Employment legislation changes – April 2026
Alongside the implementation of the Employment Rights Act 2025, there are other regular employment legislation changes to keep up with.
National Minimum Wage rates – from April 2026
The National Minimum Wage/living rates are going up on 1 April 2026, therefore if your pay is based on minimum wage rates per hour, you will need to implement these changes:
| Age group | Up to 31/3/2026 | From 1/4/2026 |
| 21 and over | £12.21 | £12.71 |
| 18 – 20 | £10 | £10.85 |
| Apprentices under 19 (or over 19 but in year 1 of apprenticeship) and under 16-17 year olds | £7.55 | £8 |
Statutory pay rates – From April 2026
Family friendly leave
The rates of Statutory Maternity, Adoption, Paternity, Shared Parental and Parental Bereavement pay will increase to £194.32 per week.
Statutory Sick pay
The rate of Statutory Sick Pay will increase to £123.25 per week.
Lower earnings limit
The LEL will increase from £125 to £129 were week. Employees who earn under the LEL, will not qualify for statutory pay during Family Friendly leave.
Statutory redundancy payments
With effect from 6th April 2026, the statutory redundancy pay cap will increase to £751 per week (up from £719). It’s important to ensure you get up to date compensation information for anyone who leaves due to redundancy on or after this date. You will need to calculate their redundancy pay on the new rate. If the redundant employee’s normal weekly rate is under the new figure, you should calculate their redundancy compensation based on their actual weekly pay rate.
Employment Rights Act changes – April 2026
Previously we have covered the changes occurring as a result of the Employment Rights Act 2025, and you can find more information here:
- Changes to paternity leave, unpaid parental leave and whistleblowing
- Changes to collective redundancy consultation and enforcement of workers rights
If you need any help implementing any of these changes, please get in touch.