In April 2026, we saw one of the most significant shifts made to UK employment law in decades. Last year, we saw the Employment Rights Act 2025 come into play, and with it several phases of new laws, designed to protect and support everyone at work.
From the abolition of the Statutory Sick Pay (SSP) waiting period to the doubling of redundancy penalties, the “new normal” is officially here.
In this blog, we break down the eight critical pillars of the April 2026 reforms and what they mean for you.
Paternity leave and Unpaid Parental Leave
From 6th April 2026, paternity leave and unpaid parental leave have become “day one” rights for all employees, removing previous service requirements while also introducing new leave provisions for bereaved partners. Read more.
Statutory Sick Pay (SSP)
On 6th April 2026, Statutory Sick Pay (SSP) will now be paid from the first day of illness, rather than the fourth day. Furthermore, the lower earnings limit has been removed, meaning those on lower earnings are now eligible for SSP. Read more.
Collective Redundancy Protective Award
As of 6th April 2026, the maximum Protective Award paid to employees when an employer fails to consult on collective redundancy has been doubled from 90 days’ pay to 180 days’ pay. Read more.
Whistleblowing Protections for Sexual Harassment
After years of campaigning by Community and our sister unions, as of 6th April 2026, sexual harassment has become a qualifying disclosure under whistleblowing law. This means whistleblowers who make a sexual harassment disclosure are now legally protected from detriment and unfair dismissal. Read more.
Gender Pay Gap and Menopause Action Plans
From 6th April 2026, employers now can voluntarily create action plans around gender pay gaps and the menopause. These reports are expected to become mandatory in 2027. Read more.
Trade Union Recognition
Changes were introduced on 6th April 2026 to simplify trade union recognition and make it more accessible. Read more.
Holiday Recording
From 6th April 2026, employers must now keep records of annual leave and holiday pay for all employees. They must include:
- any annual leave taken
- annual leave carried over from previous years
- holiday pay
- payments in lieu of holiday
In addition, employers must keep all annual leave information for a minimum of 6 years (from the date it was recorded) as well as manage records in line with the General Data Protection Regulation (GDPR). Read more.
Fair Work Agency (FWA)
The Fair Work Agency (FWA) was introduced on 7th April 2026 to bring together existing enforcement bodies, as well as enforce employment rights, such as holiday pay and SSP. Read more.
Unsure of where you stand with your new rights?
The Employment Rights Act 2025 represents a massive win for Community members, however new laws can often feel complex or difficult to navigate — that’s where we come in.
If you have questions about how these April 2026 changes affect your specific situation, get in touch with our Member Service Centre today.
© Community Trade Union 2026
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If you have any further queries, please contact our Service Centre Department on 0800 389 6332 or at servicecentre@community-tu.org.
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