From April 2026, a number of important employment law changes are taking effect. For employers and employees, the practical message is simple: this is a good time to review contracts, policies, internal procedures, and workplace correspondence to make sure they reflect the new position.
What is changing in April 2026?
According to the current government implementation timetable, measures taking effect include:
- day-one paternity leave
- day-one unpaid parental leave
- stronger whistleblowing protection where a worker reports sexual harassment
- statutory sick pay reform
- changes to the collective redundancy protective award
- simplification of the trade union recognition process
- the launch of the Fair Work Agency
Why this matters
These changes affect how employment relationships are managed in practice. In particular, they may impact how leave is handled from the start of employment, how sickness absence is managed, how workplace concerns are raised, and how redundancy or internal processes are approached.
For many organisations, the main risk is continuing to rely on outdated contracts, policies, or templates after the implementation date. For employees, the key issue is understanding what rights now apply earlier than before and how to raise concerns properly.
If you need structured support, see our employment law advisory support.
What employers should review now
- family leave policies
- sickness absence and statutory sick pay wording
- whistleblowing and anti-harassment policies
- redundancy-related processes
- internal HR templates and standard correspondence
Need help reviewing employment documents?
We can review contracts, policies, or workplace correspondence and provide clear written next steps within a non-reserved scope.
What employees should keep in mind
- whether workplace policies are up to date
- how paternity leave, parental leave, and sick pay now apply
- how concerns can be raised appropriately
- keeping key communications in writing where relevant
Where EFC Legal may be able to help
EFC Legal provides non-reserved advisory support. This may include practical support such as:
- employment contracts and workplace policies review
- disciplinary or grievance correspondence
- draft responses and next-step letters
- general written guidance on your situation
If a matter requires tribunal representation, urgent litigation, or another reserved legal activity, we will explain this clearly and signpost appropriately.
Need help reviewing employment documents or workplace correspondence in light of the April 2026 changes? Contact EFC Legal to discuss whether the matter fits our non-reserved advisory support.
Need practical help with your situation?
Book a consultation or send an enquiry and we’ll confirm whether your matter fits our non-reserved advisory support.
Last updated: April 2026
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