Spring is a time of renewal and reset. As a further reminder from my last article, workplace reform is sweeping in, and the Employment Rights Act 2025 is reshaping how we work. With the most operationally significant changes landing on 6 April 2026.
If you haven’t reviewed your contracts, policies, or processes in the past 12 months, now is a good time. Here’s what you should focus on.
April 2026
- Day-One Family Leave Rights
- Paternity and unpaid parental leave become day one entitlements.
- No qualifying period applies, meaning recruitment, onboarding, and probation processes must reflect this immediately.
- Statutory Sick Pay (SSP) Updates
- SSP is payable from the first day of sickness.
- The Lower Earnings Limit is removed, allowing more low-paid and part-time staff to qualify.
- Employers with shift based or flexible workforces need to review budgets and absence policies.
- Collective Redundancy Reform
- Failure to consult now carries a maximum protective award of 180 days’ pay, double the previous limit.
- Non-compliance could have a serious financial impact.
- Whistleblowing & Harassment
- Sexual harassment is now a qualifying disclosure under whistleblowing law.
- Internal reporting systems must be robust and transparent.
- Trade Union & Industrial Action Reform
- Streamlined union recognition and ballot procedures.
- Simplified strike notice requirements and protections during industrial action.
- Fair Work Agency Enforcement
- A new regulator will oversee holiday pay, minimum wage, SSP, family leave, and wider employment standards.
- Expect more proactive investigations and stronger enforcement powers.
Spring-Clean Your Workplace
Contracts & Templates
- Update employment contracts for day-one leave rights.
- Amend SSP clauses for April 2026 compliance.
- Review redundancy and consultation provisions.
Policies
- Refresh family leave, whistleblowing, and harassment reporting frameworks.
- Update trade union engagement procedures.
Recruitment & Onboarding
- Incorporate updated leave rights into induction materials.
Internal Communication
- Brief managers on procedural changes.
- Inform employees clearly about their new rights.
These reforms reshape employer obligations and preparation allows your business to:
- Strengthen trust and transparency with your team.
- Reduce legal exposure and risk of costly disputes.
- Align recruitment, documentation, and policies with new statutory requirements.
- Avoid regulatory intervention.
Think of it as a proactive refresh to safeguard your business.
If you would like help, get in touch today.