Written by Kelly Eyton-Jones
Looking Ahead: What April 2026 Means for the Future of Work
As we head rapidly towards tax year end, a key milestone for all of us in the financial planning world, another important moment is also on the horizon that will impact all businesses. As April 2026 approaches, organisations are preparing for the next phase of the UK’s employment law reforms.
Back in November, we shared our blog ‘The New Day One Employment Laws’, outlining the proposed “Day One” rights under the Employment Rights Bill. Since then, the government has refined its approach, scaling back some elements and confirming a more phased rollout.
What’s changing in April
A number of updates centre on day one rights and increased protection for employees.
Statutory Sick Pay is set to become more accessible, with support available from the first day of sickness. The removal of the lower earnings limit also means more people will be eligible, making the system more inclusive overall.
Family friendly policies are also being strengthened. Paternity leave and unpaid parental leave will become day one rights, including additional support for bereaved partners, helping employees access time off when it matters most.
There are also changes aimed at strengthening employee voice and protection. Trade unions will have a clearer path to recognition, and new measures will support whistleblowing, particularly in relation to workplace harassment.
Alongside this, a new Fair Work Agency will be introduced to help ensure these rights are properly upheld in practice.
What it means
For many businesses, these changes will require adjustment. For us, it’s more of a continuation than a shift.
We’ve always believed in doing the right thing by our people, not because legislation requires it, but because it’s how we build a strong, sustainable, people focused business. Many of the changes being introduced, from day one support to inclusive policies, have been part of how we work for a number of years.
Our view
It’s encouraging to see the wider world of work in the UK moving in this direction. But for us, this isn’t about catching up with new legislation, it’s about continuing a way of working we already believe in.
We’ve built our approach around trust, flexibility, and genuinely supporting our people through different stages of life and career. That means creating an environment where people feel valued from day one, not just through policy, but in real life, every day.
If you’re looking for a workplace where that’s already the norm, not the aspiration, you’ll feel it. Right from day one.
