The Employment Rights Act 2025, previously known as the Employee Rights Bill, became law in December 2025. However, many of the changes outlined in the bill are yet to come into effect. In April 2026, the UK employment law changes regarding paternity leave, sick pay, the gender pay gap and more will be implemented. Therefore, it is important for business leaders to be aware of how these changes could affect them.
Some UK employment law changes have already been made. This includes removing minimum service level requirements for strikes, increased protections against dismissal for industrial action, and changes to trade union activity and union ballots.
UK Employment Law Changes in April 2026
From the 6th April, the following changes will be implemented into business employment law. It is crucial that business leaders, HR departments and staff are made aware of these changes.
Paternity leave – Employees must now receive paternity leave and ordinary parental leave as a day-one right. No restriction for taking paternity leave following taking shared parental leave remains. Qualifying parents will also be entitled to take as many as 52 weeks of unpaid bereavement leave if the main caregiver passes away within 52 weeks after the child is born.
Sick pay – Statutory sick pay will now be available from the very first day of sickness, rather than starting on day four. It can also be claimed by employees at any income level.
Collective redundancy – If a business does not consult staff about collective redundancy, the maximum protective award increases. Redundant staff can now receive 180 days’ pay instead of 90 days’ pay.
Whistleblowing – Sexual harassment is being included as a qualifying disclosure under whistleblowing law. This protects staff reporting sexual harassment and allows them to claim unfair dismissal at an employment tribunal.
Action plans – Business leaders will be required to implement action plans for employees going through menopause and to address gender pay gaps in the company. These plans are voluntary from April but will be mandatory in 2027.
Trade union – The process for recognising a trade union in a workplace is being simplified to make it easier for employees to unionise.
The Fair Work Agency – This agency will be established from 7th April. It will bring together enforcement bodies to ensure that employees’ rights are protected.
How to prepare for the upcoming changes
Employers should thoroughly research the upcoming law changes and read the Employment Rights Act in full. It may be beneficial to consult with an employment law professional on how these changes may affect current business processes.
The upcoming changes are only the next batch as part of the larger Employment Rights Act. More legislation will be rolled out over the next two years.
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