
If there’s one headline change, it’s this: family leave is becoming far more accessible.
Day-one parental leave rights:
From 6 April 2026:
- Unpaid parental leave becomes a day-one right
- Paternity leave also becomes a day-one right
Previously, employees needed:
- 26 weeks’ service for paternity leave
- 1 year’s service for parental leave
That’s now gone.
Important note:
- While leave is day-one, statutory paternity pay still requires 26 weeks’ service
Why it matters:
This change is aimed at improving work-life balance and employee retention, especially for working parents entering new roles.
Increases to Statutory Family Pay
Alongside access, statutory payments are also increasing.
New weekly rate:
- £194.32 per week (or 90% of earnings, whichever is lower)
Applies to:
- Statutory Maternity Pay (SMP)
- Statutory Paternity Pay (SPP)
- Shared Parental Pay (ShPP)
- Adoption Pay
- Parental Bereavement Pay
- Neonatal Care Pay
What this means:
A modest financial uplift, but one that still requires employers to update payroll systems and forecasts.
New Rights for Bereaved Partners
A more sensitive but important change:
- Bereaved partners can now take up to 52 weeks of paternity leave if the mother or primary adopter dies within the first year
Why it matters:
This fills a long-standing gap in legislation and strengthens support for families during incredibly difficult circumstances.
National Minimum Wage Increases (April 2026)
While technically effective from 1 April 2026, these changes go hand-in-hand with April updates.
Key increases:
- National Living Wage (21+): rises to around £12.71 per hour
- 18–20 year olds: significant increase
- Apprentices and under 18s: uplift also applied
What this means:
Employers need to:
- Review pay structures
- Update contracts where necessary
- Ensure compliance to avoid penalties
Expanded Employee Protections (Employment Rights Act)
The wider Employment Rights Act reforms also begin to take shape in April.
Key developments include:
- Stronger protections around whistleblowing and harassment
- Increased penalties for collective redundancy breaches
- Plans for fairer working conditions and guaranteed hours (phased changes)
Looking ahead:
Many of these reforms will continue rolling out through 2026 and into 2027, so this is just the start.
What Employers Should Do Now
With multiple changes landing at once, preparation is key.
Top tips:
- ✅ Review and update HR policies and contracts
- ✅ Ensure payroll systems reflect new SSP and statutory rates
- ✅ Train managers on new day-one rights
- ✅ Communicate changes clearly to employees
- ✅ Keep an eye on upcoming legislation later in 2026
Final Thoughts
April 2026 marks a major shift in UK employment law, with a clear focus on:
- Fairer access to sick pay
- Stronger family rights
- Better financial support for employees
For businesses, it’s all about staying compliant while adapting to a more employee-focused landscape.
Need Support Navigating These Changes?
Whether you’re reviewing policies, hiring, or just want to stay ahead of legislation, The Recruitment Group is here to help.
📞 Get in touch with our team on 01332 318711 to see how we can support your business.