April 2026 Employment Law Changes: What Employers Must Do Now

Written By Sofie Howard

April 2026 marked one of the most significant rounds of employment law change in recent years. New rights came into force, compliance obligations increased, and the risk of getting things wrong has materially risen for employers of all sizes.

Many businesses are still operating under pre‑April rules — often without realising it.

This article sets out:

  • what changed in April

  • why it matters

  • and the key steps employers should be taking now to stay compliant

(This information is general guidance, not legal advice.)

Why April 2026 matters

April is always a key compliance month for employers, but this year was different.

A number of changes introduced under the Employment Rights Act 2025 came into force at the same time as the usual annual updates. Together, they affect:

  • pay and payroll processes

  • sickness absence management

  • family‑leave entitlements

  • redundancy risk

  • record‑keeping and enforcement

For many employers, the risk isn’t deliberate non‑compliance — it’s outdated policies, contracts and practices.

Key employment law changes from April 2026

1. Statutory Sick Pay: now a day‑one right

Statutory Sick Pay (SSP) changed fundamentally in April.

From 6 April:

  • SSP is payable from the first day of sickness absence

  • the previous earnings threshold has been removed

  • more employees are now entitled to SSP than ever before

What this means for employers

  • Sickness and absence policies may no longer reflect the law

  • Payroll processes need to be aligned with day‑one payment

  • Managers need clarity on how sickness absence is handled in practice

Failing to update processes here can quickly lead to disputes or payroll errors.

2. Day‑one family leave rights

April also introduced expanded day‑one rights for family leave.

Employees are now entitled to:

  • statutory paternity leave from their first day of employment

  • unpaid parental leave from day one

In addition, a new right to bereaved partner’s paternity leave has been introduced, allowing up to 52 weeks of unpaid leave in specific circumstances.

Why this matters

  • Leave requests can now arise during probation

  • Policies must clearly distinguish between leave entitlement and pay entitlement

  • Managers need guidance on handling requests consistently and compliantly

3. Collective redundancy risk has doubled

The financial consequences of getting collective redundancy procedures wrong increased significantly in April.

If employers fail to follow the correct consultation process when making 20 or more redundancies within a 90‑day period, the maximum protective award has doubled.

This makes early planning essential, particularly during restructures, cost‑saving exercises or business change.

4. Sexual harassment and whistleblowing protection

From April, disclosures relating to sexual harassment are formally recognised under whistleblowing legislation.

This means:

  • enhanced protection for employees raising concerns

  • increased scrutiny of how concerns are handled

  • potential uncapped liability where processes break down

Employers should ensure grievance, whistleblowing and reporting procedures are clear, accessible and consistently applied.

5. Increased enforcement and record‑keeping

April also saw the launch of a new enforcement body with powers covering:

  • minimum wage

  • statutory sick pay

  • holiday entitlement and holiday pay

Alongside this sits a new emphasis on record‑keeping, particularly around pay and leave. Even where employers believe they are doing the right thing, poor records can create risk.

What employers should do now

If you employ staff, April’s changes should trigger a structured review — not a quick “tick‑box” exercise.

At a minimum, employers should:

Review and update policies

  • Sickness absence

  • Family and parental leave

  • Whistleblowing and grievances

Check contracts and documentation

  • Ensure statutory rights are accurately reflected

  • Remove references to outdated qualifying periods where applicable

Review payroll and absence processes

  • Confirm SSP is handled correctly

  • Check minimum pay rates and pay calculations

Train managers

Many compliance problems arise through well‑intentioned but uninformed decisions. Managers need clarity — especially around absence, leave and sensitive employee issues.

Need a clear starting point?

If you’re unsure where to begin, a structured compliance review can help identify risks before they become problems.

Download the April 2026 Employment Law Compliance Checklist
(covers policies, processes and key red‑flag areas for employers)

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Not sure where to start?

Please give us a call or send us an email, we would be happy to help your business become fully compliant.

Grow Bright HR

Email: hello@growbrighthr.co.uk

Tel: 07709 324582

Sofie Howard