The Workers Rights 
The UK Employment Rights Act 2025 has made a variety of changes in the workplace where many of the provisions will be applicable from 2nd April 2026 onwards. Employers are required to ensure that payroll, absence management and family-leave policies and HR procedures are linked to the above protections for employees.
Having uniform processes for payroll and HR has become more critical for multinational companies that have extensive, cross-border employee populations to avoid compliance threats.
SSP Now Starts From the First Day
As per the government notification, employees who qualify for pay and are bid eligible will henceforth be entitled to get Statutory Sick Pay (SSP) without the need for having earned less than Lower Earnings Limit (LEL). The old waiting time has also been scrapped with SSP starting from the first day of sickness absence.
For 2026–27, SSP is the lowest of £123.25 per week or 80% of average weekly earnings. Employers should thus update their payroll systems and absence workflows in order to use that new calculation correctly.
Day-One Family Leave and Flexible Working
The right to Paternity Leave and Unpaid Parental Leave will also be introduced before day one, thus eliminating the service requirements for these benefits in the past. Employers should revise contracts, handbooks and leave policies to accommodate the changes.
This is also a right which can be exercised from the first day of work, for flexible working. If a manager is thinking about making a request, employers are required to go through the statutory procedure so consistent manager training and clear documentation is important.
Fair Work Agency Strengthens Enforcement
In April 2026 the Fair Work Agency will be established, consolidating the functions of enforcing employment rights. It is in an effort to further reform the employment law and is also characterized by tougher enforcement of the rights of employees in the workplace.
For employers, this highlights their need for truthful payroll data, papers and compliance processes. Care needs to be taken to revisit arrangements for agency workers or contractors too.
Corporate HR Compliance Priorities
Employers should review payroll setup for the new SSP rules and ensure payments are activated from the first day of being entitled to SSP. HR teams should also delete any old service requirements that are on the relevant family-leave policies.
New procedures on sickness reporting, flexible working applications and employee entitlement should be implemented for line managers. Records should be kept that allow to show how statutory requests and payments were dealt with.
FAQs
What is the new SSP rules date?
New SSP rules will apply to sickness absences started on or after 6 April 2026.
What is the formula to use for calculating SSP for 2026–27?
Eligible employees are paid the minimum of £123.25 per week or 80% of their average weekly earnings.
Is flexible working a day-one right?
Yes. Staff members also have a right of ‘day one’ to request flexible working (under the statutory process and involving statutory grounds for refusal).
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