April is traditionally one of the most significant months in the UK employment law calendar, with annual updates to statutory rates and regulatory changes coming into force.
However, April 2026 is bringing more than just routine changes and consequently, employers will need to review and update their existing HR policies.
National Minimum Wage Increases
From 1 April 2026, the National Minimum Wage and National Living Wage will increase across all age bands. The National Living Wage for workers aged 21 and over will rise to £12.71 per hour, while the rate for workers aged 18–20 will increase to £10.85. The rate for workers aged 16–17 and apprentices will increase to £8.00 per hour.
Statutory Sick Pay
One of the most notable changes relates to Statutory Sick Pay (SSP). Two key reforms will take effect:
- SSP will be payable from the first day of sickness absence, removing the current three unpaid “waiting days”.
- The lower earnings limit will be removed, meaning many more employees will become eligible for SSP.
Day-One Rights for Family Leave
From April 2026, employees will have immediate eligibility for:
- Paid Paternity Leave
- Unpaid Parental Leave
Stronger Protections in Collective Redundancy
The maximum protective award for failure to consult in collective redundancy situations double from 90 days’ pay to 180 days’ pay.
This change significantly increases the financial risk for firms who fail to comply with collective consultation requirements.
Our clients have been issued with the 6 policies that require updates and have a summary as to what these changes are.
If you need the same, please let us know and we’ll get you sorted!
