9 February 2026
We are about to see a great wave of Employment Law changes following the Employment Rights Act 2025 becoming law in December. We will use these updates to keep you abreast of the changes that are happening by focussing on the confirmed changes how you can prepare.
New Statutory Rates
The National Minimum Wage from 1 April 2026 will be:
| Age 21 and above (national living wage) | £12.71 |
| Age 18 to 20 inclusive | £10.85 |
| Aged under 18 (but above compulsory school leaving age) | £8.00 |
| Apprentice rate | £8.00 |
Family Leave Pay rates from 1 April 2026
| Statutory Maternity or Adoption Pay, weekly rate for first 6 weeks | 90% of employee’s average weekly earnings. |
| Statutory Maternity or Adoption Pay, weekly rate for the remaining weeks | £194.32 or 90% of the employee’s average weekly earnings, whichever is lower. |
| Statutory Paternity, Shared Parental, Statutory Parental Bereavement, and Statutory Neonatal Care Pay weekly rate | £194.32 or 90% of the employee’s average weekly earnings, whichever is lower. |
Statutory Sick Pay (SSP) Reforms
From 1 April 2026 SSP is payable from day one of illness.
The lower earnings limit has been removed completely, so all employees will be entitled to receive SSP.
Weekly rate of £123.25 or 80% of the employee’s weekly earnings, whichever is lower.
The amount you pay per day off work depends on the employee’s average weekly earnings and number of qualifying days they work each week.
Review contracts, policies and systems and update where needed to reflect changes to SSP.
Employment Rights Act 2025 – Changes from December 2025
From 29 December 2025 Paternity Leave has become a day one right where the mother or adoptive parent has died.
Review your paternity leave policy and update to reflect this change.
Employment Rights Act 2025 – Changes from April 2026
Paternity Leave and Ordinary Parental Leave will become a day one right.
Review your paternity leave and parental leave policies and update to reflect these changes.
Whistle blowing protections are extended to staff who report sexual harassment.
- Review your whistle blowing and harassment policies and amend to state that reporting sexual harassment is a protected disclosure, even when it is not the victim reporting it.
- Update policies to provide multiple reporting routes.
- Update line manager training to avoid detriment and dismissal pitfalls.
- Evidence compliance with preventive duty.
Gender and menopause pay gap reporting and action plans become voluntary for large employer; those with more than 250 employees. Requirement to detail the evidence-based actions they are taking to improve gender equality amongst their employees, including addressing the gender pay gap and supporting women during the menopause. Along with a new power to require employers to publish ‘Equality Action Plans’.
The Government’s Fair Work Agency will be established on 7 April 2026. Bringing together existing enforcement bodies.
If you would like to understand how the April 2026 employment law changes will affect your business, or would value support reviewing your contracts and policies, our Employment team is here to help.
Get expert insights on what these changes mean for you
Contact us on 01256 460830 or email [email protected] to discuss your next steps.
Written by Sarah Filsell, Associate
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