April 2026 has brought some of the most significant employment law changes in recent years, with new legislation introducing expanded workplace rights and additional obligations for employers across Great Britain.
For many businesses, the changes will require immediate attention. Employment contracts, staff handbooks, sickness procedures, and HR policies may all need reviewing to ensure compliance with the new legal framework. Employers who fail to adapt risk not only costly Employment Tribunal claims, but also wider employee relations issues and operational disruption.
One of the most notable developments is the expansion of “day one” employment rights. Employees are now entitled to take paternity leave and unpaid parental leave from the start of their employment, removing the previous qualifying service requirements for leave entitlement. The changes reflect a wider shift towards increased protection and flexibility for workers, particularly those in newer or less secure employment.
The rules surrounding Statutory Sick Pay (“SSP”) have also changed significantly. SSP is now payable from the first day of sickness absence, with the previous waiting period removed. Eligibility has also widened to include lower-paid workers who previously fell outside the statutory scheme. For employers, this is likely to increase the importance of effective absence management procedures, accurate HR record keeping, and properly implemented sickness policies.
Alongside these reforms, statutory payment rates for maternity pay, paternity pay, adoption pay, and sick pay have increased. Businesses should ensure payroll systems and internal procedures have been updated accordingly.
Whilst many employers will already be aware of the headline changes, the practical implications are often more complex. Policies that were previously compliant may now require amendment, and managers responsible for recruitment, absence management, disciplinaries, and family leave should understand how the new rules apply in practice.
These reforms are also unlikely to represent the end of the Government’s wider employment law agenda, with further changes to workplace rights and employee protections expected over the coming months.
For employers, taking advice at an early stage can help minimise risk, avoid disputes, and ensure that internal procedures remain legally compliant as employment law continues to evolve.
Our Employment Law team advises employers and employees on all aspects of employment law, including HR procedures, workplace policies, Employment Tribunal claims, settlement agreements, redundancy processes, and regulatory compliance.
For further information or to arrange a confidential consultation, please contact our Employment Law team on 01708 446781 or by email mail@mosco.co.uk
