This article applies to England, Wales and Scotland.
Last updated: April 2026
In brief: April 2026 brought the biggest set of employment law changes in a generation. Minimum wage rose to £12.71, sick pay became a day-one right, the Fair Work Agency launched on 7 April, and paternity leave no longer requires 26 weeks' service. Here is what each change means for you.
Why April 2026 matters
A lot changed on your payslip and in your contract this month. Most of the changes come from the Employment Rights Act 2025, which received Royal Assent on 18 December 2025. Others are annual upratings that happen every April. Either way, they affect what you're paid, what you're owed when you're off sick, and who enforces your rights if something goes wrong.
This article pulls together every change that took effect in April 2026 so you can check them in one place. More detailed guides on individual topics are linked throughout.
Minimum wage increase - 1 April
The National Minimum Wage rates increased on 1 April 2026. The key rates are £12.71 per hour for workers aged 21 and over (up from £12.21), £10.85 for workers aged 18 to 20 (up from £10.00), and £8.00 for workers under 18 and apprentices (up from £7.55).
For a full-time worker on 37.5 hours per week, the National Living Wage now works out to roughly £24,785 per year before tax. Around 2.7 million workers are affected.
If your employer hasn't updated your rate, you can check using the government's tool at checkyourpay.campaign.gov.uk and report underpayment to HMRC anonymously.
Statutory Sick Pay from day one - 6 April
This is probably the change that will affect the most people directly. From 6 April 2026, Statutory Sick Pay is payable from the first day of sickness absence, not the fourth. The three-day waiting period is gone.
The lower earnings limit has also been removed. Previously, you needed to earn at least £125 per week to qualify for SSP. That threshold no longer exists. Up to 1.3 million workers who were previously excluded are now covered, including many part-time and variable-hours staff.
The rate is £123.25 per week or 80% of your average weekly earnings, whichever is lower.
Paternity leave from day one - 6 April
Before 6 April 2026, you needed 26 weeks' continuous service to qualify for paternity leave. That requirement has been removed. Paternity leave is now a day-one right.
One thing to note: the right to statutory paternity pay still requires 26 weeks' service. So you can take the leave from day one, but you may not be paid for it unless you've been employed long enough. The statutory paternity pay rate from 6 April 2026 is £194.32 per week.
Unpaid parental leave from day one - 6 April
Unpaid parental leave previously required one year of continuous service. From 6 April 2026, it's available from day one. Each parent is entitled to up to 18 weeks of unpaid leave per child, taken in blocks of one week or more, up until the child's 18th birthday.
Statutory Sick Pay rate increase - 6 April
The flat rate of SSP rose from £118.75 to £123.25 per week. Statutory maternity pay, paternity pay, adoption pay, shared parental pay, and parental bereavement pay all increased to £194.32 per week (after the first six weeks of maternity/adoption pay at 90% of earnings).
Weekly pay cap increase - 6 April
The statutory cap on a week's pay, used to calculate redundancy payments and basic awards at tribunal, increased from £719 to £751. The maximum basic award for unfair dismissal is now £22,530. The compensatory award cap increased to £123,543, though this is expected to be the last increase before the cap is removed entirely from 1 January 2027.
Collective redundancy protective award doubled - 6 April
The maximum protective award for failure to consult on collective redundancies has doubled from 90 days' pay per employee to 180 days' pay. This applies where an employer proposes to dismiss 20 or more employees at one establishment within 90 days and fails to consult properly.
Fair Work Agency launched - 7 April
The Fair Work Agency launched on 7 April 2026 as a single enforcement body for employment rights. It brings together enforcement of minimum wage (previously HMRC), statutory sick pay, holiday pay, and agency worker protections under one roof.
The agency can investigate employers proactively without waiting for a worker to file a complaint. It can impose penalties of up to 200% of any underpayment and require employers to pay within 28 days. Employers must keep adequate records for six years.
What's still coming later in 2026 and 2027
Not everything in the Employment Rights Act 2025 is live yet. Key changes still to come include the extension of employment tribunal time limits from three months to six months, expected from October 2026, and the reduction of the unfair dismissal qualifying period from two years to six months, taking effect on 1 January 2027.
Frequently asked questions
What employment law changes happened in April 2026?
The main changes include: minimum wage increases from 1 April, SSP becoming a day-one right from 6 April, paternity leave and unpaid parental leave becoming day-one rights from 6 April, the weekly pay cap rising to £751, and the Fair Work Agency launching on 7 April.
Is sick pay now from day one in the UK?
Yes. From 6 April 2026, Statutory Sick Pay is payable from the first full day of sickness absence. The previous three-day waiting period has been removed.
When did the Fair Work Agency start?
The Fair Work Agency launched on 7 April 2026. It is a single enforcement body covering minimum wage, statutory sick pay, holiday pay, and agency worker protections.
Has the unfair dismissal qualifying period changed yet?
Not yet. The reduction from two years to six months is scheduled for 1 January 2027. The current qualifying period for ordinary unfair dismissal remains two years until that date.
What is the weekly pay cap for 2026?
The statutory cap on a week's pay increased to £751 from 6 April 2026. This is used to calculate redundancy payments and basic awards at employment tribunal. The maximum compensatory award rose to £123,543.
Did maternity pay change in April 2026?
Yes. Statutory maternity pay increased to £194.32 per week (after the first six weeks at 90% of earnings). The same rate applies to statutory adoption pay, shared parental pay, and parental bereavement pay.
Do I need to do anything to get these new rights?
No. The changes apply automatically. You do not need to opt in or notify your employer. If your employer is not applying the new rules, raise it with them in writing and contact ACAS if the issue is not resolved.
What changes are coming in October 2026?
Employment tribunal time limits are expected to extend from three months to six months from October 2026. This will give workers longer to bring claims.
Sources
- GOV.UK - National Minimum Wage and National Living Wage rates: https://www.gov.uk/national-minimum-wage-rates
- GOV.UK - Statutory Sick Pay: https://www.gov.uk/statutory-sick-pay
- GOV.UK - Employment changes for workers: https://www.business.gov.uk/campaign/employment-changes/employee/statutory-sick-pay/
- GOV.UK - Employment changes for employers: https://www.business.gov.uk/campaign/employment-changes/employers/statutory-sick-pay/
- ACAS - Statutory Sick Pay: https://www.acas.org.uk/checking-sick-pay/statutory-sick-pay-ssp
- Employment Rights Act 2025: https://www.legislation.gov.uk/ukpga/2025/36/contents