More employment law changes will happen in April 2026.
Paternity leave and ordinary parental leave
These things will change on 6 April 2026:
paternity leave will become a 'day one right', allowing someone to give notice of leave from the first day of employment – currently someone must have worked for their employer for 26 weeks
ordinary parental leave, or unpaid parental leave, will also become a day one right – currently someone must have worked for their employer for 1 year to be eligible
the restriction on taking paternity leave after shared parental leave will be removed
eligible fathers and partners will be able to take up to 52 weeks of unpaid bereaved partner's paternity leave if the mother or primary adopter dies – they must take this leave within 52 weeks of the child's birth (including surrogacy), adoption placement, or entry to Great Britain for overseas adoptions
Note: bereaved partner's paternity leave is separate legislation.
Sick pay
These changes will happen on 6 April 2026:
statutory sick pay (SSP) will be paid from the first day of illness, instead of the fourth day the lower earnings limit will be removed – currently, workers must earn a minimum amount to be eligible for statutory sick pay
Collective redundancy protective award
The maximum 'protective award' for failure to consult in collective redundancy will double from 90 days' pay to 180 days' pay. This will change on 6 April 2026.
Whistleblowing protections for sexual harassment
Sexual harassment will become a 'qualifying disclosure' under whistleblowing law. This will mean protection from detriment and unfair dismissal for whistleblowers making a sexual harassment disclosure. This will change on 6 April 2026.
Gender pay gap and menopause action plans
Employers will need to create action plans around menopause and gender pay gaps. These will be voluntary from 6 April 2026. They will become mandatory sometime in 2027.
Trade union recognition
How a trade union can be recognised in a workplace will be simplified. This will change on 6 April 2026.
An updated Code of Practice on trade union recognition supporting this is expected to come into force in October 2026.
Fair Work Agency
The Fair Work Agency will be established on 7 April 2026, to:
bring together existing enforcement bodies take on enforcement of other employment rights, such as holiday pay and statutory sick pay
