April 2026 employment law changes – five things you should know about…

1. ‘Day-one’ rights expanded

From 6 April 2026:

• paternity leave and ordinary parental leave will become ‘day-one’ rights, removing the current qualifying service requirements
• Statutory Sick Pay (‘SSP’) will be payable from the first day of sickness, and the lower earnings limit will be abolished in relation SSP

Impact for employers - employers will become liable to pay SSP from day one and to a wider group of staff. To avoid falling foul of these changes it is worth reviewing absence policies, payroll systems and monitoring arrangements in advance.

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2. Redundancy

The maximum protective award for failures to comply with collective redundancy consultation obligations will double (from 90 to 180 days’ gross pay).

Do bear in mind these obligations only arise when an employer is proposing to dismiss as redundant 20 or more employees at the same 'establishment' within a period of 90 days or less.

Impact for employers - no real change to the underlying law, but the potential doomsday consequences of failing to comply will double.

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3. Whistleblowing

Raising allegations of sexual harassment will become a ‘qualifying disclosure’ for whistleblowing purposes, giving those who raise concerns additional protection.

This increased protection will sit alongside the existing protections under the Equality Act 2010, which themselves are due to be bolstered further in October 2026.

Impact for employers - Whistleblowing policies ought to be updated to reflect the change, which just makes it even clearer that those who call out sexual harassment are protected from detriment and/or dismissal.

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4. Enforcement changes

A new Fair Work Agency will be established, bringing together enforcement powers in areas such as minimum wage, holiday pay and SSP. Trade union recognition procedures will also be streamlined, and electronic balloting will be permitted.

Impact for employers – expect more coordinated and potentially more proactive enforcement activity.

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5. National Minimum Wage (“NMW”) and statutory rates

The hourly rates of the NMW will change to:

• £12.71 - for workers aged 21 and over (increased from £12.21)
• £10.85 - for 18-20 year-olds (increased from £10.00)
• £8.00 - for 16-17 year-olds and apprentices (increased from £7.55)
• £8.00 - for apprentices (increased from £7.55)

The maximum offset accommodation limit will increase to £11.10 per day (from £10.66).

The following rates will also change:

• SSP will increase from £118.75 to £123.25 per week
• statutory maternity, paternity, adoption, shared parental, parental bereavement and neonatal care pay will increase from £187.18 to £194.32 per week
• the weekly lower earnings limit will increase from £125 to £129.

So, there is lots going on – for help in preparing for these changes, do get in touch.