In April 2026, employment rights across UK workplaces changed in significant and practical ways following reforms introduced under the Employment Rights Act 2025. These changes focused on Statutory Sick Pay and family‑related leave, with the aim of making work healthier, fairer and more compatible with everyday life for employees regardless of earnings or length of service.
The reforms are intended to ensure employees are financially supported when they are ill and are not prevented from taking important family leave simply because they have recently started a new job or work fewer hours. While the changes may appear technical, they affect day‑to‑day working arrangements for both employers and employees.
Statutory Sick Pay Now Starts From Day One
From 6 April 2026, Statutory Sick Pay (SSP) is payable from the first full day of sickness absence, removing the previous three waiting days. Under the old rules, employees often received no pay for short periods of illness, which the government identified as a barrier to proper recovery and workplace health.
Paying SSP from day one reduces pressure on employees to attend work when unwell and supports healthier attendance practices across UK workplaces.
Sick Pay Without an Earnings Threshold
The Lower Earnings Limit for Statutory Sick Pay has also been removed. Before April 2026, employees had to earn at least a set minimum per week to qualify for SSP, excluding many part‑time and lower‑paid workers. From April 2026, SSP eligibility is no longer linked to earnings, significantly widening access to sick pay.
Employees who are classed as employed for tax purposes and who follow their employer’s sickness absence reporting procedures may now qualify for SSP regardless of how much they earn.
How Much Statutory Sick Pay Is Paid
For the 2026–27 tax year, Statutory Sick Pay is set at £123.25 per week. SSP is now calculated as 80 per cent of an employee’s average weekly earnings, capped at that weekly flat rate, meaning lower‑paid employees may receive less than the headline amount but will still receive statutory support.
SSP can be paid for up to 28 weeks in any one period of sickness and is funded directly by employers as the statutory minimum level of sick pay.
Paternity Leave Is Now a Day‑One Right
April 2026 also introduced major changes to family leave. Paternity Leave is now available from the first day of employment, allowing fathers and partners to give notice immediately upon starting a new job. Previously, employees needed 26 weeks’ service before qualifying, leaving many unable to take leave following a job change.
This change supports modern working patterns and ensures employees do not miss out on early family time because of service requirements.
More Flexibility Around Paternity Leave
The rules now allow Paternity Leave to be taken after Shared Parental Leave, removing a previous restriction that limited how leave could be arranged. This provides families with greater flexibility in how caring responsibilities are shared following birth or adoption.
Understanding the Difference Between Leave and Pay
While entitlement to Paternity Leave has changed, the rules governing Statutory Paternity Pay have not. Employees must still meet existing service length and earnings requirements to receive statutory pay during paternity leave. As a result, some new starters may be entitled to time off but not statutory pay.
Day‑One Access to Unpaid Parental Leave
Unpaid Parental Leave is also now available from the first day of employment. Previously, employees needed one year’s service before qualifying. This change allows parents to manage childcare, education and family responsibilities earlier while continuing to benefit from job protection during the leave.
Transitional Arrangements for New Parents
Special transitional arrangements apply where a baby is due between 5 April and 25 July 2026. Newly eligible parents in this period only need to give 28 days’ notice to take Paternity Leave. For babies due on or after 26 July 2026, standard notice rules apply.
What This Means for UK Workplaces
Together, these reforms represent one of the most significant updates to workplace rights in recent years. Employees now benefit from earlier access to sick pay, wider eligibility and immediate access to key family leave, while employers must ensure policies, payroll systems and manager training reflect the new legal framework.
Ultimately, the changes recognise that illness and family life do not wait for service milestones, and UK employment law is now better aligned with the realities of modern working life.
Leap29 Perspective
“If I strip this back to basics, I see a set of changes that remove rules which added little value and caused a lot of friction. Waiting days for sick pay and long service thresholds around family leave rarely prevented abuse, but they regularly created anxiety and resentment. That’s not a great trade‑off. These reforms don’t remove accountability — they set a clearer baseline. People know where they stand, and managers can deal with real issues rather than technical loopholes. That’s easier to lead with” Simon Duff – Director Leap29
