The UK workplace is about to undergo its most significant transformation in a generation. Starting 6 April 2026, the Employment Rights Act 2025 will officially come into force, fundamentally shifting the balance of power toward employees and increasing the financial responsibilities of employers.
1. New “day-one” rights: No more waiting periods
One of the most radical changes in the 2025 Act is the removal of qualifying service periods for essential parental rights.
- Paternity and parental leave: Previously, employees needed 26 weeks of service for paternity leave and one year for unpaid parental leave. From April 2026, these become “day-one” rights, meaning you are eligible from your first day in a new role.
- Bereaved partner’s paternity leave: A vital new provision allows fathers or partners to take up to 52 weeks of leave if the mother or primary adopter passes away within the first year of the child’s life.
2. Statutory Sick Pay (SSP) Reform
The Government is tackling “sick pay poverty” by expanding eligibility and removing the current barriers to entry.
- No more waiting days: The current three-day waiting period is being abolished. SSP will now be payable from the very first day of illness.
- Abolition of the Lower Earnings Limit (LEL): By removing the LEL, an estimated 1.3 million low-paid workers who previously earned too little to qualify will now be eligible for support.
- The 2026 SSP Rate: The flat weekly rate for Statutory Sick Pay will increase to £123.25.
3. 2026 minimum wage and statutory pay increases
New National Minimum Wage rates typically take effect on 1 April 2026. Employers must ensure payroll systems are updated to reflect these mandatory hikes:
| Category | New Hourly Rate (April 2026) |
| National Living Wage (Ages 21+) | £12.71 |
| 18-20 Year Old Rate | £10.85 |
| 16-17 & Apprentice Rate | £8.00 |
Note: Statutory Maternity, Paternity, and Adoption pay will also rise to £194.32 per week starting 5 April 2026.
4. The Fair Work Agency and stricter enforcement
A new “watchdog” is coming to town. On 7 April 2026, the Fair Work Agency (FWA) will launch as a single enforcement body.
- Compliance: The FWA will oversee the National Minimum Wage, holiday pay, and SSP compliance.
- Redundancy Penalties: If an employer fails to consult properly during collective redundancies, the maximum “protective award” is doubling from 90 days’ pay to 180 days’ pay.
- Whistleblowing: Disclosing sexual harassment will now be formally recognised as a “qualifying disclosure,” providing robust legal protection for those who speak out.
5. Tax and Remote Working Changes
- Umbrella Companies: Recruitment agencies and end-clients will now be liable for PAYE and National Insurance for workers engaged through umbrella companies to ensure tax transparency.
- Home Working Tax Relief: Employees can no longer claim HMRC income tax relief for additional household costs related to employer-required home working.
- Pension Age: The State Pension age begins its phased increase from 66 to 67 for those born between April 1960 and March 1961.
The “GLP Difference”: Legal support that actually feels supported
Law can often feel cold and complicated, but at GLP Solicitors, we believe it should be the opposite. For over 50 years, we’ve been the steady hand for both employers trying to do right by their teams and employees fighting for their fair share.
We don’t do “legal-speak.” We do person-centred, empathetic, and grounded advice. Whether you’re a business owner in Greater Manchester needing to update your contracts or an individual anywhere in the UK facing a difficult situation at work, we’re here to make sure you aren’t just following the law, you’re protected by it.