Spring 2026 Employment Law Newsletter

8th April 2026

In this edition of our newsletter, we highlight several recent legislative developments and employment law updates that are likely to be of interest to employers and HR professionals. The Employment Rights Act 2025 introduces a wide range of reforms to employment rights, many of which are being implemented in stages throughout 2026 and 2027.

Legislative Developments

Changes to Statutory Sick Pay from April 2026

Further regulations have now been introduced to implement changes to statutory sick pay (SSP) following reforms under the Employment Rights Act 2025.

The Employment Rights Act 2025 (Statutory Sick Pay) (Consequential Amendments) Regulations 2026, made on 5 March 2026, make amendments to the existing statutory framework to reflect the removal of the SSP waiting period.

The reforms are expected to take effect on 6 April 2026.

Key changes include:

SSP will be payable from day one of absence (no 3‑day waiting period).
The lower earnings limit is removed, making more workers eligible.
SSP payments will be capped at 80% of normal earnings.

In addition, SSP weekly rates increase from £118.75 to £123.25 per week from 6 April 2026.

Employers should ensure that their absence management policies and payroll systems are updated before April 2026, or as soon as possible thereafter, to reflect the changes to SSP eligibility and payment calculations.

Paternity Leave and Parental Leave Changes

From 18 February 2026, employees newly eligible for paternity leave can now give notice 28 days before taking leave (reduced from 15 weeks).

From 6 April 2026, paternity leave and ordinary parental leave become ‘day one rights’, meaning:

No service requirement for paternity leave (previously 26 weeks).
No service requirement for unpaid ordinary parental leave (previously 1 year).
Removal of restriction on taking paternity leave after shared parental leave.
Up to 52 weeks’ unpaid bereaved partner’s paternity leave for eligible partners following a death of the mother/primary adopter.

Employers should ensure their Staff Handbooks and policies are updated to reflect these changes.

April 2026 National Minimum Wage Increases

From 1 April 2026, the National Minimum Wage will increase as follows:

Over 21 pay rises from £12.21 to £12.71
18 to 20 pay rises from £10.00 to £10.85
16 to 17 pay rises from £7.55 to £8.00
Apprentice rate rises from £7.55 to £8.00

Employers should ensure payroll is updated to reflect these increases.

Whistleblowing - Sexual Harassment

From 6 April 2026, disclosures concerning sexual harassment qualify for whistleblowing protection, protecting workers from detriment and unfair dismissal.

Employers should also note that from October 2026, they must take all reasonable steps to prevent harassment, including sexual harassment from happening. They will be liable for harassment taking place if they have not taken all reasonable steps, and this includes harassment is from third parties.

Current Position in relation to day one rights

Following agreement between government, business groups and trade unions, the qualifying period for bringing an ordinary unfair dismissal claim will be reduced from two years to six months under the Employment Rights Act 2025.

These changes are scheduled to come into force on 1 January 2027, at which point:

Employees with six months’ continuous service or more will immediately gain protection against ordinary unfair dismissal.
Employees who have not yet reached six months’ service will acquire protection as soon as they meet the six‑month threshold.

The reform significantly expands access to unfair dismissal rights and marks a shift away from the previous two‑year qualifying period.

Employers should begin preparing now by reviewing recruitment, probation and early‑stage performance management processes, as dismissals occurring around or after the six‑month point will carry a higher risk of unfair dismissal claims once the new rules take effect.

Large company updates

Collective Redundancy Consultation - Protective Award

From 6 April 2026, the maximum protective award increases from 90 to 180 days’ pay.

Employers intending to make 20 or more employees redundant in one establishment within a 90 day period, must consult with the at risk employees to avoid claims for a protective award.

Gender Equality Action Plans

The government has published guidance on the introduction of Gender Equality Action Plans, which are being introduced through amendments to the Equality Act 2010 made by the Employment Rights Act 2025.

The requirement will apply to large employers with 250 or more employees.

The scheme will operate on a voluntary basis from April 2026.
It is expected to become mandatory from April 2027.
Employers will be required to develop and publish an action plan setting out the steps they are taking to improve gender equality in the workplace.

Action plans must include commitments to:

take at least one action to reduce the organisation’s gender pay gap; and
take at least one action to support employees experiencing menopause.

Government guidance also suggests a range of practical actions employers may consider, including:

using inclusive language in job descriptions;
improving transparency around pay and promotion;
expanding flexible working opportunities; and
providing training and workplace adjustments to support employees experiencing menopause.

Although the requirement will not become mandatory until 2027, large employers may wish to begin reviewing existing gender pay gap strategies and workplace policies in anticipation of the new reporting requirements.

Updated Codes of Practice on Industrial Action and Picketing

The government has also issued revised statutory codes of practice under the Trade Union and Labour Relations (Consolidation) Act 1992, reflecting changes introduced by the Employment Rights Act 2025.

The updated Code of Practice on Industrial Action Ballots and Notice to Employers and Code of Practice on Picketing came into force on 18 February 2026.

Although statutory codes are not legally binding, employment tribunals may take them into account when considering disputes relating to industrial action.

Employers involved in unionised workplaces should ensure that HR teams and senior managers are familiar with the revised codes, particularly where industrial action may arise.