Employers are being urged to prepare for sweeping employment law changes coming into force next month, including significant reforms to Statutory Sick Pay.
The warning comes from the team at The HR Dept Swindon, North Wiltshire and East Cotswolds, who say they have seen a sharp rise in enquiries from businesses seeking advice ahead of the changes.
From 6 April, several provisions introduced under the Employment Rights Act 2026 will take effect at the start of the new financial year. Businesses will need to review employment contracts, staff handbooks, payroll systems and internal policies to ensure they comply with the updated legislation.
Among the most notable changes are reforms to Statutory Sick Pay rules.
The current three-day waiting period before sick pay begins will be removed, meaning eligible employees can receive SSP from the first day of illness. In addition, the lower earnings threshold will no longer apply, meaning all employees will qualify for the payment regardless of how much they earn.
Helen Imbusi, Head of HR Consultancy at the HR Dept, said the reforms could create new challenges for employers.
She said: “This is a major change for employers, particularly with the SSP rules which – while good news for employees – will be very challenging for employers.
“These changes will also require a huge amount of administrative work, as contracts need to be updated, payroll systems adjusted and internal policies reviewed.”
Further reforms are also planned for family-related leave.
The 26-week qualifying period currently required before employees can take paternity leave will be removed, although the requirement will still apply for statutory paternity pay. The same qualifying period for unpaid parental leave will also be removed for children born on or after 6 April 2026.
Another new entitlement being introduced is bereaved partner’s paternity leave. This would apply if a primary carer dies within the first year following the birth of a child.
Under the new measure, the surviving partner could take up to 52 weeks of leave, mirroring maternity leave arrangements, although pay during that time would be decided by the employer.
Additional employment law changes are also scheduled to follow later in the year.
From October, the time limit for bringing a claim to an employment tribunal will double from three months to six months. Further reforms expected in January 2027 will also reduce the qualifying period for unfair dismissal claims, meaning employees with shorter service may be able to pursue cases.
Helen Imbusi said the scale of the reforms means even small employers are seeking guidance.
She added: “It is no exaggeration to say the Employment Rights Act represents the biggest upheaval employers have faced for decades. Navigating the volume of new legislation can feel like a minefield, and even businesses with just a few employees are asking for support to ensure they remain compliant.”
Businesses seeking advice can contact the HR Dept team directly for support ahead of the new rules taking effect.
