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What changed in employment law in April 2026?
The April 2026 changes are designed to strengthen workers’ rights and make those rights easier to enforce. For employers, they bring new responsibilities, more record-keeping, and a greater need to review policies and working practices.
One of the most important changes is to Statutory Sick Pay (SSP). More workers are now entitled to it because the lower earnings threshold has been removed, and payment no longer starts only after the usual three waiting days.
There have also been important changes to family-related rights. Paternity Leave and Unpaid Parental Leave are now available from day one of employment, rather than only after a qualifying period. A new right to Bereaved Partner’s Paternity Leave has also been introduced, allowing time off where a child’s mother or primary adopter has died.
There is now a stronger focus on workplace dignity and protection from harassment. Employers are expected to take all reasonable steps to prevent sexual harassment in the workplace. They may also have a duty not to allow their employees to be harassed by third parties, such as clients, customers, or service users. Workers who report sexual harassment are also being given stronger whistleblowing protections.
Trade union rights are being strengthened too. Workers must be told about their right to join a trade union, unions will have improved rights of access, and the process for union recognition is being simplified. There will also be stronger protections for trade union representatives, safeguards against unfair practices during union recognition campaigns, and wider protection for workers who suffer detriment for taking part in industrial action.
Other changes affect employers’ day-to-day compliance duties. Employers will need to keep proper holiday pay records for six years to show they have complied with the law on holiday entitlement and pay. In redundancy cases, the consequences of getting collective redundancy consultation wrong are becoming more serious, as the protective award is increasing.
There is also continued pressure on larger employers to be more transparent about workplace equality and support. Employers with 250 or more employees are being encouraged to publish action plans outlining how they are reducing the gender pay gap and supporting employees experiencing menopause. The law on tips is also being tightened.
In addition to the April 2026 changes, the government is planning further reform of zero-hours and low-hours contracts. These proposals include a right to guaranteed hours, a right to reasonable notice of shifts, and payment where shifts are cancelled, moved or cut short at short notice. However, these measures are expected to come into force in 2027, so they form part of the wider programme rather than the April 2026 changes themselves.
Overall, these changes all point in the same direction: more protection for workers, stronger enforcement, and higher expectations for employers.
During 2026 and 2027, the government will roll out changes for employers, workers and businesses under its Plan to Make Work Pay (MWP) and the Employment Rights Act 2025. There will be changes to paternity and parental leave, statutory sick pay, and workplace rules on issues such as harassment, menopause support and zero-hours contracts. Some of those changes are already in force, while others will come later in the programme.
The government has published a timetable outlining key dates and changes. A new Fair Work Agency was also launched on 7th April 2026, whose role is to enforce employment rights and support compliance, with powers to “inspect, investigate and penalise businesses that do not uphold workers’ rights”.
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TLW Solicitors’ point of view
“From our point of view, these reforms are likely to matter most where employers have not kept pace with their legal obligations, or where workers are unsure of their rights. As employment law becomes more detailed and enforcement becomes stronger, it is increasingly important for both employers and employees to understand where they stand and to take advice early if a dispute arises.”
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How can I get help in an employment law dispute?
If you are involved in an employment law dispute, it is important to get advice as early as possible. Problems at work can escalate quickly, and there are often strict time limits for bringing and responding to a claim. In some situations, the right first step may be to raise the issue internally through grievance procedures. In others, it may be sensible to seek legal advice straight away, particularly in cases involving dismissal, discrimination, bullying or harassment.
You may also need to go through ACAS Early Conciliation before proceeding to an Employment Tribunal. This gives both sides an opportunity to try to resolve the dispute without formal proceedings. Taking early legal advice can help you understand your rights, assess the strength of your position, gather the right evidence, and decide on the best next step. It can also improve the chances of resolving matters before they become more costly and stressful.
