UK Employment Law Changes
31/03/2026
From 6 April 2026, the first major set of reforms under the Employment Rights Act 2025 will come into force, introducing some of the most significant changes to UK employment law in over a decade. These updates expand day one rights, increase statutory payments and strengthen protections for workers. As a result, employers will need to review their policies, processes and documentation to ensure compliance with the new framework.
Key changes to be aware of
Statutory Sick Pay (SSP)
SSP will become payable from the first day of absence, and the lower earnings limit for eligibility will be removed, allowing more employees to qualify.
However, SSP will be capped at the lower of the prescribed weekly rate or 80% of an employee’s average weekly earnings. This may result in lower payments for some employees compared to the current system. The weekly rate will increase to £123.25.
Expanded family-related rights
Paternity leave and unpaid parental leave will become day one entitlements for children born or placed for adoption on or after 6 April 2026. A new Bereaved Partner’s Leave will also be introduced, allowing up to 52 weeks’ leave where a mother or primary adopter dies within the first year.
Increased statutory pay rates
From 1 April 2026, the National Minimum Wage will rise to £12.71 for workers aged 21 and over, with corresponding increases for younger workers and apprentices. Statutory maternity, adoption, paternity, shared parental and bereavement pay will increase to £194.32 per week.
Stricter redundancy rules
The maximum protective award for failing to collectively consult will double from 90 to 180 days’ pay, significantly increasing the financial risk for employers managing large-scale restructures.
Enhanced whistleblowing protections
Protections will be strengthened, particularly in relation to disclosures involving sexual harassment.
Changes to trade union recognition
Amended rules will simplify the statutory trade union recognition process, making it more accessible.
Introduction of the Fair Work Agency
A new Fair Work Agency will launch on 7 April 2026, consolidating enforcement of key employment rights, including holiday pay, SSP and family leave. The Agency will have powers to enter premises, inspect documentation, bring tribunal claims on behalf of workers, and issue underpayment notices covering up to six years.
What this means for employers
With these changes fast approaching, employers should begin preparing now. This includes reviewing policies, updating employment contracts, training managers and ensuring HR systems are aligned with the new requirements.
Preparing for the Changes
If these changes affect your business and you need support reviewing your employment policies, contracts or HR processes, our employment law team can help.
We advise on the impact of the changes, support updates to documentation and internal processes, and help reduce the risk of non-compliance and disruption to your workforce and day-to-day operations.
About Susan Lockhart
Susan Lockhart is an employment law specialist with over 15 years’ experience advising on a wide range of workplace matters. Her experience includes supporting employers on redundancies, TUPE, contracts, settlement agreements and employee relations, providing clear and practical guidance across complex employment issues. She has worked with clients across a variety of sectors, offering commercially focused advice to help organisations remain compliant while managing risk and navigating workplace challenges effectively.
Contact email:
Susan.Lockhart@sumer.co.uk
