Employment Law Changes To Employee Rights From April 2026: Critical Updates For The Staff Handbook

From 6 April 2026, important changes introduced under the Employment Rights Act 2025 will begin to affect workplace policies. Employers will have a legal responsibility to ensure staff are aware of these updates and that their staff handbook and HR policies reflect the new requirements. However, many organisations may not yet have reviewed their documentation. Failing to update policies or communicate changes could expose businesses to unnecessary risk.

Here are the key changes employers need to add to the staff handbook.

Statutory Sick Pay Changes

One of the most significant changes concerns Statutory Sick Pay (SSP), which widens eligibility. Currently, SSP is only available to employees earning above the Lower Earnings Limit (LEL) after three waiting days of sickness absence. From April 2026, the LEL requirement will be removed. In addition, SSP will be payable from day one of absence. Workers will receive either 80% of their normal earnings or the statutory SSP rate (currently £118.75 per week), whichever is lower

Employers should ensure their sickness absence policies and payroll processes reflect these changes. 

Day-One Rights for Paternity and Parental Leave

The Employment Rights Act will also introduce day-one eligibility for paternity leave and parental leave. Currently, paternity leave requires 26 weeks’ service, and parental leave requires one year’s service. From April 2026, these qualifying periods will be removed. Both become day-one employment rights. Notice requirements will remain unchanged, so employees must still provide the correct notice to take leave. This change means employers should update their:

  • Family leave policies
  • Staff handbook
  • Manager guidance documents

Stronger Protections Around Sexual Harassment Disclosures

The new legislation strengthens protections for employees who raise concerns about sexual harassment through whistleblowing. Employees will be protected from detriment or dismissal if they report that harassment has occurred, is occurring, or is likely to occur.

This makes it essential that organisations review their anti-harassment policies, whistleblowing procedures, and reporting processes.

Bereaved Partner’s Paternity Leave

Additional legislation confirms that eligible bereaved partners will be entitled to paternity leave from day one of employment. Employers should ensure that compassionate leave and family leave policies in the staff handbook reflect this entitlement.

Why Updating Your Staff Handbook Matters

These changes highlight why keeping your staff handbook up to date is essential. Employers should ensure:

  • Policies are legally compliant
  • Employees are informed of their rights
  • Managers understand how to apply the new rules
  • Documentation reflects current legislation

Regular policy reviews are a simple way to reduce risk and demonstrate good employment practice.

How Spotlight HR Can Help

Keeping up with employment law changes can be time-consuming, but failing to act can be costly. Spotlight HR can help you review your HR policies and update your staff handbook. In addition, we can assist in communicating the changes clearly to your employees. Our purpose is to ensure your business remains compliant and is as protected as possible. If you’re unsure whether your documentation is ready for April 2026, now is the time to review it.

Why Manager Training Matters More Than Ever

A few words from Kimberly Bradshaw, founder and CEO of Spotlight HR.

Kimberly Bradshaw

 

“Updating the staff handbook is essential, but policies alone are not enough. Managers must understand how to prevent issues and respond appropriately if concerns are raised.

It’s essential that organisations understand they are now required to demonstrate that they have trained everyone, as part of their requirement to do everything they can to prevent sexual harassment.

To support employers, Spotlight HR has launched a series of training courses for managers, business owners, and staff members, designed to protect your business and ensure compliance. They focus on real-world workplace situations and realistic scenarios, using clear language to deliver practical guidance that can be applied immediately. ” ~ Kimberly Bradshaw

Training Courses Available Now

  • Preventing Sexual Harassment – training for Managers
  • Preventing Sexual Harassment – training for Staff
  • Preventing Sexual Harassment – train the trainer

These are available now to run in-house. Open course dates to be confirmed.

Training Courses Coming Soon

  • Equality, Diversity, and Inclusion – another one required by law to ensure all staff understand the requirements of the equal opportunities laws and, more broadly, responsibilities in the workplace regarding diversity and inclusion
  • Line Manager Responsibilities – understand and prevent what goes wrong when organisations don’t follow the law

For help making sure your policies are up to date and your business is protected, contact Spotlight HR today.