Beyond Compliance: The April 2026 Employment Law Changes Shaping People, Policies & Purpose.

Employment legislation in the UK is entering a period of meaningful change. From April 2026, reforms affecting family leave, sick pay, workplace equality, employee voice, and organisational responsibility are set to come into effect.

For many businesses, particularly SMEs, this can feel daunting. Yet handled thoughtfully, these changes offer an opportunity to create fairer workplaces, build trust, and future-proof your people practices.

In the sections that follow, I break down the key reforms, explain what they could mean in practice, and share practical steps employers can take to stay compliant while embracing a values-led approach.

Family Leave Reimagined: How to Adapt Your Paternity & Parental Leave Policies.

Key Changes:

From April 2026, paternity leave and ordinary parental leave will become day-one rights. This means employees will no longer need to meet the current qualifying periods of 26 weeks for paternity leave or 1 year for ordinary parental leave.

Additionally, the restriction preventing employees from taking paternity leave after shared parental leave will be removed. This gives families greater flexibility to structure their leave and allows employers to support caregiving arrangements more effectively.

These reforms signal a clear move toward greater inclusivity and fairness, ensuring that fathers and secondary carers can access leave from the very start of their employment.

Action Points for Employers:

• Review policies early: Update family leave policies to reflect day-one rights and the removal of shared parental restrictions.

• Train managers: Ensure managers can handle family-related conversations consistently and fairly.

• Communicate clearly: Make entitlements easy to understand to prevent under-utilisation.

• Align with strategy: Consider how these changes can support your EVP, retention, and workplace culture.

Statutory Sick Pay in 2026: Protecting People & Business.

Key Changes:

From April 2026, Statutory Sick Pay (SSP) will become more inclusive and accessible. Employees will be entitled to receive SSP from the first day of illness, rather than waiting until the fourth, and the lower earnings limit will be removed, meaning all employees are eligible regardless of their pay.

These changes ensure employees have financial support from the very start of an illness, while broadening access for lower-paid personnel and reinforcing a fairer approach to wellbeing at work.

Action Points for Employers:

• Update payroll and HR processes: Ensure SSP is calculated correctly from day one and that all eligible employees are included.

• Review sickness absence policies: Reflect the removal of the lower earnings limit and clarify how pay is managed during absence.

• Communicate clearly: Make sure employees understand their rights under the new rules to foster trust and avoid confusion.

• Balance compliance with culture: Use these changes as an opportunity to reinforce a supportive approach to employee wellbeing, reducing presenteeism and improving retention.

Collective Redundancy: Stronger Employee Protections.

Key Changes:

From April 2026, the maximum protective award for failure to consult in collective redundancies will double from 90 days’ pay to 180 days’ pay. This change increases the financial consequence for organisations that do not follow proper consultation procedures, reinforcing the importance of engaging employees effectively during organisational change.

Action Points for Employers:

• Review your redundancy procedures: Ensure your collective consultation processes are fully compliant with statutory requirements.

• Plan ahead: Start consultations early and document all communications to reduce the risk of disputes.

• Train managers: Make sure those leading redundancy discussions understand their obligations and can handle conversations with empathy and clarity.

• Seek advice where needed: For complex redundancy situations, consider consulting HR or legal specialists to avoid costly errors

Whistleblowing & Sexual Harassment: Creating Safer Workplaces.

Key Changes:

From April 2026, whistleblowing protections will be extended to include sexual harassment. This means that employees who report sexual harassment will be legally protected from detriment or unfair dismissal, just like other whistleblowing disclosures. The reform reinforces the importance of creating a workplace where concerns can be raised safely, helping employers foster trust, accountability, and a culture where all employees feel secure speaking up.

Action Points for Employers:

• Review whistleblowing policies: Ensure procedures are clear, accessible, and reflect the strengthened protections.

• Communicate reporting channels: Make sure all employees know how to raise concerns confidentially and safely.

• Train managers: Equip managers to handle disclosures sensitively, fairly, and in line with legal obligations.

• Foster a speaking-up culture: Encourage transparency and trust so employees feel confident reporting issues without fear.

Planning for Fairness: Gender Pay Gaps & Menopause Support.

Key Changes:

From April 2026, employers will be encouraged to create action plans addressing gender pay gaps and menopause support. While these action plans will initially be voluntary, they signal a clear move towards embedding workplace equity and wellbeing into organisational strategy. Employers will have the opportunity to identify gaps, take practical steps to support employees, and demonstrate commitment to fairness and inclusion. This proactive approach will help businesses prepare for the eventual mandatory requirements expected from 2027, ensuring that policies and culture evolve in a sustainable, considered way.

Action Points for Employers:

• Develop voluntary action plans: Start reviewing gender pay data and menopause support measures, even though the requirement is not yet mandatory.

• Engage employees: Involve staff in discussions to ensure plans reflect real experiences and needs.

• Integrate with wider policies: Align action plans with flexible working, health and wellbeing, and progression frameworks.

• Communicate your commitment: Sharing progress internally and externally can reinforce your values-led culture and employer brand.

• Prepare for 2027: Use 2026 as an opportunity to test and refine approaches before they become mandatory.

Trade Union Reforms: Simplifying Recognition & Participation.

Key Changes:

From April 2026, trade union rights will be updated to make it easier for unions to gain recognition in the workplace and allow electronic voting in union ballots.

Even for workplaces without trade unions, these reforms highlight a broader trend: employees are being given more accessible ways to have their voice heard, and employers are expected to engage constructively with staff on workplace matters. This is part of a wider push to ensure transparency, fairness, and collaboration across all organisations.

Action Points for Employers:

• Review engagement practices: Even if you don’t have a union, consider how you listen to and involve employees in workplace decisions.

• Prepare policies for potential recognition: Have clear processes in place in case employees form or invite a union in the future.

• Encourage open dialogue: Foster a culture where concerns can be raised safely and feedback is valued, reinforcing trust and transparency.

• Communicate clearly: Ensure employees understand channels for raising issues, whether through HR, managers, or formal processes.

The Fair Work Agency: Building Fairer Workforces & Streamlining Enforcement.

Key Changes:

From April 2026, the Fair Work Agency will be established to bring together existing enforcement bodies and oversee compliance with key employment rights, including holiday pay, statutory sick pay, and other employee entitlements. By providing a single point of contact, the Agency aims to simplify enforcement, making it easier for employers to understand their obligations and for employees to access support. This reform reflects a broader focus on fairness, clarity, and consistency in the workplace, benefiting organisations of all sizes.

Action Points for Employers:

• Review policies and procedures: Ensure holiday pay, SSP, and other entitlements are correctly documented and compliant.

• Prepare for oversight: Understand that the Agency will take a broad view of enforcement, so proactive compliance reduces risk.

• Embed fair practices: Use this opportunity to strengthen transparency, communication, and trust across your workforce.

• Stay informed: Monitor guidance and updates from the Fair Work Agency to ensure your organisation remains aligned with best practice.

• Support employees: Communicate clearly about entitlements and processes to foster a culture of fairness and accountability.

April 2026 Employment Law Changes: Turning Compliance into Culture.

While the detail of legislation will continue to evolve, the direction is clear: workplaces are moving towards being more inclusive, transparent, and accountable. The organisations that will thrive will be those that embed good practice early, equip managers to act confidently and fairly, and align people policies with their values, not just with regulatory requirements. Taking a proactive, values-led approach ensures that compliance becomes part of the culture rather than a box-ticking exercise.

Beyond Recruitment: Practical Support for Employers.

At Aspire Recruitment Services, helping organisations build sustainable, values-led workplaces goes far beyond simply filling roles. I work with companies to support policy development, organisational change, and manager capability, offering practical, commercially grounded advice that puts people and compliance on equal footing.

Whether you’re reviewing policies ahead of the April 2026 Employment Law Changes, navigating organisational change, strengthening manager capability, or simply seeking a sounding board on best practice, I provide guidance that is tailored, actionable, and aligned with your values.

If you’d like to explore how the upcoming employment law changes could affect your business, or how to prepare with confidence, I’d be delighted to have a conversation and help you navigate the path ahead.