From 18th February 2026, upgraded employment rights will begin to take effect.
These changes will be introduced gradually between 2026 and 2027, giving employers time to prepare and ensuring workers have clear information about their new rights.
The Department for Business and Trade (DBT) have created resources for employees and employers on these changes (click on the image above).
Changes from 18th February 2026:
- Trade Union Measures: Simpler requirements for trade unions, including in relation to industrial action.
Changes from April 2026:
- Statutory Sick Pay: More employees will qualify, with no earnings threshold and no three-day waiting period.
- Day-one family leave: Employees entitled to Paternity Leave and Unpaid Parental Leave from the first day in a new job. Notice can be given from 18 February.
- Bereaved Partner’s Paternity Leave: New right to time off following the death of a child’s mother or primary adopter.
- Collective redundancy protections: Increase to the protective award for non-compliance.
- Whistleblowing protections: Stronger protections for workers who report sexual harassment.
- Simpler enforcement through the Fair Work Agency: A new body to uphold workers’ rights and support businesses with compliance. Their duties are expanding to the policing of holiday pay.
Open Consultations
Employers can have their say on a number of open consultations covering:
- Code of Practice on Access and Unfair Practices and Unfair Practices in electronic ballots
- Strengthening the Law on Tipping
- Modernising the Agency Work Regulatory Framework Consultation
- Fire and Rehire
- Improving Access to Flexible Working
Roadmap of Employment Rights change
For more information on the changes see:
PAYadvice.UK SSP changes and Employment Righrs Act resource and articles
PAYadvice has published a number of articles and resources on the SSP changes and the Employment Rights Actwhich apply from 6th April 2026 including the transitional arrangements announced by DWP:
PAYadvice.UK 16/2/2026