Changes to Employment Law in the UK from April 2026

From April 2026, further changes to employment law will come into force in the United Kingdom as part of the wider reform introduced by the Employment Rights Act 2025. This reform is being implemented over several years, but even at this stage the direction is clear – increased protection for employees and improved access to basic employment rights.

Below are the key changes.

1. Statutory Sick Pay (SSP) – a practical and significant change

Changes to statutory sick pay are among the most noticeable in everyday working life.

From 6 April 2026:

• SSP is payable from the first day of sickness (the “waiting days” are removed),

• the Lower Earnings Limit is abolished,

• SSP is set at £123.25 per week or 80% of normal weekly earnings (whichever is lower).

What does this mean in practice?

Previously, many individuals:

• received no pay for the first few days of sickness, or

• did not qualify for SSP at all (for example, due to low earnings).

Following these changes:

• almost all workers will qualify for SSP,

• financial support will begin immediately, rather than after a delay.

This is particularly important for those working in low-paid roles, part-time positions, or irregular hours.

2. Paternity leave – a full “day one” right

From 6 April 2026, paternity leave becomes a right available from the first day of employment.

Key changes:

• removal of the 26-week qualifying period,

• the ability to take paternity leave even after using Shared Parental Leave,

• additional rights for partners in specific circumstances (for example, where the child’s mother dies).

Why is this important?

In practice:

• newly hired employees no longer need to “wait” to qualify,

• the right becomes more flexible and better aligned with real family situations.

This represents a broader shift in approach – employment rights are no longer tied to length of service, but treated as fundamental entitlements.

3. Parental leave – removal of the service requirement

A similar change applies to parental leave.

From April 2026:

• parental leave becomes a “day one” right,

• the previous requirement of one year’s service is removed.

What remains unchanged?

• entitlement of up to 18 weeks of unpaid leave per child,

• leave can be taken up until the child turns 18.

Practical impact

This is particularly relevant for:

• employees changing jobs,

• individuals with short service,

• parents returning to the workforce.

Previously, changing jobs often meant losing eligibility – this issue is now resolved.

4. Increase in the National Minimum Wage

From 1 April 2026, the National Minimum Wage rates increase:

• £12.71 per hour – for workers aged 21 and over,

• £10.85 – for those aged 18–20,

• £8.00 – for those aged 16–17 and apprentices.

What does this mean?

• a direct increase in earnings for workers,

• increased cost pressure on employers.

While this is clearly positive for employees, it may also lead to indirect effects on the labour market.

5. Direction of reform – more “day one” rights

All of the above changes reflect a clear trend: moving away from linking employment rights to length of service.

Instead:

• key rights (such as leave and basic protections) are available from the start of employment,

• the system becomes more employee-focused.

At the same time, it is important to note that:

• the reform is being introduced in stages,

• further significant changes (such as unfair dismissal and zero-hours contracts) are expected in 2027.

Summary

The changes coming into force in April 2026 are not a complete overhaul overnight, but they represent a significant step towards reshaping employment law in the UK.

The key points are:

• SSP available from the first day of sickness,

• paternity and parental leave from day one of employment,

• an increase in the National Minimum Wage,

• an overall shift towards stronger employee protection.

In practice, this means a system that is more accessible and predictable for employees, while placing greater obligations on employers.

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