Employment law changes in 2026
There have already been some fairly significant changes to employment law in 2026, and there are more on the way.
There have already been some fairly significant changes to employment law in 2026, and there are more on the way.
The Employment Rights Act 2025 is being introduced gradually rather than all at once, which gives businesses some time to prepare. But with several important changes coming into force before the end of the year, now is a good time to check your policies and make sure managers know what is changing.
Here is a straightforward look at what has already changed and what employers need to be aware of next.
What changed in April 2026?
A number of changes came into effect in April, including new rules around sick pay, family leave and holiday records.
1. Statutory Sick Pay from day one
From the 6th April 2026, Statutory Sick Pay became payable from the first full day of sickness absence.
The previous three day waiting period was removed, along with the Lower Earnings Limit. This means eligible employees can now receive SSP regardless of how much they earn.
SSP is calculated at 80% of average weekly earnings or the standard weekly rate, whichever is lower.
For employers, it is worth checking that sickness policies, payroll systems and any guidance given to managers reflect the new rules.
2. Paternity and parental leave became day-one rights
Employees can now give notice to take Paternity Leave and Unpaid Parental Leave from their first day of employment.
Previously, employees needed a qualifying period of service before becoming eligible for these types of leave.
There were also changes allowing fathers and partners to take Paternity Leave and Pay after Shared Parental Leave and Pay.
3. New Bereaved Partner's Paternity Leave
A new right to Bereaved Partner's Paternity Leave also came into force on the 6th April.
It gives eligible employees time away from work if their partner, or the mother of their child, dies within the first year of the child's life or adoption.
This is a day one right and can provide up to 52 weeks of leave depending on when the bereavement happens. There is currently no statutory requirement for that leave to be paid.
4. Holiday pay records must be kept for six years
Employers are now required to keep adequate records showing that they have complied with annual leave and holiday pay rules.
These records must be retained for at least six years from the date they were made. This could include records of annual leave taken and the holiday pay employees received.
For smaller businesses in particular, this makes having a consistent way of recording leave and keeping employment records increasingly important.