The first batch of laws under the Employment Rights Act came into effect on 6th April 2026, bringing significant new protections for workers across the UK. These are the first in a series of changes that will continue to roll out throughout 2026 and 2027. Here’s a breakdown of everything that’s now in force and what it means for employers and employees alike.
1. Statutory Sick Pay
One of the most impactful changes is the reform to Statutory Sick Pay (SSP). Previously, employees had to wait until the fourth day of illness before they could claim SSP — leaving many low-paid workers in a difficult position if they fell ill unexpectedly.
From April 6th, SSP is now available from day one of illness, and crucially, it’s available to all employees regardless of their earnings. The lower earnings limit has been scrapped entirely. The rate is calculated at 80% of an employee’s average weekly earnings, or the flat weekly rate (whichever is lower). For sectors like hospitality, retail and care, where many workers are on lower wages or variable hours, this is a meaningful step forward in financial security.
2. ‘Day One’ Parental Leave and Paternity Leave
Parents working in the UK now have the right to up to 18 weeks of unpaid leave per child, available from their very first day of employment. This leave can be taken at any point up until the child’s 18th birthday, giving families much greater flexibility in how they manage childcare across their child’s life.
Paternity leave has also become a day-one right, removing the previous 26-week service requirement that effectively excluded newer employees from this entitlement.
This matters. A survey by Working Families in Hospitality found that one in three parents working in hospitality had been forced to reduce their hours or miss shifts due to childcare pressures. While these changes may require employers to rethink their scheduling and staffing, the long-term benefits, including improved retention, reduced absenteeism, and a more loyal workforce, are clear.
3. Menopause and Gender Pay Gap Action Plans
Employers with more than 250 members of staff are now being strongly encouraged to publish menopause action plans. From April 6th this is voluntary, but it will become a mandatory requirement in Spring 2027, so larger organisations would do well to get ahead of this now.
A strong menopause action plan might include clear internal policies, flexible working arrangements, reasonable workplace adjustments, and training to raise awareness of symptoms among managers and colleagues. Alongside this, the Act is encouraging employers to voluntarily adopt action plans to begin tackling their gender pay gaps, again ahead of mandatory requirements coming in 2027. For businesses that want to be seen as forward-thinking and inclusive employers, acting now rather than waiting is a significant opportunity.
4. New Trade Union Measures
Several new measures have come into force to strengthen trade union rights across workplaces:
- Employers are now required to notify workers in writing of their right to join a trade union.
- The notice period for industrial action has been reduced to 10 days.
- Trade union representatives have been granted increased rights, and balloting processes have been simplified.
These changes reflect the government’s clear intention to rebalance the relationship between employers and organised labour, and businesses should ensure their HR policies and employee communications are updated accordingly.
5. Collective Redundancy Protective Award
The consequences for employers who fail to properly consult during collective redundancy processes have increased significantly. If a business proposes to make 20 or more employees redundant at a single establishment within a 90-day period, it must consult with employee representatives.
Failure to do so now results in a protective award of 180 days’ gross pay per affected employee, doubled from the previous standard of 90 days. This is a substantial financial risk for any employer considering large-scale redundancies without following due process.
What Comes Next?
These April 6th changes are just the beginning. Further protections under the Employment Rights Act are set to be introduced across 2026 and 2027, including mandatory gender pay gap action plans and menopause policies for large employers. Whether you’re an employee wanting to understand your new rights, or an employer making sure your business is compliant, now is the time to get informed and take action.
