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New Employment Rights in the UK 2026 April Update

Big changes are here! Are you ready for the new UK employment rights?

new employment rights in the uk 2026 april

From 1–7 April 2026, major updates to employment law came into force under the Employment Rights Act 2025.  These reforms represent the significant changes to the UK workplace law in recent years.

Here is what you need to know:

DAY ONE FAMILY LEAVE RIGHTS 

(from 6 April 2026)

Paternity leave and unpaid parental leave are now day-one rights for eligible employees. Previously, employees needed 26 weeks’ service for paternity leave and one year’s service for unpaid parental leave. Note that statutory paternity pay still requires 26 weeks’ service to qualify.

COLLECTIVE REDUNDANCY PROTECTIVE AWARDS DOUBLED  (from 6 April 2026)

 

The maximum protective award for failure to collectively consult on redundancies has doubled from 90 days’ pay to 180 days’ pay per employee. This significantly increases the financial risk for employers who fail to comply with consultation obligations.

GENDER EQUALITY & MENOPAUSE ACTION PLANS

(from 6 April 2026)

 

Employers with 250 or more employees are encouraged to publish voluntary action plans addressing the gender pay gap and supporting employees through the menopause. These will become mandatory requirements in 2027.

BEREAVED PARTNER’S PATERNITY LEAVE
(from 6 April 2026)

A new right allows bereaved partners up to 52 weeks of unpaid leave if the mother or primary adopter dies within the first year of the child’s birth or placement, a significant extension from the standard two weeks’ entitlement.

STATUTORY SICK PAY (SSP) REFORM

(from 6 April 2026)

 

SSP is now payable from day one of sickness absence, removing the previous three-day waiting period. The Lower Earnings Limit has also been abolished, meaning all employees (regardless of earnings) now qualify. The weekly SSP rate has risen from £118.75 to £123.25.

STRENGTHENED WHISTLEBLOWING PROTECTIONS
(from 6 April 2026)

 

Sexual harassment is now a standalone qualifying disclosure under whistleblowing law. Workers who report sexual harassment are protected from detriment and unfair dismissal. Employers should review and update whistleblowing policies accordingly.

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