5 Actions HR Teams Should Take Ahead of the April 2026 Employment Rights Act Changes

Matilda Swanson
9 hours ago
3 min read

The next wave of UK employment rights reforms will bring significant changes for employers in April 2026, with implications for policies, systems, and day-to-day management. Several updates will affect sickness absence, family leave, and whistleblowing protections.

While changes to unfair dismissal rights will not take effect until 2027, organisations that prepare now can reduce risk, support managers to act confidently, and ensure employees understand their evolving rights.

Here are five practical actions HR teams should prioritise ahead of the April 2026 reforms.

1. Review payroll and HR systems for new statutory rates and sick pay rules

April always brings updates to statutory rates, but the 2026 reforms introduce structural changes to Statutory Sick Pay (SSP):

SSP will be payable from day one of sickness, removing the current three-day waiting period.
The lower earnings limit for SSP eligibility will be removed, meaning more employees qualify.

Organisations should:

Check payroll and HR systems are configured for these updates.
Update statutory rates for SSP, National Minimum Wage, and statutory family pay.
Review how sickness absence is recorded, tracked, and triggered in HR systems.
Refresh sickness absence policies to reflect these changes.

2. Update family leave policies to reflect new day-one employment rights

Paternity leave: Employees will no longer need 26 weeks’ service to qualify, making paternity leave a day-one right. Note: qualifying service still applies for Statutory Paternity Pay, and leave can be taken after shared parental leave. Bereaved partners are also entitled to take paternity leave from day one.

Parental leave: Unpaid parental leave will also become a day-one entitlement, removing the previous one-year service requirement. This may increase uptake and engagement.

Organisations should:

Review and update all family leave policies.
Consider enhanced leave benefits to support recruitment, retention, and employee wellbeing.

3. Strengthen policies and reporting routes for sexual harassment

Complaints of sexual harassment will become “qualifying disclosures” under whistleblowing law. Employees raising concerns in good faith will be protected, even if the complaint is not upheld.

Organisations should:

Audit whistleblowing, harassment, and bullying policies.
Ensure employees know how and where to report concerns confidentially.
Provide clear, accessible guidance on investigation procedures.

4. Prepare managers for the changes

HR teams should equip managers with clear guidance and training on:

Absence reporting, return-to-work conversations, and early wellbeing identification.
Supporting employee wellbeing effectively.
Responding appropriately to complaints, ensuring fair investigation.
Consistently applying updated policies and procedures.

Practical guidance will help managers manage issues confidently and reduce organisational risk.

5. Begin preparing now for future unfair dismissal reforms

From January 2027, employees will gain day-one protection from unfair dismissal (with a six-month transitional threshold in summer 2026).

Organisations should begin reviewing probation periods, performance management, and contractual documentation:

Update employment contracts and probation clauses.
Consider shortening probation periods to 3 months to allow flexibility.
Review induction and performance review processes, including rights to representation at probation meetings.
Strengthen record-keeping and documentation practices.

Final thoughts: preparation today reduces risk tomorrow

The April 2026 reforms will fundamentally shift how organisations manage absence, family leave, and employee voice. HR teams that act early can ensure compliance, support managers, and maintain trust through transparent communication.

Proactive preparation now will make the transition smoother and support a fair, legally compliant, and employee-focused workplace.

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