Summary

April 2026 begins the first major wave of the Employment Rights Act reforms — described by government as the most significant overhaul of workplace rights in a generation. From 6 April employers must implement immediate changes covering Statutory Sick Pay, family leave eligibility, collective redundancy penalties, tribunal time limits, protections for sexual harassment reporters, duties around third-party harassment, and the launch of the new Fair Work Agency. Several other reforms (unfair dismissal qualifying periods, zero-hours protections, trade union rights) are due later in 2026–27.

Key Points

• Statutory Sick Pay (SSP) is payable from day one of sickness; the three-day waiting period is abolished and the Lower Earnings Limit is removed.
• Paternity and ordinary parental leave become day-one employment rights — no more 26-week or one-year qualifying periods.
• Failure to comply with collective consultation obligations now carries a maximum protective award of 180 days’ pay (up from 90 days).
• The tribunal claim window for employees doubles from three months to six months, extending employer exposure to legacy claims.
• Employees who report sexual harassment gain formal whistleblower-style protections; employers also have a duty to prevent harassment by third parties (clients, contractors, customers).
• The Fair Work Agency (FWA) starts operating as a single enforcement body with investigatory and penalty powers from 7 April.
• Gender pay gap reporting and menopause...

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