Planning for the April Employment Law Changes

This April will bring the usual wave of employment law updates in the form of adjusted statutory payment rates, but this year’s changes are more substantial than many of you are used to. Following the passing of the Employment Rights Act 2025, April will represent the first notable milestone in one of the most substantial legislative updates to the UK employment law framework in years.

With increased statutory payments and expanded protections for workers, organisations should take a moment to pause, review and prepare.

An Increase in Day One Rights

From April, paternity leave and unpaid parental leave will be available to employees from day one, removing previous qualifying service requirements. For you, this means ensuring compliance from the very start of the employment relationship, particularly when onboarding new starters and reviewing contracts.

Major Changes to Statutory Sick Pay

SSP is undergoing one of its biggest changes in years. The waiting period is being removed, so payments will now be due from the first day of sickness absence. Eligibility is also widening, allowing more lower-paid and atypical workers to qualify. Alongside this, the weekly rate of SSP is increasing in April, which will have both payroll and cost implications.

Annual Increases to Pay and Statutory Rates

As is customary each April, statutory family-related pay rates will rise, including maternity, paternity, adoption, shared parental and parental bereavement pay. National Living Wage and National Minimum Wage rates are also increasing, requiring you to review pay structures and budgets to ensure compliance.

Stronger Enforcement and Protections

April also brings stronger enforcement and protection measures. Changes to redundancy consultation rules mean failures to comply can result in significantly higher protective awards. Whistleblowing protections are being extended so that employees who raise concerns about sexual harassment receive enhanced legal protection, highlighting the importance of clear reporting channels and robust investigations.

Looking Ahead

These April changes form part of a broader programme of reform that will continue throughout the year. While not every detail is in force yet, the overall direction is clear: greater worker protection, stronger enforcement, and higher expectations on employers.

What You Should Do Now

Early preparation is essential. Updating policies, reviewing contracts, training managers and communicating clearly with staff will help ensure compliance and avoid last-minute disruption. Payroll and HR must work closely together to ensure the April changes are correctly applied.

These updates are a timely reminder to review your employment practices - if you require assistance with policy reviews, contract updates and practical compliance guidance please do not hesitate to contact us on 0800 542 4245 .... and keep an eye open for our updated Facts & Figures Guide – coming out before April!