Know Your Rights: What’s Changing in Employment Law
This April, a series of important employment law updates have come into effect, bringing stronger protections, expanded rights, and higher expectations for employers.
These reforms mark real progress. But what’s written in law and what’s experienced at work are not always the same.
National Minimum Wage and Living Wage Increases
From 1 April, the National Living Wage and National Minimum Wage rates have increased across all age groups, raising the legal baseline for pay.
For many workers, this is a welcome step. But for some, wages may still struggle to keep pace with the real cost of living.
The legal minimum is a foundation, not a benchmark for good work.
Statutory Pay Increases
Statutory pay rates are increasing across the board, including all of the below increasing from £187.18 to £194.32
→ Statutory Maternity Pay (SMP)
→ Statutory Adoption Pay (SAP)
→ Statutory Paternity Pay
→ Shared Parental Pay (ShPP)
→ Neonatal Care Pay (SNCP)
→ Statutory Sick Pay (SSP) increasing from £118.75 to £123.25
Let’s be honest. The rise is modest and still falls short of the real cost of living.
For many families, taking leave remains financially out of reach, even when they are legally entitled to it.
The statutory minimum is just that. A minimum.
Employers who go further don’t just support families. They benefit too:
→ Higher retention
→ Better wellbeing
→ Lower sickness absence
→ More inclusive workplaces
Expanded Access to Family Leave
From 6 April, several key family leave rights are available from day one of employment:
→ Paternity leave is now a day one right
→ The restriction preventing paternity leave after shared parental leave has been removed
→ Up to 52 weeks of unpaid bereaved partner’s paternity leave for eligible secondary carers
→ Ordinary parental leave is now a day one right
This is a meaningful step forward.
These changes give parents and carers more flexibility, security and control at the times they need it most.
Redundancy Consultations: Higher Stakes, Clearer Expectations
The maximum protective award for failing to properly consult during collective redundancy has doubled.
From 90 days’ pay to 180 days’ pay
This sends a clear message. Consultation must be taken seriously.
Employers are expected to:
→ Plan properly
→ Consult genuinely
→ Keep clear records
→ Be transparent throughout
Sexual Harassment Protections
From April, disclosures of sexual harassment are treated as protected whistleblowing, strengthening legal protections for those who speak up.
This means anyone who reports sexual harassment is legally protected from:
→ Detriment
→ Retaliation
→ Unfair dismissal
Because speaking up should never cost someone their job.
NDAs and Your Rights
Non-disclosure agreements (NDAs) are common in workplace settlements, but recent and upcoming employment law changes are limiting their use in certain situations. NDAs cannot stop you from reporting harassment, discrimination, or making a protected whistleblowing disclosure.
Further protections preventing NDAs from blocking harassment or discrimination reporting are expected to come into force later in 2026 or 2027.
To find out more about these changes, visit the official government guidance:
A Step Forward But Not the Finish Line
These reforms represent progress, but progress on paper does not always translate into real change at work.
Know Your Rights. Use Them.
Understanding your rights is the first step. Using them and challenging poor practice is what drives real change.
Because the law may set the minimum, but better workplaces are built by going beyond it.
