As well as the usual April compliance actions and changes to employment law that HR professionals will be expecting, April 2026 brings additional measures being introduced under the Employment Rights Act 2025. Rob Moss summarises 10 legal changes for employers to prepare for.
Since the Employment Rights Bill received Royal Assent just before Christmas, the government has begun introducing new regulations.
1. Paternity and parental leave
2. Statutory sick pay
3. GPG reporting and action plans
4. National minimum wage rates
5. Statutory rates
6. Collective redundancy award
7. Fair Work Agency
8. Trade union recognition
9. Sexual harassment and whistleblowing
10. Employment tribunal awards
A handful of changes came into force last month when the government introduced reforms to trade union regulations, but April 2026 will see more, which coincide with the usual changes, such as the national minimum wage and gender pay gap reporting obligations.
As of 6 April 2026, the Employment Rights Act (ERA) 2025 abolishes the current 26-week qualifying period for statutory paternity leave, meaning eligible employees can claim leave from day one of their employment.
This applies to fathers or partners where the expected week of childbirth (or expected adoption placement date) is the week commencing 5 April 2026 or after. It also applies if the child is born on or after 6 April, when the expected week of childbirth is before 5...
"Here is a follow-up video capturing a classic moment from the Xi-Trump summit: While Xi Jinping was away using the restroom, Trump casually glanced through a small notebook Xi had left on the tab...