UK – Employment Rights Act 2025 – Changes happening in April 2026

Employment law in the United Kingdom is undergoing significant transformation. With the introduction of the Employment Rights Act 2025 back in October 2025, a series of reforms are being rolled out to strengthen worker protections, raise living standards, and support economic growth.

These changes are being implemented in phases over a two-year period. Below is a summary of the key updates coming into force on 6 April 2026 and what they mean for companies operating or engaging workers in the UK.

Paternity leave and ordinary parental leave

Expectant new parents will be now eligible for ‘day one rights’ to paternity leave and ordinary parental leave, including unpaid parental leave. Previously, workers were required to meet minimum service thresholds before qualifying. This reform removes that barrier, giving parents immediate access to leave entitlements from the start of their employment.

The result is greater flexibility for families and an estimated 1.5 million additional parents gaining access to shared caregiving options. Click here to learn more about updates to paternity leave in the UK.

Statutory Sick Pay

Limitations to Statutory Sick Pay (SSP) have also changed, expanding eligibility for all workers. SSP will become a ‘day one right,’ with the 3-day waiting period being removed, allowing SSP to be payable from the first full day of sickness absence. Further, the Lower Earnings Limit is also being removed from legislation, so SSP will be available to all eligible workers - regardless of their earnings. These changes broaden coverage and ensure more workers are financially supported during periods of illness. Click here to learn more about updates to Statutory Sick Pay in the UK.

Additional Changes and Reforms

Other noteworthy changes taking effect from 6 April 2026 include the following:

• day one rights for Bereaved Partner's Paternity Leave
• increased worker protections and rights in collective redundancy procedures, which adjusts the protective award by double to 100 days’ gross pay per worker if a company fails to comply with consultation obligations
• Whistleblower protections will be enhanced, particularly for individuals reporting sexual harassment in the workplace
• Companies with 250 or more workers will be encouraged to publish voluntary gender equality action plans alongside pay gap data, ahead of mandatory requirements expected in the spring of 2027

There are further changes already on the horizon. This includes a significant adjustment for unfair dismissal rights for workers that are terminated on or after 1 January 2027. Unfair dismissal rights will be tightened with the qualifying periods for protection against ‘ordinary’ unfair dismissal and rights to request written reasons for dismissal being greatly reduced from two years to six months of employment as the new threshold.

These reforms represent a meaningful shift in the UK employment landscape. Companies should begin reviewing policies, updating internal processes, and ensuring compliance with the new requirements.

For global companies and those using an Employer of Record (EOR), staying ahead of these changes is essential to mitigating risk and maintaining a compliant workforce.

At TCWGlobal, we support businesses in navigating complex and evolving employment regulations across the globe. Our team is actively monitoring these UK reforms and implementing the necessary updates to ensure compliance for our clients and their contingent workforce.

If you have questions or are exploring hiring in the UK, we’re here to help.

To learn more about hiring in the United Kingdom, visit How to Hire Workers in the United Kingdom or reach out to us at hello@tcwglobal.com to start the conversation.