A host of new changes to employment laws are coming in next month which could have a dramatic impact – full list
Anyone who takes day off sick will see a major change after April 6. From that date Statutory Sick Pay will be payable from the first full day of sickness absence and will be available to more employees.
The government says the changes help ensure that lower-paid employees have financial security when they are unwell and can help reduce the spread of infection within a workplace.
The change comes as new research suggested the new rights on sick pay will have the biggest impact on workers and employers, A study commissioned by the conciliation service Acas on changes in the Employment Rights Act found that new protections on unfair dismissals were also named as having a big impact.
Employers ranked new paternity leave rights as their third biggest while workers opted for the new changes on flexible working. Acas said the findings will help it target support for workers and bosses where they need it the most.
Niall Mackenzie, Acas chief executive, said: “The Employment Rights Act is a major shake-up in employment law and will impact businesses and workers across the country. It’s crucial that both employers and employees get to grips with the new rules, and Acas remains best placed as independent experts helping everyone at work throughout this period of change.
“Acas will be working with employers, workers and their representatives on the implementation of the Employment Rights Act and we will be updating our advice and training.”
The survey found that 43% of employers said workers receiving sick pay for the first day of illness rather than the fourth day would have the biggest impact on them and 36% of workers also listed it as their biggest impact.
Workers being protected from unfair dismissal after six months in a job instead of two years was the second most commonly chosen reform, with 31% of employers and 30% of employees selecting this. Changes come into force on April 6.
Key changes
- Statutory Sick Pay will be available to all eligible employees regardless of their earnings (the Lower Earnings Limit is being removed).
- Statutory Sick Pay will be payable from the first full day of sickness absence (the three-day waiting period is being removed).
- The rate of Statutory Sick Pay for all employees will be calculated at 80% of their average weekly earnings or the flat weekly rate, whichever is lower.
Key dates:
- April 2026: Statutory Sick Pay (SSP) and Paternity Leave become “Day One” rights.
- April 2026: The new Fair Work Agency launches to enforce holiday pay and sick pay rules.
- January 2027 (Expected): The new “6-month rule” for unfair dismissal takes effect.
April 2026: pay, leave and consultation changes
Employment costs will rise. From 1 April 2026, minimum hourly pay rates will be £12.71 for workers aged 21 and over, £10.85 for ages 18-20, and £8.00 for under‑18s and apprentices. Statutory parental pay will rise to £194.32 per week, and statutory sick pay (SSP) to £123.25 per week, with SSP payable from day one of absence.
October 2026: fire & rehire and harassment duties
The act will make “fire and rehire” practices more difficult, particularly for changes to core terms such as pay. Employers will need stronger justification and more robust consultation before imposing contractual changes.
Sexual harassment obligations will expand. Employers must take “all reasonable steps” to prevent harassment, including by subcontractors, agency workers and clients.
Sexual harassment becomes a protected disclosure in its own right
Currently, an employee may be protected as a whistleblower if they report sexual harassment, but this is not absolute. Under the new rules, the act of reporting sexual harassment will be specifically considered as a protected disclosure on its own, subject to the existing conditions for all types of whistleblowing complaints.
Women will benefit from new workers’ rights measures rolled out from next month, according to research. The TUC said around 4.7 million women are set to benefit from stronger sick pay from April, including more than 830,000 women who receive statutory sick pay for the first time.
These are the lowest paid women, who are currently not eligible to receive sick pay because they earn below the threshold of £125 a week, the study found.
The TUC said low-paid workers, especially women, have missed out on any form of sick pay for too long, leaving them with no choice but to go into work when they are ill.
As well as stronger sick pay, from April, fathers and partners will have a day one right to paternity leave and all parents will gain the day one right to unpaid parental leave under changes from the Employment Rights Act.
TUC general secretary Paul Nowak said: “For too long women have borne the brunt of a sick pay system that is not fit for purpose, and a culture of exploitative, insecure work.
“That’s why the Employment Rights Act is an important step forward for women at work.”
A Government spokesperson said: “The Employment Rights Act is a huge boost for women in the workplace – introducing enhanced protections for pregnant women and new mothers, menopause action plans for large employers and rights for parental leave from day one.
“Women thriving in the workplace is not just important for equality but for boosting economic growth.”
