Anyone taking a time off sick from April 6 will see main regulation change

Full list of lots of new changes to employment laws coming in next month which could have a big impact

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Anyone taking time off sick will experience a significant change after April 6. From that date, Statutory Sick Pay will be payable from the first full day of illness absence and will be accessible to more employees.

The government states the modifications help ensure that lower-paid workers have financial protection when they are ill and can help limit the spread of infection within a workplace.

The alteration arrives as fresh research indicated the new entitlements on sick pay will have the greatest impact on staff and employers. A study commissioned by the conciliation service Acas on modifications in the Employment Rights Act discovered that new protections on unfair dismissals were also identified as having a substantial impact.

Employers ranked new paternity leave entitlements as their third most significant whilst workers chose the new modifications on flexible working. Acas stated the findings will help it focus support for staff and bosses where they need it most.

Niall Mackenzie, Acas chief executive, said: “The Employment Rights Act is a major shake-up in employment law and will impact businesses and workers across the country. It’s crucial that both employers and employees get to grips with the new rules, and Acas remains best placed as independent experts helping everyone at work throughout this period of change.”

“Acas will be working with employers, workers and their representatives on the implementation of the Employment Rights Act and we will be updating our advice and training.”

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The study revealed that 43% of employers believe that workers receiving sick pay from the first day of illness rather than the fourth would have the most significant impact on them, with 36% of employees also citing it as their primary concern.

Protection against unfair dismissal after six months in a job instead of two years was the second most popular reform, chosen by 31% of employers and 30% of workers. These changes will be implemented from 6 April.

Key changes

• Statutory Sick Pay will be available to all eligible employees regardless of their earnings (the Lower Earnings Limit is being removed).
• Statutory Sick Pay will be payable from the first full day of sickness absence (the three-day waiting period is being removed).
• The rate of Statutory Sick Pay for all employees will be calculated at 80% of their average weekly earnings or the flat weekly rate, whichever is lower.

Key dates:

• April 2026: Statutory Sick Pay (SSP) and Paternity Leave become “Day One” rights.
• April 2026: The new Fair Work Agency launches to enforce holiday pay and sick pay rules.
• January 2027 (Expected): The new “6-month rule” for unfair dismissal takes effect.

April 2026: pay, leave and consultation changes

Employment costs will rise. From 1 April 2026, minimum hourly pay rates will be £12.71 for workers aged 21 and over, £10.85 for ages 18-20, and £8.00 for under‑18s and apprentices. Statutory parental pay will rise to £194.32 per week, and statutory sick pay (SSP) to £123.25 per week, with SSP payable from day one of absence.

October 2026: fire & rehire and harassment duties

The act will make “fire and rehire” practices more difficult, particularly for changes to core terms such as pay. Employers will need stronger justification and more robust consultation before imposing contractual changes.

Sexual harassment obligations will expand. Employers must take “all reasonable steps” to prevent harassment, including by subcontractors, agency workers and clients.

Sexual harassment becomes a protected disclosure in its own right

The act will make “fire and rehire” tactics more challenging, especially for core terms such as pay. Employers will require stronger justification and more thorough consultation before enforcing contractual changes.

Obligations regarding sexual harassment will broaden. Employers must take “all reasonable steps” to prevent harassment, including by subcontractors, agency staff and clients.

Sexual harassment becomes a protected disclosure in its own right.

At present, a worker might receive whistleblower protection if they report sexual harassment, though this isn’t guaranteed. Under the fresh regulations, the act of reporting sexual harassment will be explicitly regarded as a protected disclosure independently, subject to the existing criteria for all forms of whistleblowing complaints.

Women are set to gain from new employment rights measures introduced from next month, according to research. The TUC stated approximately 4.7 million women are poised to benefit from enhanced sick pay from April, including more than 830,000 women who will receive statutory sick pay for the first time.

These represent the most poorly paid women, who are presently ineligible to receive sick pay because they earn beneath the threshold of £125 a week, the study discovered.

The TUC stated low-paid workers, particularly women, have been denied any form of sick pay for far too long, leaving them with no option but to attend work whilst unwell.

Alongside enhanced sick pay, from April, fathers and partners will gain an immediate right to paternity leave and all parents will secure the immediate right to unpaid parental leave under modifications from the Employment Rights Act.

TUC general secretary Paul Nowak stated: “For too long women have borne the brunt of a sick pay system that is not fit for purpose, and a culture of exploitative, insecure work.

“That’s why the Employment Rights Act is an important step forward for women at work.”

A Government spokesperson stated: “The Employment Rights Act is a massive uplift for women in the workplace – introducing improved protections for pregnant women and new mothers, menopause action plans for large employers and rights for parental leave from day one.

“Women flourishing in the workplace is not just crucial for equality but for stimulating economic growth.”