UK employment law to know ahead of April 2026 implementation wave

Day-one rights from 6 April 2026 

Changes to day-one rights are always significant for people professionals. April brings several updates that will directly affect everyday workflows. To help you prepare with confidence, we've highlighted the key areas to focus on, and provided members with supporting checklists, infographics and guidance. 

New day-one rights taking effect

From 6 April 2026, the following rights will apply from day one of employment: 

• Paternity leave,
• Unpaid parental leave,
• Statutory Sick Pay (SSP) (from day one of illness), 

In addition, Bereaved Partner’s Paternity Leave (BPPL) comes into force on 6 April 2026. Although this sits outside the ERA 2025, employers must still be ready. Members have access to a dedicated checklist to support planning for this change. 

What to prioritise before 6 April 2026 

Here are some practical steps to make sure your processes, people, and internal communications are ready for these legal changes. Members can access the linked resources to support each action: 

• Understand the annual statutory rate changes and ensure payroll and line managers are fully briefed, especially around the new ERA Statutory Sick Pay rules.
• Update systems for the new National Minimum Wage rates and communicate the changes across the business. Review absence‑management processes and remind managers of their role in timely return‑to‑work conversations, as SSP will now be available sooner and to more people.
• Make sure managers know the updated rules for Statutory Paternity Leave and unpaid Parental Leave. The previous 26‑week qualifying period has been removed. Members have access to clear infographics to support these conversations.
• Manage redundancy risk proactively. Failing to follow collective consultation procedures carries significant cost and legal exposure. Members can use the resources to brief senior leaders and ensure risks are understood.
• Update whistleblowing policies and training. Reporting sexual harassment will be a protected disclosure. Managers need clarity on what this means for anyone raising concerns, including witnesses.
• Review the wide‑ranging trade union reforms. These changes affect numerous matters including recognition agreements, ballot rules, and protections for employees involved in industrial action. Use the hub resources to assess what your organisation may need to update or rethink. 

Prepare or amend a policy for Bereaved Partner’s Paternity Leave. This new right offers essential support in tragic circumstances. While it may be rare in practice, employers should be prepared for situations where an individual could take up to a year away from work following the death of a partner. 

Immigration rules changes 

In the Statement of changes to the Immigration Rules published in March, a series of changes to immigration rules came into effect. Employers should consult the rules in full if they wish to have a complete view of any changes. In respect of changes across broad employment considerations:

• where you employ academics and researchers, from 1 July 2026, employers have a fast-track design pathway available to them under the Global Talent route, and,
• if any business’s employees were anxious about the rollout of the higher entry level English language requirements for settlement – the date to prepare has been released: people applying for settlement must meet B2‑level English (rather than B1) by 26 March 2027.

Tribunal appeal guidance 

With the significant tribunal backlog in the UK right now, the Employment Appeal Tribunal has confirmed how it intends to ‘sift’ through reconsideration applications. The confirmation of the ‘sift’ process came about during a long-running equal pay claim between Tesco Stores Ltd v Element (2026).  

In the EAT case response, it is suggested reconsideration applications are being sifted by: 

• A judge, at the first stage, making a straightforward yes/no decision based on whether there is a real chance that the original judgment will be changed. 
• Where the judge allows it to continue, the tribunal must then write to the parties. The letter invites the parties to send in written comments and to say whether they think a hearing is needed. The tribunal can also share its early thoughts about the application, but these early views are not final. 

CIPD members can consult the law resource on tribunal claims to understand how they work in practice.