April 2026 - What Employment rules are changing and how do you manage them for your business?
Big Changes Ahead: April 2026 Employment Law Updates & How to Prepare Your Business
April 2026 marks a major turning point in UK employment law. With the Employment Rights Act coming into force, businesses must adapt to new rules surrounding paternity leave, whistleblower protections, sick pay, and other related areas. Here's what’s changing—and how to stay compliant and competitive.
What’s Changing in April 2026?
1. Day-One Paternity Leave
- Eligible fathers and partners can now take paternity leave from the first day of employment.
- This removes the previous 26-week qualifying period, making it essential to update onboarding policies and payroll systems.
2. Stronger Whistleblower Protections
- The new Fair Work Agency will oversee complaints from whistleblowers.
- Employers must ensure internal reporting channels are clear, confidential, and legally compliant.
3. Improved Statutory Sick Pay (SSP)
- SSP eligibility expands to include more workers, including those on irregular contracts.
- Businesses must review absence tracking and ensure fair access to sick pay across all roles.
4. Fair Work Agency Launch
- This new body will enforce fair treatment, investigate complaints, and support workers.
- Expect more scrutiny on hiring practices, pay equity, and working conditions.
5. Rate Changes
- National Living Wage and Minimum Wage rates will rise from 1 April 2026.
- Real Living Wage and London Living Wage updates follow in May 2026.
How can you manage these changes?
1. Audit Your Employment Contracts
- Update clauses on paternity leave, sick pay, and grievance procedures.
- Ensure contracts reflect the new rights from day one of employment.
2. Train Your HR Team
- Host internal workshops or join webinars from ACAS or CIPD.
- Focus on whistleblower handling, flexible working, and fair dismissal practices.
3. Update Your Policies
- Revise your employee handbook to include:
- Day-one leave entitlements
- Whistleblower procedures
- Sick pay eligibility
- Anti-harassment and fair work standards
4. Communicate with Staff
- Use newsletters, intranet updates, or team briefings to explain the changes.
- Encourage questions and feedback to build trust and transparency.
5. Monitor Compliance
- Use checklists and HR software to track policy updates and legal obligations.
- Consider a legal review or HR consultancy if your business is scaling or restructuring.
These reforms aim to create a fairer, more inclusive workplace—but they also raise the bar for employers. By acting now, you’ll not only stay compliant but also strengthen your reputation as a responsible, forward-thinking business.