April 2026 marks one of the most significant moments in UK employment law in more than a decade. The Employment Rights Act 2025 (“ERA 2025”) forms the centrepiece of the government’s programme to modernise workplace rights, and the cluster of reforms taking effect from 6 April 2026 will impact almost every aspect of how organisations manage their workforce.
From day one family leave rights and enhanced whistleblowing protections, to a restructured Statutory Sick Pay framework and a doubling of protective awards, the scale of change is considerable. For HR professionals, business owners, in-house legal teams, and people managers, early preparation is not just advisable – it is essential.
This article explains the key reforms taking effect in April 2026, their practical implications, and what organisations should be doing now to prepare.
The Government’s Wider Reform Agenda
The ERA 2025 did not emerge in isolation. It reflects long-standing concerns about gaps in UK employment law including patchy family-friendly rights dependent on length of service, a Statutory Sick Pay system criticised for excluding low-paid workers, weaknesses in whistleblowing protection, and a redundancy framework that some argued did not adequately deter non-compliance.
The government’s intention is clear: to build a more balanced, supportive, and fairer workforce environment. April 2026 is when much of that ambition becomes law.
Key Changes Taking Effect on 6 April 2026
Day-One Rights to Paternity Leave and Unpaid Parental Leave
Currently, employees must accumulate qualifying service before accessing paternity leave and unpaid parental leave. From 6 April 2026, both rights will become available from the first day of employment.
This is a significant philosophical shift. Removing length-of-service thresholds signals a clear pledge to supporting working parents from the outset of their employment, regardless of how long they have been with their employer. It is also intended to promote greater equality in childcare responsibilities.
One important distinction to highlight regarding paternity entitlements is that while employees will have a day-one right to take paternity leave, eligibility for Statutory Paternity Pay will still require 26 weeks’ continuous service. Employers must make this distinction clear in policy updates and communications to managers and employees.
Strengthened Whistleblowing Protections for Sexual Harassment
Workers who report sexual harassment will benefit from enhanced whistleblowing protections, as disclosures of sexual harassment will explicitly be classified as qualifying disclosures under whistleblowing law. This change reflects the wider societal and regulatory focus on tackling workplace harassment and complements employers’ existing duty to take reasonable steps to prevent sexual harassment in the workplace.
Further enhancements to harassment laws under the ERA 2025 will require employers to take “all reasonable steps” to prevent sexual harassment (a higher bar than the current duty) from October 2026.
Organisations should update their whistleblowing policies to ensure they expressly cover complaints of sexual harassment and ensure workers understand the protections available to them.
Statutory Sick Pay: Removing the Lower Earnings Limit and Waiting Period
The reforms to Statutory Sick Pay (SSP) are among the most practically significant for HR and payroll teams.
From 6 April 2026, two changes come into force simultaneously:
- The Lower Earnings Limit is removed, meaning workers who currently earn below the threshold and have historically been excluded from SSP will now qualify.
- The three-day waiting period is abolished, meaning SSP will be payable from the first day of sickness absence rather than the fourth.
Together, these changes are anticipated to extend SSP protection to millions more workers across the UK by providing earlier financial support during sickness absence. For employers, this will mean higher SSP costs and greater administrative responsibility for managing sickness absence carefully from day one.
Doubling of the Protective Award in Collective Redundancy
From 6 April 2026, the maximum protective award in collective redundancy situations doubles from 90 to 180 days’ pay.
A protective award is compensation awarded by an Employment Tribunal when an employer fails to comply with the obligation to collectively consult before making 20 or more redundancies within a 90-day period. The award compensates employees for an employer’s failure to participate in meaningful consultation.
Doubling the maximum award substantially increases employers’ financial exposure for failing to consult appropriately. Any organisation that may face large-scale redundancies should treat this change as a serious prompt to review its collective redundancy procedures and ensure managers responsible for restructuring are properly trained.
Voluntary Gender Equality and Menopause Action Plans
From 6 April 2026, employers with 250 or more employees will be able to publish voluntary gender equality and menopause action plans, supported by updated government guidance on menopause in the workplace.
Although these measures are voluntary rather than mandatory at this stage, they reflect the growing emphasis on workplace equality, inclusion, and well-being. Employers that engage proactively with these schemes will be better positioned, both legally and culturally, as expectations continue to evolve.
Simplification of the Trade Union Recognition Process
The ERA 2025 introduces changes to simplify the statutory trade union recognition process, making it more straightforward for unions to seek recognition where sufficient worker support exists. Employers, particularly those in sectors with an active trade union presence, should familiarise themselves with the revised process and consider whether their current industrial relations approach remains appropriate in this changing landscape.
The Fair Work Agency: Launching 7 April 2026
The Fair Work Agency will come into existence on 7 April 2026, one day after the main tranche of April reforms.
The Agency consolidates existing enforcement functions and is anticipated to play a significant role in supporting compliance, promoting fair working practices, and improving the consistency with which workplace rights are enforced across sectors. Its establishment signals a more proactive approach to employment law enforcement, one that employers and HR teams should factor into their compliance planning.
Bereaved Partners’ Paternity Leave
Separate from, but complementary to, the ERA 2025 changes, a new entitlement to Bereaved Partners’ Paternity Leave also comes into force on 6 April 2026.
This allows a bereaved father or partner to take up to 52 weeks of leave where the mother or primary adopter dies during the first year following birth or adoption. It fills a long-standing and deeply significant gap in UK family-friendly legislation, recognising the devastating impact of bereavement during what should be one of the most important periods in a family’s life.
Employers must ensure their policies and manager guidance reflect this new entitlement and that HR teams understand how to handle such sensitive situations with appropriate care and compassion.
What Employers Need to Do Now
The cumulative effect of these reforms is substantial. No single change should be viewed in isolation; together they represent a major shift in the UK employment landscape.
Organisations that act now will be far better prepared than those who delay. Key priorities include:
- Reviewing employment contracts and policies — particularly around paternity leave, parental leave, sickness absence, and whistleblowing.
- Updating SSP administration processes to reflect the removal of the waiting period and Lower Earnings Limit.
- Reassessing collective redundancy procedures in light of the doubled protective award.
- Training managers on the new day-one rights, updated SSP rules, and the bereaved partners’ leave entitlement.
- Considering whether to adopt gender equality or menopause action plans voluntarily.
- Monitoring further developments around the Fair Work Agency’s operational scope and enforcement priorities.
Start Preparing Before April 2026
The ERA 2025 represents a genuine and lasting shift in UK employment law. Organisations that treat these reforms as a last-minute compliance exercise risk financial exposure, reputational damage, and, most importantly, failing the people who work for them.
Early, structured preparation is the most effective response.
Client Testimonial –
“A brilliant company, I was hugely impressed with them from my first call through to completion. They have a depth of talent, are highly professional and compassionate. You can tell they really do care about achieving the best result for their clients.”
Director, IT Sector
Learn more about our reviews here.
Jones Chase is a specialist employment law firm based in London with an excellent track record of advising both employers and employees on employment law matters.
Whether you need support reviewing your policies, training your managers, or addressing any of the changes outlined above, our team is here to help. Learn more about who we are and how we work, or get in touch to discuss how we may support your organisation ahead of the April 2026 changes.