A number of significant amendments to UK employment law will take effect in April 2026. These changes will impact employers’ obligations in relation to sick pay, whistleblowing, collective redundancy, minimum wage rates, and statutory leave payments. Below is an overview of the key updates and what they mean for employers and employees.
Statutory Sick Pay (SSP): Removal of Barriers to Entitlement
Effective from 6 April 2026
From 6 April 2026, employees will be entitled to receive SSP from the first day of sickness absence, removing the current requirement for three unpaid “waiting days.” Additionally, the lower earnings limit which previously determined whether an employee earned enough to qualify for SSP will be abolished.
This means all employees, regardless of earnings level, will qualify for SSP from day one of their absence. The change aims to ensure fairer access to sick pay and reduce financial barriers for lower‑paid or part‑time workers.
Sexual Harassment to Become a Standalone Protected Disclosure
Effective from 6 April 2026
At present, reporting sexual harassment may fall within whistleblowing protections, but this is not automatic. From 6 April 2026, the law will explicitly recognise reporting sexual harassment as a protected disclosure in its own right, provided that the usual conditions for whistleblowing are met.
This amendment is designed to strengthen protection for workers who speak up about sexual harassment and encourage safer, more transparent workplace cultures.
Increase in Protective Award Compensation for Collective Redundancy Failures
Effective from 6 April 2026
Employees involved in a collective redundancy process are entitled to a protective award if their employer fails to comply with statutory consultation duties. Currently capped at 90 days’ pay, the maximum award will increase to 180 days’ pay per employee.
The intention behind this change is to enhance the deterrent effect and promote stricter adherence to collective consultation requirements.
Changes to National Minimum Wage and National Living Wage
Effective from 1 April 2026
The regular annual uplifts to the minimum wage rates will apply from April. There were significant increases last year which were part of an effort to narrow the gap between younger workers and those over 21, however, this year’s increases are more moderate.
Rates: April 2025 vs April 2026
| Date | NLW (21+) | 18–20 Rate | 16–17 & Apprentice Rate |
| April 2025 | £12.21 | £10.00 | £7.55 |
| April 2026 | £12.71 | £10.85 | £8.00 |
Employers should ensure payroll systems and pay structures are updated in time for the new rates.
Increases to Statutory Leave Payments
Effective from 6 April 2026
Weekly statutory payment rates for a range of family‑related leave types, including maternity, paternity, adoption, shared parental, neonatal, and parental bereavement leave will rise from £187.18 to £194.32 per week.
Statutory Sick Pay will also increase, rising from £118.75 to £123.25 per week.
What Employers Should Do Now
- Review and update policies on sickness absence, whistleblowing, redundancy and consultation, and family‑related leave.
- Communicate changes clearly to staff, particularly around new entitlements and pay rates.
- Ensure payroll systems are updated ahead of April deadlines.
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The above article is for illustrative purposes only and does not constitute legal advice. It is recommended that specific professional advice is sought before acting on any part of the information given.
Furthermore, the information contained is accurate and up to date as of the date of publication. Readers should be aware that legislative frameworks may have been amended since the original date of publication.