April employment law changes: All that you need to know
New April employment laws bring major ‘day one’ rights that all employers must prepare for
Staff beginning jobs next week will have employment rights from their first day – and businesses are being urged to ensure they are prepared for this.
Changes coming into force through the UK Government’s Employment Rights Act and other legislation will include employees being entitled to sick pay and paternity leave from day one of their new role with no service requirement.
These new ‘day one’ rights are a significant change in UK employment law and businesses cannot afford to overlook them. Every employer will need to be aware of the changes coming into effect and update their HR processes to reflect them.
Failure to comply could lead to costly disputes. If anyone is unsure of what they need to do, they would be wise to seek professional advice.
What to expect and when
Paternity leave: From April 6, paternity leave (but not pay) will become a ‘day one’ right, meaning employees can give notice as soon as they start work. Previously, employees had to complete 26 weeks of service before being eligible for this leave.
Ordinary parental leave rules are also being relaxed, moving from a one-year qualifying period to immediate eligibility from the first day of employment.
In addition, bereaved fathers and partners will now be entitled to take up to 52 weeks of unpaid leave if the mother or primary adopter passes away – a significant expansion of existing rights.
Statutory sick pay (SSP) is getting a major shake-up. Changes will remove the three-day waiting period, making SSP payable from day one of absence. The lower earnings limit will also be removed, allowing more employees to receive the SSP regardless of earnings (currently, employees must earn at least £125 a week to qualify).
There will also be a significant shift for redundancy processes. If companies fail to properly consult staff during large-scale redundancies, the maximum protective award for this will increase from 90 days pay to 180 days pay per employee.
From April 6, sexual harassment will become a ‘qualifying disclosure’ under whistleblowing laws, further protecting employees from unfair treatment or dismissal.
New watchdog on the way
Other changes include the creation of the Fair Work Agency (FWA), which will oversee compliance on holiday pay, statutory sick pay and the national minimum wage (the FWA will be established on April 7).
Currently, businesses found to be underpaying staff could face fines of up to 200% of the total amount underpaid.
The national minimum wage is set to rise from April 1, moving from £12.21 to £12.71 for those aged 21 and over, from £10 to £10.85 for those 18 – 20, from £7.55 to £8 for those under 18, and from £7.55 to £8 for apprentices.
Tighter enforcement is expected, so more employers could find themselves under scrutiny as checks are carried out.
As these updates come into force, the next few weeks will be crucial for employers to review contracts, policies and onboarding processes to ensure they are fully aligned with the new requirements. Taking proactive steps now will not only reduce the risk of non‑compliance but will also help create clearer, more supportive working practices for new and existing staff.
With employment law evolving at pace, staying informed and prepared will be essential for every organisation.
For more on the recent changes, read our Employment pay rates and entitlements update – April 2026 where you can also download our Employment Essentials guide.
