The Employment Rights Act is no longer a future proposal — it is now law, and the first major set of changes will come into force in April 2026.
While many of the most significant reforms are still scheduled for later phases, April marks the point at which employers move from watching developments to implementing change. Several new day-one rights and enforcement measures will begin to apply, and organisations that delay preparation risk being caught out.
This article explains what is changing in April 2026, what is not changing yet, and why employers should start preparing now.
Why April 2026 matters
The Employment Rights Act has been designed to roll out in stages between 2026 and 2027. April 2026 is the first major implementation milestone, bringing with it changes that affect:
- Statutory sick pay
- Parental and paternity leave
- Trade union and industrial action rules, and
- Employment law enforcement
These are not niche or sector-specific reforms. They will affect most employers, regardless of size.
What changes are expected from April 2026
1. Statutory Sick Pay (SSP): day-one entitlement.
From April 2026:
- SSP will become payable from the first day of sickness, and
- The lower earnings limit will be removed, extending entitlement to more workers.
For employers, this has implications for their:
- Payroll systems
- Absence management policies, and
- Cost forecasting and workforce planning.
Even organisations with generous contractual sick pay schemes will need to ensure their statutory framework and systems are compliant.
2. Day-one parental and paternity leave rights.
Certain parental and paternity leave rights will become available from day one of employment, removing the current qualifying periods.
This will require employers to:
- Update family leave policies
- Train managers on handling requests fairly and consistently, and
- Ensure recruitment and onboarding processes reflect the new rights.
3. Trade union and industrial action reforms
The Act introduces changes intended to:
- Simplify trade union recognition processes, and
- Adjust industrial action thresholds and procedures
While not all employers will be directly affected by these changes those with unionised workforces — or the potential for union activity — will want to understand how the landscape is shifting.
4. A new enforcement approach: the Fair Work Agency
April 2026 will also see the establishment of the Fair Work Agency, bringing together enforcement powers previously spread across multiple bodies.
The direction of travel is clear:
- Greater proactive enforcement
- Less reliance on individual employees bringing claims, and
- Increased scrutiny of non-compliance.
This change marks a significant cultural shift in employment law enforcement.
What is not changing in April 2026
It is equally important to be clear about what will not happening in April.
The following headline reforms are currently expected to come later, mainly in 2027:
- Changes to unfair dismissal qualifying periods
- Guaranteed hours and zero-hours contract reforms
- Some wider flexible working enforcement measures, and
- Understanding this distinction helps employers prioritise correctly, rather than trying to do everything at once.
Why employers should start preparing now
April 2026 may feel some way off, but the changes coming into force are operational, not theoretical.
Preparation will likely involve:
- Reviewing and updating policies
- Adjusting payroll and HR systems
- Training managers, and
- Planning employee communications.
Leaving this until late March risks rushed decisions, increased costs, and avoidable errors.
What’s next
Over the coming weeks, we will be publishing a series of practical articles breaking down:
- Statutory sick pay changes in detail
- Day-one leave rights and how to manage them
- The Fair Work Agency and enforcement risk, and
- A clear employer checklist ahead of April 2026.
The Employment Rights Act is not about overnight transformation — but April 2026 is the moment preparation turns into action.
