Employment law changes in April 2026: what employers and employees need to know
15/04/2026
What is changing in employment law this April?
A number of employment law changes come into effect in April 2026, and while some follow the usual annual updates, others reflect a continued shift in how workplaces are expected to operate. For both employers and employees, these changes are not just technical adjustments. They will have a direct impact on pay, policies, and day-to-day working relationships.
Understanding what is changing, and more importantly what action may be required, can help avoid uncertainty later. It also allows both businesses and individuals to plan ahead with greater confidence.
How will statutory pay be affected?
From April 2026, statutory pay rates will increase, including Statutory Sick Pay, maternity pay, paternity pay, and shared parental pay. The requirement to serve three waiting days and the lower earnings limit for SSP will be removed.
Although the changes to rates occur annually, they still require careful attention. Employers will need to ensure payroll systems are updated correctly and that staff are paid in line with the new thresholds. Even small discrepancies can lead to compliance issues over time.
For employees, these changes may affect both eligibility and the amount received during periods of leave or illness. It is therefore worth checking how the updated rates apply to your own circumstances, particularly if your earnings sit close to the qualifying threshold.
What do the National Minimum Wage changes mean in practice?
As expected, the National Minimum Wage and National Living Wage will increase again in April. While this is a familiar update, it remains one of the most heavily enforced areas of employment law.
For employers, this is not simply a matter of adjusting hourly rates. It is important to review how pay is structured across the workforce, especially where deductions, unpaid time, or salary sacrifice schemes may affect overall compliance. Enforcement action can be time-consuming and costly.
For employees, these changes provide reassurance that minimum pay levels are being reviewed in line with economic conditions. However, it is still important to ensure that your pay reflects the correct rate for your age and role.
Are expectations around flexible working changing?
Flexible working has continued to evolve, and recent developments have placed greater emphasis on how employers respond to requests. While the right to request flexible working is already well established, the expectation is now that requests are handled more reasonably and with greater transparency.
Employers should be prepared to engage meaningfully with requests rather than relying on standard form refusals. In practice, this means clearly identifying business reasons where a request cannot be accommodated and demonstrating that alternatives have been considered.
For employees, this creates a more supportive framework when seeking flexibility. That said, outcomes will still depend on the nature of the role and the needs of the business, so expectations should remain realistic.
Why do these changes matter now?
Although each of these changes may appear manageable in isolation, together they create a wider shift in expectations. For employers, this is an opportunity to review internal processes, update policies, and ensure that systems are operating as they should. Taking a proactive approach now can prevent more complex issues developing later.
For employees, being aware of these updates helps you understand your rights and recognise when something may not be correct. It also puts you in a stronger position to raise concerns early, before they escalate.
If you need the broader picture, you can read our guide to employment law for businesses or employees on our website.
What actions should employers take?
Employers should review payroll systems, update statutory rates, and check that contracts and policies remain consistent with current law. It is also sensible to brief managers so they understand how to handle changes, particularly in areas such as flexible working.
Employees, on the other hand, should keep an eye on any communications from their employer and review payslips or entitlement changes carefully. If anything appears unclear, raising the issue early can often resolve matters quickly.
If your situation is time sensitive, our employment team can help.
Employment law changes can feel technical, but their impact is often very practical. Having clear, tailored advice can make a significant difference, whether you are managing a business or navigating your own employment situation.
For advice on your own circumstances, contact our employment team. If you want to understand the next stage, start here. You can also see our employment law services for businesses and for employees on our website for further guidance.
