5 Employment Law Changes That Took Effect in April 2026

April 2026 marks the first major wave of reforms under the Employment Rights Act 2025. These changes affect millions of workers across the UK — many of them from day one of employment. Here are the five most important changes and what they mean in practice.

1. Day-One Statutory Sick Pay

Statutory Sick Pay (SSP) is now payable from the first day of sickness. The old rule — where employees received nothing for the first three "waiting days" — is gone. Equally significant, the lower earnings limit has been abolished. Previously, employees earning below £123 per week received no SSP at all, disproportionately affecting part-time, agency, and zero-hours workers. From April 2026, every employee qualifies regardless of earnings. If you fall ill, you are entitled to SSP from day one.

2. Day-One Family Leave

Paternity leave and unpaid parental leave are now available from your first day in a new job. Before this change, you needed 26 weeks' continuous service for paternity leave and a full year for unpaid parental leave. This is especially welcome for workers who change jobs during or shortly before a pregnancy. A new bereaved partner's paternity leave entitlement also comes into effect: if the mother or primary adopter dies within 52 weeks of the birth or placement, the surviving partner can take the remaining leave.

3. The Fair Work Agency

The Fair Work Agency (FWA) is a brand-new state enforcement body. For the first time, workers do not have to bring their own tribunal claim to enforce basic rights like holiday pay and SSP. The FWA can investigate employers, issue compliance notices, and impose financial penalties. This is a particularly important development for workers in precarious employment — those who might fear retaliation for raising complaints individually. You can report non-compliance directly to the FWA without a solicitor.

4. Whistleblower Protections for Sexual Harassment

Workers who report sexual harassment in the workplace are now explicitly protected as whistleblowers under the Public Interest Disclosure Act 1998. Previously, there was a gap: reporting sexual harassment did not always qualify as a "protected disclosure." From April 2026, if you report sexual harassment — whether you are the victim or a witness — you are protected from dismissal and detriment. Whistleblowing claims have no compensation cap and no qualifying service period.

5. Collective Redundancy Penalty Doubled

If an employer proposes to make 20 or more employees redundant within 90 days and fails to consult with employee representatives, the maximum penalty has doubled. The protective award increases from 90 days' pay to 180 days' pay per affected employee. This change is designed to stop employers from rushing through mass redundancies without proper consultation. If you are part of a large-scale redundancy and your employer has not consulted, you may have a significant claim.

What Should You Do?

Check that your employer is applying these changes. If you are being denied SSP from day one, refused paternity leave because you have not been employed long enough, or affected by a redundancy without consultation, you have new rights and new enforcement routes. Start with ACAS, contact the Fair Work Agency, or use tools like Case Buddy to understand your options.