What Every Employer Needs to Know
If it feels like the goalposts keep moving, that’s because they are. 2026 is shaping up to be one of the biggest years for UK employment law in a generation, as the Employment Rights Act 2025 rolls out in stages across the year — with more to come in 2027.
For busy business owners and managers, keeping track of what’s already live, what’s coming next, and what it actually means for your business is a full-time job in itself. That’s where we come in. Here’s your plain-English guide to the UK employment law changes you need to know about right now.
Statutory Sick Pay Is Now a Day-One Right
From April 2026, statutory sick pay (SSP) became payable from day one of sickness absence, with the lower earnings limit removed entirely. This means every employee — not just those earning above a certain threshold — is entitled to sick pay from the very first day they’re off, rather than waiting three days as before.
What this means for you: Review your sickness absence policy now. If your handbook still references waiting days or an earnings threshold, it’s out of date and needs updating.
Paternity and Parental Leave: Also Day-One Rights
Alongside SSP, paternity leave and unpaid parental leave also became day-one entitlements from April 2026. Employees no longer need a minimum length of service to qualify.
What this means for you: Your family leave policies and any new starter documentation should reflect these entitlements immediately, not after a qualifying period.
Whistleblowing Protection Extended to Sexual Harassment Disclosures
Since 6 April 2026, a disclosure about sexual harassment now qualifies for whistleblowing protection, meaning anyone raising a concern is protected from detriment and unfair dismissal as a result.
What this means for you: Make sure your whistleblowing and harassment policies join up, and that anyone handling these disclosures understands the added protection now in play.
Menopause and Gender Pay Gap Action Plans
From 6 April 2026, employers of all sizes can voluntarily publish action plans covering menopause support and gender pay gap actions. This becomes mandatory for employers with 250+ staff from 2027.
What this means for you: Getting ahead of this now — even voluntarily — is good practice and a strong signal to your workforce. It’s also one less thing to scramble for when it becomes compulsory.
Don’t Wait Until It Lands on Your Desk
With this much change moving through in stages, it’s easy for something to slip through the cracks — an outdated policy, a contract clause that no longer holds up, or a process that hasn’t caught up with the law. Given the pace of change, staying compliant is an ongoing job, not a one-off task.
At Cheviot HR, we help businesses across Northumberland and beyond stay ahead of exactly this kind of change — reviewing policies, updating contracts, and making sure your HR practices hold up under the new rules, not just the old ones.
Want a policy health check before the next round of changes lands? Get in touch with the Cheviot HR team for a no-obligation chat about where your business stands.