February brings an important reminder for employers: 2026 is a preparation year. While many major employment law changes are scheduled for April, the groundwork needs to be laid now to ensure compliance, minimise risk and avoid last-minute disruption.
Here are the key HR and legal developments UK employers should be aware of this month.
Employment Rights Act 2025 – What Employers Should Be Doing Now.
The Employment Rights Act 2025 received Royal Assent in December 2025 and represents one of the most significant reforms to UK employment law in years. While not all provisions take effect immediately, employers should treat 2026 as a year for policy review, system readiness and manager training.
The Act introduces wide-ranging changes affecting dismissal rights, trade union law, enforcement powers and worker protections, many of which will be phased in through secondary legislation and consultation.
What to do now:
Review employment contracts, handbooks and internal HR processes to ensure you’re ready as further implementation dates are confirmed.
Statutory Sick Pay Reform – Effective April 2026.
One of the most impactful confirmed changes for employers arrives in April 2026, with reforms to Statutory Sick Pay (SSP):
This change will affect payroll costs, absence management and reporting.
What to do now:
Update sickness absence policies, review payroll calculations, and ensure HR systems can handle the new SSP rules accurately.
Day-One Family Leave Rights – April 2026.
From April 2026, eligibility rules for certain family-friendly rights will change:
These changes aim to improve flexibility and support for working parents.
What to do now:
Update leave policies, onboarding documentation and manager guidance to reflect new eligibility rules.
Trade Union & Industrial Relations Landscape.
The Employment Rights Act 2025 also confirms reforms to trade union and industrial action law, including the repeal of minimum service level requirements introduced under previous legislation.
With trade union engagement and consultation remaining high-profile issues, employers should ensure their processes around collective consultation, redundancy and employee relations are robust and compliant.
What to do now:
Review consultation procedures and ensure managers understand their obligations when engaging with employee representatives or unions.
Key Takeaway for Employers
April 2026 will bring multiple changes affecting pay, leave, enforcement and employee rights. Employers who act early will be best placed to manage compliance smoothly and avoid unnecessary risk.
Now is the time to:
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