Significant employment law changes are coming into force in April 2026, and businesses should act now to ensure they remain compliant.

From reforms to Statutory Sick Pay and family leave rights, through to increased enforcement powers and changes affecting redundancy and trade unions, these updates will impact employers across all sectors.

To help you prepare, we have created a practical checklist highlighting the key areas you should review ahead of April 2026.

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Key Employment Law Changes Coming in April 2026

Statutory Sick Pay (SSP) reforms

Employers should prepare for the removal of waiting days, meaning SSP will be payable from the first day of absence. In addition, the lower earnings threshold will be removed, widening eligibility.

Payroll systems, policies and employment documentation should be reviewed to reflect the new SSP framework and rates.

Day One rights for family leave

Paternity leave and unpaid parental leave will become Day One rights, removing previous service requirements.

Employers should ensure policies, contracts and onboarding materials are updated to reflect these changes.

Introduction of the Fair Work Agency

A new Fair Work Agency will be established with powers to investigate and enforce certain employment rights.

Businesses should ensure their documentation, record-keeping and internal processes are robust and audit-ready.

Enhanced whistleblowing protections

Disclosures relating to sexual harassment will be recognised as protected whistleblowing disclosures.

Employers should review and update both whistleblowing and anti-harassment policies, alongside implementing appropriate training for staff and managers.

Changes to collective redundancy rules

The maximum protective award for failing to collectively consult will increase significantly.

It is important that employers can identify when collective consultation obligations are triggered and ensure that appropriate processes are followed.

Trade union developments

Reforms affecting trade union processes and regulatory requirements are also expected, including the removal of certain levies and simplification of procedural requirements.

Businesses should ensure managers understand these changes and are prepared for potential increases in union activity.

What Should Employers Do Now?

With these changes approaching, employers should take proactive steps to review their current practices. This includes:

  • Updating policies and procedures
  • Reviewing contracts and employee documentation
  • Training managers on new obligations
  • Ensuring payroll and HR systems are compliant
  • Preparing for potential enforcement and inspections

Taking action now will help reduce risk and ensure a smooth transition when the new rules come into force.

How We Can Help

Understanding and implementing employment law changes can be complex. Our Employment team can support your business with:

  • Policy reviews and updates
  • HR and compliance audits
  • Manager training
  • Ongoing advice through our Employment Package service

If you would like to discuss how these changes may affect your business, please get in touch.

WBW Solicitors has offices in Axminster, Bovey Tracey, Brixham, Exeter, Exmouth, Honiton, Launceston, Newton Abbot, Paignton, Seaton, Sidmouth, and Torquay.

This article is for general information only and does not constitute legal or professional advice. Please note that the law may have changed since this article was published.