Workers across Britain are now covered by major new employment protections as of April 2026, with the government confirming that approximately fifteen million people—half the entire workforce—will benefit. Seven key measures from the Employment Rights Act 2025 are now legally binding, affecting anyone feeling unwell before heading into work.
Statutory Sick Pay from Day One
One of the most significant changes concerns sick pay. From 6 April 2026, Statutory Sick Pay (SSP) is paid from the first day of absence, removing the previous three-day waiting period. The lower earnings limit has also been scrapped, extending SSP to an additional 1.3 million low-paid workers. SSP will now be calculated as a percentage of usual earnings rather than a flat weekly rate, ensuring fairer compensation for those on lower incomes.
Day One Family Leave and Bereavement Rights
Parental leave has become more accessible. Paternity leave and unpaid parental leave are now day one rights, meaning employees are entitled from their first day in a new job. Bereaved partner's paternity leave is also introduced, granting time off following the death of a child's mother or primary adopter.
End to Fire and Rehire Practices
The Act curbs unscrupulous fire and rehire practices, providing stronger protections for workers. Disclosure of sexual harassment now qualifies as a 'qualifying disclosure' under whistleblowing laws, offering protection from dismissal and detriment.
Collective Redundancy and Trade Union Changes
Fines for employers who fail to consult in collective redundancy situations have doubled to 180 days' pay per affected employee. Trade unions can now use a simplified statutory recognition process to negotiate over pay and conditions. Employers must also keep records of annual leave and holiday pay.
New Enforcement Body
A new Fair Work Agency will uphold workers' rights and support business compliance. Employers with 250 or more employees are encouraged to publish action plans on reducing gender pay gaps and supporting employees experiencing menopause.
Unfair Dismissal Qualifying Period
From 1 January 2027, the qualifying period for unfair dismissal protection will reduce from two years to six months. The original proposal for day one protection was scaled back before the Act became law.
Economic and Social Impact
The TUC estimates the Employment Rights Act will deliver an estimated £10 billion boost to the economy through improved health, wellbeing, job satisfaction, and productivity. TUC General Secretary Paul Nowak said: "Stronger rights at work are good for workers and employers—driving up labour market participation, improving health, raising productivity and boosting demand."
Acas, the Advisory, Conciliation and Arbitration Service, is providing guidance and training to help employers and workers adapt. Acas Chief Executive Niall Mackenzie commented: "The Employment Rights Act is a major shake-up in employment law and will impact businesses and workers across the country."
Prime Minister Keir Starmer stated: "This Government is delivering the biggest upgrade to workers' rights in a generation. Our Employment Rights Bill is good for workers, good for businesses and good for the economy."
