Employment Rights Act 2025: April 2026 Changes Explained

The Employment Rights Act 2025 represents one of the most significant overhauls of UK employment law in a generation. With the first major wave of changes coming into effect in April 2026, UK employees need to understand their new rights.

Here is a breakdown of exactly what changed in April 2026 and how it affects you.

1. Statutory Sick Pay (SSP) from Day One

The three-day waiting period for Statutory Sick Pay has been abolished. Employees are now entitled to SSP from the very first day of illness. Additionally, the Lower Earnings Limit for SSP has been removed, meaning part-time and lower-wage workers are now eligible.

2. Paternity and Parental Leave Rights

Fathers and partners now have the right to statutory paternity leave from day one of employment, removing the previous 26-week qualifying period. Unpaid parental leave has also become a day-one right.

3. Ban on Exploitative Zero-Hours Contracts

Employers are now required to offer guaranteed hours based on a 12-week reference period. If you regularly work 30 hours a week on a zero-hours contract, you have a legal right to request and receive a contract reflecting those hours.

4. Enhanced Redundancy Protections

Protections against redundancy for pregnant women and new parents have been strengthened. The protection now extends for six months after returning to work from maternity, adoption, or shared parental leave.

Looking Ahead to January 2027: Unfair Dismissal

The biggest change—reducing the qualifying period for unfair dismissal from two years to just six months—is scheduled for January 2027. We will be publishing a comprehensive guide on this later in the year.

If you believe your rights under the new legislation have been breached, Book a 30-Minute Advice Session — £99 with our specialist employment solicitors today, or Request a Free Case Review.