A wide range of employment law reforms are taking effect during 2026 under the Employment Rights Act 2025, with significant implications for employers, HR teams and workplace policies.
The changes include day-one Statutory Sick Pay (SSP) from 6 April 2026, the removal of the SSP Lower Earnings Limit, and SSP being payable at 80% of average weekly earnings or the statutory weekly rate, whichever is lower. Day-one rights are also being introduced for paternity leave and parental leave, alongside new bereaved partner paternity leave provisions.
Other key updates include reforms to trade union recognition and industrial action rules, an increase in the maximum collective redundancy protective award from 90 to 180 days’ pay, and the creation of the Fair Work Agency to bring together several employment rights enforcement functions.
From 1 October 2026, further measures will strengthen protections around fire and rehire, workplace harassment, tribunal time limits and tipping practices.
Employers should review sickness absence procedures, family leave policies, redundancy consultation processes, harassment prevention measures and payroll systems to ensure compliance with the new rules.
For a full breakdown of the 2026 employment law changes and practical employer actions, read our 2026 Employment Bill Updates Factsheet.
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