Key Changes from 6th April 2026

1.    Day one rights for family leave

Paternity Leave and Unpaid Parental Leave will both become day one rights.  In practice, this means employees will be entitled to request these types of leave from the moment they start work. It’s essential to note that while the right to take paternity leave will be effective from day one, Statutory Paternity Pay remains unchanged and will still be subject to qualifying conditions.

2.    Strengthened whistleblowing protections (including sexual harassment)

Sexual harassment will be added explicitly to the list of “qualifying wrongdoings” under whistleblowing legislation. This means that disclosures about sexual harassment will automatically be considered protected disclosures.

Protection will apply where harassment has occurred, is occurring, or is likely to occur, and individuals will be protected from detriment or unfair dismissal for raising concerns.

3.    Bereaved Partners’ Paternity Leave

A new entitlement of up to 52 weeks’ unpaid Bereaved Partner’s Paternity Leave will be introduced where the child’s mother, primary adopter, or primary carer dies during childbirth or within the first year of the child’s life.

This will be a day one right, with no qualifying period. The entitlement is unpaid, although employers may choose to enhance it.

4.    Statutory Sick Pay from day one

From April 2026, Statutory Sick Pay (SSP) will be payable from the first day of sickness absence, and the lower earnings limit will be removed. This means all employees will qualify for SSP, regardless of earnings, and the current three-day waiting period will be abolished.

5.    Trade union recognition becomes easier

The trade union recognition process will be simplified for employers with 21 or more employees. A union may be recognised where a simple majority of the bargaining unit votes in favour, and automatic recognition may be granted where there’s evidence of unfair practices by the employer.

Changes Coming in October 2026

October 2026 will bring a significant cluster of changes, particularly around harassment and trade union rights.

These include:

• A new duty on employers to take 'all reasonable steps' (a higher threshold than the current requirement) to prevent sexual harassment
• Employer liability for third-party harassment, such as harassment by customers or clients
• A requirement to inform workers of their right to join a trade union
• Strengthened trade unions’ rights of access
• New rights and protections for trade union representatives
• Extended protection against detriment for taking industrial action
• A potential extension of the Employment Tribunal time limit from three months to six months

Looking Ahead to January 2027

From January 2027, the unfair dismissal qualifying period will reduce to six months, and compensatory awards will be uncapped for dismissals taking effect from that point. 

Unfair dismissal is also expected to become a day one right, with an initial employment period during which a modified, lighter touch dismissal process may apply. The detail is still subject to consultation.

Final Thoughts

The next 18 months will bring some of the most significant changes to employment law in years.

While the volume of reform can feel overwhelming, the changes are phased, and the key is to stay informed, plan ahead, and ensure managers understand not just the rules but how to apply them fairly and consistently in practice. Doing so will reduce risk and put businesses in a strong position as the reforms come into force.

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