April brought with it a wave of employment law changes under the Employment Rights Act 2025, with further reforms expected later this year.
Below, we outline the key measures that came into effect from 6 April 2026, along with practical guidance on what employers should be doing now.
6 April Changes
As of 6 April 2026, several important changes came into force which will impact how employers manage their workforce.
Changes to Family-Related Leave
Statutory paternity leave and unpaid parental leave became day-one rights, removing the previous requirement for a minimum period of service.
In addition, changes were introduced to provide greater flexibility in how paternity leave can be taken, allowing employees more choice in balancing work and family commitments.
Action for employers:
- Review and update family leave policies
- Ensure managers understand the new day-one rights
- Prepare for requests from employees with short service
Changes to Statutory Sick Pay (SSP)
Reforms to SSP also took effect from 6 April:
- SSP is now payable from the first day of sickness absence
- The Lower Earnings Limit has been removed, extending eligibility
Eligible employees now receive either the SSP flat rate or 80% of their weekly earnings, whichever is lower.
Action for employers:
- Update sickness absence and sick pay policies
- Review payroll systems and processes
- Plan for potential increases in short-term absence costs
Increase to Collective Redundancy Protective Awards
The maximum protective award for failing to meet collective consultation obligations increased from 90 days’ pay to 180 days’ pay per employee.
This significantly raised the financial risk of non-compliance.
Action for employers:
- Ensure a clear understanding of collective consultation requirements
- Seek advice early when planning redundancies
- Avoid rushing or bypassing consultation processes
Getting redundancy processes wrong can lead to costly claims and reputational damage, particularly where consultation is not handled correctly.
Changes to Trade Union Recognition
The rules around trade union recognition were simplified:
- Unions are now required to show only 10% membership in the proposed bargaining unit
- The requirement for at least 40% workforce support in ballots has been removed
- A simple majority of those voting is now sufficient
Action for employers:
- Be aware of the increased likelihood of union recognition
- Focus on effective communication and employee engagement
Sexual Harassment as a Whistleblowing Disclosure
Sexual harassment now qualifies as a protected whistleblowing disclosure.
This is one of several changes aimed at strengthening protections in this area.
Action for employers:
- Review whistleblowing and anti-harassment policies
- Ensure managers are trained to handle complaints appropriately
- Take proactive steps to prevent workplace harassment
New Holiday Record-Keeping Requirements
Employers are now required to keep records of holiday entitlement and pay for a minimum of six years.
The newly introduced Fair Work Agency has enforcement powers in this area, including the ability to issue penalties for non-compliance.
Action for employers:
- Review how holiday records are maintained
- Ensure systems are accurate and accessible
- Prepare for potential enforcement activity
Other April Developments
Alongside the changes under the Employment Rights Act, the Government also indicated further developments:
- Guidance on menopause in the workplace is expected
- Employers with 250 or more employees are expected to begin developing equality action plans, with mandatory requirements anticipated from 2027
- A new statutory right to bereaved partner paternity leave was introduced, allowing eligible employees to take up to 52 weeks of unpaid leave
- Annual updates to statutory pay rates and minimum wage came into effect as usual
What Employers Should Do Now
With these changes now in force, employers should take steps to ensure compliance and reduce risk.
Key actions include:
- Reviewing and updating HR policies
- Training managers on new rights and obligations
- Checking HR systems and record-keeping processes
- Seeking advice where processes such as redundancy or employee relations issues arise
With Employment Tribunal claims continuing to rise, taking a proactive approach is more important than ever.
How Bhayani Law Can Help
At Bhayani Law, we support employers with practical, commercially focused advice to help you stay compliant and confident.
Our services include:
- Policy reviews and updates
- Manager training
- Advice on redundancy, employee relations, and compliance
- HR audits and risk assessments
- Ongoing support through our Watertight HR & Legal Retainer
If you would like support reviewing your policies or understanding how these changes affect your organisation, our expert team is here to help. Call 0333 888 1360 or fill in our enquiry form.
