Spring 2026 Employment Law Changes 

As of 1st April there have been changes to employment rights that any social enterprise which employs staff needs to know about as they affect pay, statutory entitlements, and employee protections across all UK workplaces. Changes include increased statutory payments, day 1 sick pay, expanded parental leave, and enhanced legal protections for workers, with more to follow later in the year. 

For small community organisations, charities, and social enterprises, keeping on top of these updates can feel daunting. Our partnership with third sector specialists STEP HR helps keep you updated on legal changes through updates like this one, and DTA Wales paid members also get 90 minutes of free support with them each year to help with things like grievances, policy or contracts. 

What’s Changing – The Essentials

Statutory Payment Increases 

From 1 April 2026, the following payments rise: 

  • National Minimum Wage: All age bands will increase according to Government annual uplifts.  
  • Family-Friendly Payments: Weekly rates rise from £187.18 to £194.32, with the lower earnings limit increasing to £129 per week.  
  • Statutory Sick Pay (SSP): Flat rate rises to £123.25 per week.  
  • Real Living Wage: Accredited organisations must implement the new rate of £13.45 per hour by 1 May 2026.  

Day 1 Statutory Sick Pay 

From 6 April 2026, employees will be entitled to SSP from the very first day of sickness absence. The old qualifying day rules and the lower earnings limit are being removed. Workers will receive 80% of their usual pay or the SSP flat rate, whichever is lower — meaning more people can access support immediately when they’re unwell. 

Day 1 Paternity & Parental Leave 

Paternity leave and unpaid parental leave become day 1 rights for all employees — no minimum service required. Paternity pay still depends on the 26-week qualifying period. 

Protected Disclosures for Sexual Harassment 

From April 2026, employees who report sexual harassment in the public interest are legally protected. This ensures anyone speaking up is safeguarded from unfair treatment or dismissal. 

Bereaved Partner’s Paternity Leave 

Also effective 6 April 2026, employees can now take leave to care for a child if the child’s primary carer dies. Key protections include: 

  • Continuation of employment terms and conditions.  
  • Up to 10 keeping-in-touch (KIT) days.  
  • Right to return to work after leave.  
  • Enhanced redundancy protection during and after leave.  
  • Protection from unfair dismissal or detriment related to taking this leave.  

Unfair Dismissal Qualifying Period 

From 1 January 2027, employees will only need six months’ service to bring an ordinary unfair dismissal claim. This means recruitment, probation, performance management, and dismissal procedures must all be robust and compliant. 

Quick ‘To Do’ List 

  • Update Pay Rates – Review minimum wage, family-friendly payments, SSP, and Real Living Wage obligations.
  • Review Sick Pay Policies – Make sure SSP is applied from day 1 and employees know their entitlements.
  • Check Parental & Paternity Leave Policies – Confirm day 1 rights and that paternity pay rules are clear.
  • Prepare for Bereaved Partner Leave – Ensure contracts and HR policies reflect the new entitlement and protections.
  • Update Reporting Processes – Ensure staff know how to make protected disclosures for sexual harassment.
  • Review Recruitment & Probation Procedures – Strengthen processes in preparation for the six-month unfair dismissal qualifying period.
  • Use Your Member Benefits – If you’re an Essentials (paid) member, book your free HR advice (90 mins) or legal advice (30 mins) and consider additional support if needed. 
April 24, 2026