With April 2026 fast approaching, the Employment Rights Act 2025 will be bringing in significant employment law reforms, and many organisations are not yet fully prepared.
These changes will impact core HR policies, particularly around sick pay, family leave, and employee protections. As we’ve highlighted in our wider Employment Rights Bill updates, these reforms are part of a broader shift towards day-one employee rights and stronger workplace protections.
If your policies haven’t been reviewed recently, now is the time to act.
What’s Changing in April 2026?
Several key employment rights will become more accessible from day one of employment, removing previous qualifying service requirements.
The most important areas affected are:
- Statutory Sick Pay (SSP)
- Paternity leave
- Unpaid parental leave
- Family-friendly rights
- Whistleblowing protections
Key HR Policies You Need to Update
1. Sickness Absence / Sick Pay Policy
What’s changing:
- SSP payable from day one (no waiting days)
- Removal of the Lower Earnings Limit
What this means in practice:
More employees will qualify for sick pay immediately. Your policy, payroll processes, and absence management approach must reflect this.
What’s changing:
- Becomes a day-one entitlement
What this means in practice:
Any references to qualifying service must be removed, and managers need to apply this consistently from the start of employment.
3. Parental Leave Policy (Unpaid)
What’s changing:
- Also becomes a day-one right
What this means in practice:
Employees will be able to request unpaid parental leave from the outset, requiring clear processes and consistent handling.
4. Family-Friendly / Work-Life Balance Policies
What’s changing:
- Removal of service requirements across several rights
- Greater consistency expected across policies
What this means in practice:
Your policies must align. Inconsistencies between maternity, paternity, adoption, and shared parental leave could create risk.
What’s changing:
- Stronger protections for those raising concerns
- Increased focus on harassment-related disclosures, including sexual harassment
What this means in practice:
You’ll need robust reporting procedures and clear protections to encourage safe disclosure and reduce legal risk.
Additional Policies to Review
Alongside the above, employers should also update:
- Bereaved Parents Leave Policy (day-one right)
- Shared Parental Leave Policy (aligned with paternity changes)
- Adoption & Surrogacy Policies
- Birth / Family Leave Policies
A joined-up approach is essential to ensure fairness and compliance.
Why This Matters for Employers
We are already seeing an increase in workplace disputes where policies are unclear or outdated.
Getting this wrong could lead to:
- Inconsistent decision-making
- Employee grievances
- Employment Tribunal claims
- Reputational damage
The move to day-one rights means employers have less margin for error, compliance must be built in from the start.
How Bhayani Law Can Help
At Bhayani Law, we support employers with practical, legally compliant HR solutions.
For our Watertight clients, these updates will be implemented as part of your ongoing support.
For non-clients, we offer:
- Fixed-fee policy updates
- Full policy audits and reviews
- Tailored documentation aligned to your business
Contact us today on 0333 888 1360 for a fixed fee quote or complete our enquiry form.
Frequently Asked Questions
Yes. These changes will require updates to several core policies. Waiting until April risks non-compliance and confusion among managers and employees.
It means employees are entitled to certain rights from their first day of employment, with no minimum service requirement.
Yes. These are statutory changes that apply across the UK, regardless of business size or sector.
Outdated policies can lead to:
- Incorrect decisions
- Legal claims
- Financial and reputational damage
Absolutely. We offer no-obligation reviews and fixed-fee policy updates to ensure your business is fully compliant and protected.
