What changed this month and what employers should do now

April has brought a number of important employment law changes for UK employers. Some affect pay and payroll. Others change how sickness absence, family leave and redundancy risk need to be managed in practice. For SMEs, the main issue is not just knowing what changed, but making sure policies, contracts, payroll and day-to-day management keep pace.

What changed in April 2026?

1. National Minimum Wage rates increased from 1 April 2026

From 1 April 2026, the National Living Wage and National Minimum Wage rates increased. The new rates are £12.71 for workers aged 21 and over, £10.85 for 18 to 20 year olds, and £8.00 for both 16 to 17 year olds and apprentices. 
For employers, this means payroll should already have been updated and lower-paid roles should be reviewed carefully, particularly where deductions, unpaid time or salary sacrifice arrangements could affect compliance.

2. Statutory Sick Pay changed on 6 April 2026

Statutory Sick Pay is now payable from the first full day of sickness absence, as the old waiting period has been removed. The lower earnings threshold has also been removed, bringing more employees into scope. The rate is now 80% of average weekly earnings or the flat weekly rate of £123.25, whichever is lower. This is a significant operational change for employers and should be reflected in payroll settings, absence policies and manager guidance.

3. Paternity Leave and Unpaid Parental Leave are now day-one rights

From 6 April 2026, eligible employees can give notice to take Paternity Leave and Unpaid Parental Leave from the first day of employment. This means new starters may qualify to take this leave much earlier than before. The service requirement for Statutory Paternity Pay has not changed, so employers should make sure policies clearly distinguish between the right to leave and the right to statutory pay.

4. Bereaved Partner’s Paternity Leave is now in force

A new day-one right came into force on 6 April 2026 for bereaved partners. Where the child’s mother, partner or primary adopter dies within the first year of the child’s life or adoption, an eligible employee may be entitled to take up to 52 weeks of Bereaved Partner’s Paternity Leave, depending on when the bereavement occurs. This is a sensitive area and employers should ensure their family leave policy and manager training reflect the new entitlement.

5. Whistleblowing protection has been strengthened

From 6 April 2026, the law makes clear that workers who report sexual harassment can benefit from whistleblowing protections against detriment and unfair dismissal. This gives employers another reason to review whistleblowing, dignity at work and anti-harassment procedures together, rather than treating them as separate issues.

6. The risk around collective redundancy has increased

Also from 6 April 2026, the maximum protective award for failing to comply with collective redundancy consultation obligations increased from 90 days’ pay to 180 days’ pay per affected employee. This applies where an employer fails to properly consult when proposing 20 or more redundancies at one establishment within a 90-day period. For any business considering restructuring or workforce reduction, the financial consequences of getting the process wrong are now much greater.

7. Enforcement is becoming more joined up

The Fair Work Agency launched on 7 April 2026 and brings together enforcement of key employment rights in one place. At the same time, employers are now required to keep adequate annual leave and holiday pay records for six years. The practical message is clear: employers need not only to comply, but to be able to demonstrate compliance through proper records and consistent procedures.
What employers should do now

Now that these changes are live, employers should take the opportunity to review their people processes rather than waiting for an issue to arise. 

The priority actions are practical and should be manageable for most businesses if dealt with now.

• Check payroll immediately to make sure the April National Minimum Wage increases and the new Statutory Sick Pay rules have been applied correctly.
• Review sickness absence, family leave, whistleblowing and redundancy policies so the wording reflects the new legal position.
• Train managers on the April changes, especially where they handle absence, leave requests, complaints or restructuring conversations.
• Make sure onboarding and employee handbooks do not still refer to old qualifying periods for Paternity Leave or Unpaid Parental Leave.
• Audit holiday pay and annual leave records and make sure they can be retained properly for the required six-year period.
• Take advice early before starting any collective redundancy process, as the exposure for getting consultation wrong is now significantly higher.

The overall direction of travel is clear. Employers are being expected to act earlier, document more and manage people issues more carefully. Businesses that keep their policies up to date, brief their managers and maintain good records will be in a much stronger position than those that rely on outdated documents or informal practice.

Need Support? 

If you need support reviewing your documents, processes or HR setup, the WorkSmarter team can help make sure your business is ready for the latest employment law changes

This article has been prepared for general information only and does not constitute legal advice. Specific advice should be taken in relation to particular circumstances.