Employment Rights Act: 9 changes to prepare for this April

The Employment Rights Act has caused quite a stir, with many employers struggling to navigate this major overhaul to workplace rights. The legislation, which has been championed by the UK Government, aims to strengthen employment protections and drive economic growth. But the changes, coming into force throughout 2026 and 2027, are set to bring many challenges for employers, including higher costs, reduced operational flexibility, and greater legal risk. 

The next phase of implementation starts on April 6 and April 7, and includes huge changes to paternity leave, statutory sick pay, and trade union recognition. In this blog, we will highlight the reforms being made this April and advise on how you can prepare. 

For help with changes coming into effect beyond April – give this a read: Employment Rights Act 2025: 5 ways employers can prepare.

We’ve also been running a series of in-person events titled ‘Staying Compliant in 2026: The Essential Seminar on Employment, Pay & People’. Catch our final two in the series this month in Edinburgh and Leeds – sign up here to attend Events Archives | AAB.   

Employment Rights Act changes employers need to be aware of this April – and how to prepare for them 

Collective redundancy 

Collective redundancy is already a complex process, but the challenges are set to become even greater. The Employment Rights Act will double the maximum protective award for failing to consult on collective redundancies (20+ employees) from 90 days to 180 days. This makes non-compliance significantly more expensive for employers. 

The best way to protect yourself is to avoid taking any ‘shortcuts’ during the consultation process. You should have a process in place to record every step of a redundancy consultation to help confirm it has been handled properly. 

Being aware of ‘special circumstances’ is also key. If you can prove it was not possible for your organisation to comply with these requirements, you may be able to minimise the penalties. However, these circumstances are not strictly defined by law – they are instead considered on a case-by-case basis. 

Paternity & Parental Leave 

From April 6, workers will have the right to request Paternity Leave and unpaid Parental Leave from ‘day 1’ of employment. This could mean more administrative pressure on your HR team, operational disruption, and increased legal risk from dismissals. 

To prepare for the removal of the 26-week service requirement, you should update your policies to keep them in line with the law, undertake management training, and revise all induction materials. 

You also need to prepare for greater flexibility in how leave is taken – ensuring your organisation is more resilient and better able to cope with staff shortages. 

Extended Paternity Leave for bereaved partners 

Bereaved fathers and partners will be able to take up to 52 weeks of Paternity Leave if the mother or primary adopter dies within the first year of their child’s life. 

To remain compliant, you need to update your policies and procedures. Failure to do this could lead to an incorrect response that breaks employment law and harms your staff. 

You also need to ensure your HR team is prepared to handle employees in need of immediate leave and emotional support. 

Whistleblowing 

Protections are being strengthened for employees who report sexual harassment through whistleblowing. These kinds of reports will now be considered ‘qualifying disclosures’. This change aims to safeguard workers from detriment and unfair dismissal.   

Updating your whistleblowing policies to explicitly list sexual harassment as a qualifying disclosure is an important first step. 

This is also a good time to review your whistleblowing procedures to ensure all complaints are handled independently in a safe and confidential manner.

For further information on this topic, read our blog on how organisations can prepare for stronger whistleblowing protections. 

Statutory Sick Pay 

The Lower Earnings Limit and three-day waiting period for Statutory Sick Pay (SSP) are being removed from April 6.  

This means that most employees, regardless of their earnings, will be eligible for SSP from the first day of absence. 

To keep on top of these changes, you should update payroll for ‘day 1’ payments and update your contracts to reflect eligibility changes and the new rates, which are the lowest of either: 

• 80% of normal weekly earnings 

• A flat weekly rate of £123.25 

Menopause Support 

Another change on the horizon for April 6 is the introduction of menopause guidance for organisations. This will pave the way for a Mandatory Action Plan, which will be phased in between 2026 and 2027. You can start preparing for these changes by: 

• Reviewing your workplace policies and procedures 

• Providing training to managers so they are better equipped to have these sensitive conversations 

• Ensuring symptoms are taken into account during workplace risk assessments 

Trade Union Recognition 

The way trade unions gain statutory recognition is being streamlined from April 6. Key changes include: 

• Reducing membership thresholds – unions will only need to show 10% membership in a proposed workplace 

• Abolishing the requirement for 40% of the entire workforce to vote in favour of unionisation 

• The introduction of workplace access rights – creating a new framework for union officials to enter workplaces and organise 

Going forward, organisations that have had little to no dealings with trade unions should start building relations. 

With easier recognition of trade unions coming into force very soon, employers should also consider establishing employee voice groups, allowing workers to discuss remunerations, HR policies, and EDI matters. 

Fair Work Agency 

From 7 April, the new Fair Work Agency will bring multiple enforcement bodies into one national regulator. This single authority will conduct more joined-up investigations and be more capable of spotting non-compliance. 

If your policies, records, or processes aren’t up to scratch, you are at greater risk. 

You should begin reviewing your compliance policies and stress-testing your procedures – ensuring contracts are up-to-date and strengthening record-keeping, so you are better prepared for any surprise audits. 

How AAB can help 

Navigating the changes set out in the Employment Rights Act is daunting for any employer, but we are here to help. 

With expertise spanning People Services and payroll, our dedicated experts will support you every step of the way. 

Speak with Natalie O’Hare or your usual AAB contact to see how we can help.