What is changing in April 2026 under the Employment Rights Bill?
24th Jul 2025
Author: Mohammed Balal
What changes take effect in April 2026 under the Employment Rights Bill?
April 2026 will see major reforms introduced, including Day 1 paternity leave, stronger whistleblower protections, improved Statutory Sick Pay (SSP), and the creation of a new Fair Work Agency.
The next significant stage of the Employment Rights Bill (ERB) comes into force in April 2026. This marks the beginning of structural reforms that will reshape how workers are protected, how complaints are raised and how employers operate.
In this, the third of a series of articles on the ERB, Mohammed Balal explains the key changes arriving in April 2026, what they mean in practice, and what steps employers should be taking now to prepare.
What is happening in April 2026?
Several major reforms under the ERB will be implemented from April 2026. These include:
➤ ‘Day 1’ paternity leave and unpaid parental leave
From April 2026, new parents will no longer need to complete a minimum qualifying period to access paternity leave.
- Employees will be entitled to paternity leave from their first day of employment
- All parents will also be entitled to unpaid parental leave, regardless of length of service
Why this matters:
This change makes workplaces more inclusive for new and expectant parents, particularly those in short-term, agency, or seasonal roles. Employers will need to update internal policies to reflect these new rights.
➤ Enhanced whistleblower protections
The ERB introduces wider protections for employees who report wrongdoing at work.
Key changes include:
- A broader definition of protected disclosures (including environmental and human rights concerns)
- Protection from dismissal, harassment, or victimisation
- A requirement for employers to have clear, confidential whistleblowing procedures
What this means for employers:
You will need to implement or revise your whistleblowing policy, train managers on handling disclosures, and ensure staff understand their rights and the reporting process.
➤ Statutory Sick Pay (SSP) improvements
Two significant changes will enhance SSP coverage:
- Removal of the lower earnings limit, meaning more low-income workers will qualify
- Removal of the waiting period, so SSP will begin on the first day of illness
Why this is important:
This improves financial protection for workers who previously fell through the gaps. Employers will need to update payroll systems and policies to reflect the changes.
➤ Protective awards for collective redundancies – maximum period doubled
If an employer fails to consult properly during a collective redundancy process, a protective award may be due.
From April 2026, the maximum period for protective awards will increase from 90 to 180 days.
What this means for employers:
The financial risk of not following correct redundancy consultation procedures has effectively doubled. Employers must take advice early and follow the legal process carefully to avoid substantial penalties.
➤ Establishment of a Fair Work Agency
A new, independent Fair Work Agency will be created to:
- Investigate workplace complaints and enforce compliance
- Offer guidance to employers and workers
- Oversee standards relating to pay, working conditions, and dispute resolution
Why it matters:
This will serve as a single point of contact for workers to raise concerns and for employers to seek advice. It also increases the likelihood of enforcement action in cases of non-compliance.
➤ Simplified trade union recognition and digital voting
April 2026 will also modernise how trade unions gain recognition and how workplace ballots are conducted.
- Trade unions will have a simplified path to recognition
- Workers will be able to vote digitally or on-site in union ballots, such as for industrial action
What employers need to know:
This could lead to increased union activity and more workplace ballots. Maintaining open dialogue with staff and unions will be key.
What should employers do now?
- Review and update family leave, SSP, and whistleblowing policies
- Train line managers on the new parental leave and whistleblowing requirements
- Prepare payroll systems for SSP changes
- Review redundancy procedures and ensure proper consultation processes are in place
- Monitor trade union activity and engage constructively with staff representatives
How Butcher & Barlow can help
We are here to support you through every stage of the Employment Rights Bill’s rollout. Our Employment Law Team can:
- Audit your contracts and policies
- Deliver in-house training for HR and management
- Help you respond to staff concerns or union activity
- Provide proactive advice to minimise legal risks
If you are unsure how the April 2026 changes may affect your organisation, contact us today for clear, practical support. Mohammed can be contacted on 0161 764 4062 or via email at mbalal@butcher-barlow.co.uk
If you missed Part 1 and Part 2, you can read them using the links below:
A new era for workers’ rights – an introduction to the Employment Rights Bill: https://www.butcher-barlow.co.uk/news/employment-law-hr/introduction-to-the-employment-rights-bill-butcher-barlow/
What is changing first? Immediate reforms under the Employment Rights Bill: https://www.butcher-barlow.co.uk/news/employment-law-hr/what-changes-first-under-the-employment-rights-bill-butcher-barlow/
Mohammed Balal
The information in this article was correct at the time of publication. The information is for general guidance only. Laws and regulations may change, and the applicability of legal principles can vary based on individual circumstances. Therefore, this content should not be construed as legal advice. We recommend that you consult with a qualified legal professional to obtain advice tailored to your specific situation. For personalised guidance, please contact us directly.