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Changes introduced on 6 April 2026 expanded Statutory Sick Pay eligibility and created day-one rights to statutory paternity leave and unpaid parental leave.
Employers must now ensure their policies, payroll systems, absence procedures and manager guidance reflect the new rules. This guide explains what changed and how organisations can respond while supporting employee wellbeing.
At a glance
From 6 April 2026, SSP became payable from the first full day of sickness and the Lower Earnings Limit was removed. Statutory paternity leave and unpaid parental leave also became day-one rights, although the existing qualifying conditions for Statutory Paternity Pay remain.
Scope: The employment-rights changes covered in this article apply in England, Scotland and Wales. Employment law in Northern Ireland is devolved and different rules may apply. These statutory entitlements generally apply to eligible employees. Some workers, contractors and self-employed people may not qualify, although employers may choose to offer enhanced contractual arrangements.
Measures under the Employment Rights Act 2025 introduced three important changes that took effect on 6 April 2026. These measures form part of the wider Employment Rights Act reforms intended to strengthen security and support better working lives:
The Act received Royal Assent in December 2025, with the relevant measures subsequently brought into effect on 6 April 2026.
Previously, employees had to wait three days before becoming eligible for Statutory Sick Pay. From 6 April 2026, SSP is payable from the first full day of sickness absence, removing the previous waiting period.
Eligibility for SSP has been extended to lower-paid employees, with the removal of the Lower Earnings Limit. Many employees who were previously excluded from SSP can now access financial support when they are unwell. This may reduce some of the financial pressure that can come with taking time off due to illness.
From 6 April 2026 to 5 April 2027, SSP is paid at £123.25 per week or 80% of the employee's average weekly earnings, whichever is lower. It can normally be paid for up to 28 weeks.
From 6 April 2026, eligible employees can give notice to take statutory paternity leave from their first day of employment. Transitional notice arrangements applied for some newly eligible parents in the early implementation period. Employers should check the latest GOV.UK guidance when handling cases around the April 2026 commencement dates.
Paternity leave is now available from day one, but Statutory Paternity Pay remains subject to separate eligibility conditions, including the existing 26-week qualifying period. Employers should ensure this distinction is clearly communicated to avoid misunderstandings.
Employees can now give notice to take unpaid parental leave from their first day of employment. The existing notice rules continue to apply, including the usual requirement to give at least 21 days' notice.
Eligible employees can normally take up to 18 weeks' unpaid parental leave for each child, generally before the child turns 18. Unless the employer agrees otherwise, employees normally take no more than four weeks for each child in a year.
|
Employment right |
What changed on 6 April 2026? |
What employers should do |
|
Statutory Sick Pay |
Payable from the first full day; earnings threshold removed. |
Update payroll, absence policies and manager guidance. |
|
Paternity leave |
Leave became a day-one right for eligible employees. |
Update family-leave policies and onboarding materials. |
|
Statutory Paternity Pay |
Existing qualifying conditions remain unchanged. |
Explain the distinction between leave and pay to managers and employees. |
|
Unpaid parental leave |
Became a day-one right; 21-day notice requirement unchanged. |
Update leave-request processes and communicate notice requirements. |
A day-one employment right is an entitlement an employee can access without first completing a minimum period of service.
Since 6 April 2026, statutory paternity leave and unpaid parental leave have been day-one rights. This means eligible employees can give the required notice from the beginning of their employment. Separate eligibility rules may still apply to statutory pay.
SSP is now payable from the first full day of eligible sickness absence. This is distinct from a day-one employment right in the conventional sense: employees must still meet the other relevant eligibility and notification requirements.
The removal of the Lower Earnings Limit means employers may see more employees qualifying for SSP when unwell. A supportive culture is also important because some employees may feel unable to disclose the real reason for sickness absence, particularly where mental ill-health is involved. Absence procedures should be clear, fair and consistently applied.
For employers in Great Britain, the changes to Statutory Sick Pay and parental leave mean policies, payroll systems and line manager guidance must be updated. Any references to qualifying periods for paternity leave or unpaid parental leave should be revised, alongside changes to SSP eligibility and payment arrangements.
Line managers are often the first point of contact when employees need time off. These changes may increase requests for sickness and family-related leave. Providing clear guidance reduces the risk of inconsistent decision-making across the organisation.
Periods of sickness or parental leave can place extra demands on colleagues who are covering work. Employers should consider the impact on workloads and resources when planning for absences, taking a balanced approach that supports everyone involved.
Example: A newly recruited employee becomes unwell during their first week. If they meet the other eligibility requirements, SSP can now be payable from the first full day of their sickness absence. Separately, a new employee who meets the relevant conditions can give notice of paternity leave or unpaid parental leave without completing the former minimum service period.
While complying with employment law is essential, organisations should view the recent changes as more than a regulatory requirement. Workplace wellbeing supports employee health, engagement and performance. As explored in British Safety Council's podcast on taking a more proactive, upstream approach to workforce health, organisations should look beyond reacting to illness and consider how work affects long-term health. Giving employees appropriate time to recover may help reduce pressure to work while unwell and support a safer, more sustainable return to work.
Access to parental leave can reduce stress and help employees balance work and family responsibilities. Clear, supportive family-leave policies can contribute to a more inclusive employee experience and may support recruitment and retention.
A balanced approach can support everyone involved. A healthy workplace culture can help improve morale and create a more supportive working environment. Combining legal compliance with a genuine commitment to employee wellbeing can create healthier, more inclusive workplaces, requiring coordination across HR, payroll and management teams.
"High performing organisations will view these changes not as an administrative exercise, but as an opportunity to create a healthy and sustainable workplace where people feel supported throughout their working lives."
The changes to SSP and parental leave rights require organisations to do more than a simple policy update. A coordinated approach can help organisations apply the new rules consistently, reduce misunderstandings and demonstrate a commitment to a fair and supportive workplace.
Review existing sickness absence, family leave and employee handbook policies. Any references to qualifying periods for paternity leave or unpaid parental leave should be updated, alongside changes to SSP eligibility and payment arrangements. Clear, up-to-date policies help ensure consistency and reduce the risk of misunderstandings.
Payroll and HR systems should be reviewed to ensure they reflect the new legal requirements. Employers will need to confirm that SSP is calculated correctly from day one of absence and that leave requests can be managed in line with the updated entitlements. Working closely with payroll providers and HR software vendors can help identify any necessary system changes.
Line managers are often the first point of contact when employees need time off due to illness or family responsibilities. British Safety Council's Workplace Wellbeing Course for Line Managers can help managers understand their role and support the health and wellbeing of people in their teams. Managers may also benefit from training that helps them approach sensitive conversations about health and wellbeing confidently and consistently.
Employees should be informed about how the changes affect them. Clear communication can help build trust and ensure staff understand their rights and responsibilities. This may include updating intranet pages, sharing guidance documents or discussing the changes during team meetings and onboarding sessions.
Employers should also consider how these changes fit into their wider wellbeing strategy. Encouraging employees to take time to recover from illness, supporting new parents and fostering open conversations about health and family commitments can contribute to a healthier workplace culture. Supporting employees through illness or family leave, while planning effectively for colleagues covering their work, can strengthen employee wellbeing, engagement and retention.
Employers should review sickness absence, leave requests, payroll queries and employee feedback after implementing the changes. Absence, staff turnover and employee feedback can also help employers identify workplace stress risks and monitor whether their controls are effective. This can help identify misunderstandings, inconsistent decisions or additional support needed by employees and managers.
The new Statutory Sick Pay rules took effect on 6 April 2026. SSP is now payable from the first full day of eligible sickness absence, and the Lower Earnings Limit has been removed.
SSP is now payable from the first full day of eligible sickness absence. Employees must still meet the other relevant eligibility and notification requirements.
Paternity leave is now a day-one right, but Statutory Paternity Pay remains subject to separate eligibility requirements, including the existing qualifying period.
No. The statutory parental-leave entitlement discussed in these reforms is unpaid, although an employer may offer enhanced contractual arrangements.
Employers should review sickness absence, paternity leave and unpaid parental-leave policies, along with payroll systems, employee handbooks, onboarding information and manager guidance.
The reforms introduced on 6 April 2026 give more employees access to financial support during sickness and earlier access to important family-leave rights.
For employers, effective implementation means more than changing a policy document. Payroll, HR systems, manager training, employee communications and absence planning must all work together.
By combining legal compliance with a balanced approach to workplace wellbeing, organisations can support employees taking leave while also protecting the wellbeing and workloads of colleagues covering their work.
British Safety Council's Workplace Wellbeing Programme provides practical guidance, resources and expert support to help organisations build a sustainable wellbeing strategy.
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Help managers understand their role and build the confidence to support health and wellbeing across their teams.
Why employers need to move beyond reacting to illness and take a more preventive approach to workforce health.
Practical steps organisations can take to build a supportive culture, improve wellbeing and reduce absence.
This article provides general information and does not constitute legal advice. Employers should consult the latest official guidance or seek professional advice about their specific circumstances.
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