Full list of 8 major rule changes for UK workers as raft of new rights kicks in

UK Workers Gain New Rights as Major Rule Changes Take Effect

Millions of workers across the UK are set to benefit from a sweeping set of employment law reforms that came into force on April 6, 2026, marking one of the most significant overhauls of workplace protections in recent years.

The changes, introduced under the Employment Rights Act 2025, aim to expand access to basic protections, strengthen enforcement, and modernise workplace policies to reflect today’s labour market.

Sick Pay Overhaul Expands Coverage

One of the most impactful reforms is the overhaul of Statutory Sick Pay (SSP). Workers are now entitled to receive sick pay from the very first day of illness, eliminating the previous three-day waiting period that often left employees without income at the start of a sickness absence.

In addition, the removal of the lower earnings limit means that low-paid and part-time workers—many of whom were previously excluded—are now eligible. The change is expected to bring millions more workers into the safety net and reduce financial strain during short-term illness.

Paternity Leave Available From Day One

New fathers and partners will also benefit from improved family leave rights. Previously, employees needed to complete a qualifying period—typically 26 weeks of continuous service—before being eligible for paternity leave.

Under the new rules, that requirement has been scrapped, allowing workers to take paternity leave from their very first day in a job. The move is designed to give families greater flexibility and ensure that new parents can spend time together without delay.

Support for Bereaved Families Strengthened

In a significant and compassionate extension of family rights, new provisions now allow partners to take extended leave if the child’s mother or primary adopter dies within the first year after birth or adoption.

This measure enables affected partners to take up to 52 weeks of leave, providing crucial time to grieve, adjust, and care for their child during an extremely difficult period.

Tougher Rules on Redundancy Consultations

Workers facing redundancy are also better protected under the updated framework. Employers who fail to properly consult staff during large-scale redundancies now face increased financial penalties.

The enhanced “protective award” is intended to ensure that businesses follow fair procedures and give employees a meaningful opportunity to respond to redundancy proposals.

Whistleblowers Given Greater Protection

The reforms also strengthen protections for whistleblowers—workers who report wrongdoing in the workplace. This includes issues such as harassment, unsafe working conditions, or financial misconduct.

With stronger safeguards against dismissal or retaliation, the government hopes to encourage more employees to come forward without fear, helping to improve accountability across industries.

New Fair Work Agency to Enforce Rights

A key structural change is the creation of a new Fair Work Agency, which will act as a central body responsible for enforcing a wide range of employment rights.

The agency will oversee compliance with rules on sick pay, holiday pay, and minimum wage, and is expected to play a crucial role in both enforcement and education, helping employers and workers better understand their rights and responsibilities.

Employers Face Stricter Record-Keeping Duties

Businesses are now required to maintain detailed records demonstrating compliance with holiday pay regulations. These records must be retained for at least six years.

The move is aimed at increasing transparency and making it easier to resolve disputes, ensuring workers receive the pay they are entitled to.

Large Firms Pressured to Address Pay Gaps

Finally, larger employers—those with 250 or more staff—are being pushed to take greater accountability for workplace equality. They are expected to publish action plans outlining how they intend to address issues such as gender pay gaps and broader inclusion efforts.

While not all aspects are strictly enforced through penalties, the expectation is that increased transparency will drive cultural and organisational change.

The Sun