April 6 is always a big date in the calendar for anyone with a job, but this year the change is much bigger than a simple tax year reset.
The government is rolling out a series of major updates to employment law that are going to change the way sick pay, flexible working, and basic worker protections actually function on the ground. For some, it means more security from day one of a new job; for others, it’s about finally getting a bit of slack when life gets messy outside of office hours.
It’s not just a bit of dry legislative tidying up; these are the rules that dictate how much you get paid when you’re under the weather and how much power you have to ask for a schedule that doesn’t ruin your mental health. If you’re an employer or an employee, you really can’t afford to be caught out by the old rules once the new ones kick in. Here’s what you need to know about what’s changing.
Sick pay is changing from day one.
Right now, statutory sick pay doesn’t kick in until the fourth day of illness, which means the first three days you’re off sick are unpaid. For anyone on a lower income or in a role without enhanced sick pay, that’s a genuine hardship that often pushes people to come in when they really shouldn’t.
From April 6, statutory sick pay will be paid from the very first day of illness, closing a gap in the system that has left workers out of pocket for years. It’s the reform generating the most conversation on both sides, with 43% of employers saying it will have the biggest impact on them and 36% of workers saying the same.
The concern from employers
The worry from some employers is the added cost, particularly for smaller businesses where a handful of absences can have a noticeable effect on the finances. But for workers, it removes a financial disincentive to staying home when ill, which has knock-on benefits for everyone in the workplace. Presenteeism, where people come in sick because they can’t afford not to, has long been a problem in UK workplaces and this change directly addresses one of its root causes.
Unfair dismissal protection is coming in much earlier.
Currently, employees have to complete two full years of service before they qualify for protection against unfair dismissal. That leaves a lot of people in a fairly precarious position during those early months, with employers technically able to let someone go without much justification during that window.
The new six-month rule is coming into force.
From April 6, that qualifying period drops to six months. It won’t eliminate every workplace dispute, but it does mean workers will have meaningful legal recourse much earlier into their employment. Around 31% of employers and 30% of employees rated this as the second most major change coming in April.
Why the two-year wait was always controversial
The two-year qualifying period has been criticised for a long time as leaving too many workers without adequate protection during what is often the most uncertain period of a job. People on fixed-term contracts, those in industries with high staff turnover, and anyone who changed jobs frequently could find themselves cycling through that unprotected window repeatedly throughout their working lives. The six-month threshold is a much more realistic reflection of how quickly people become embedded in a role.
Paternity leave no longer has a waiting period.
The current rules require you to have been in a job for 26 weeks before you’re entitled to paternity leave. If you change jobs during a pregnancy, you could find yourself completely ineligible, which is exactly what happens to a lot of families and forces people into tough decisions about timing career moves around having children.
What’s changing for new parents
From April 6, paternity leave will be available from the first day of employment, with no qualifying period at all. It brings paternity leave into line with what most people would reasonably expect, and removes a rule that felt increasingly out of step with how modern working life actually looks.
The broader picture for working families
For families where one partner has recently changed jobs or is new to the workforce, the old rules could make an already stressful time significantly harder. Removing the qualifying period entirely means that career decisions and family planning no longer have to be as carefully coordinated around arbitrary eligibility windows, which is a practical improvement for a lot of households.
Why these three changes matter together
Taken individually, each reform addresses a specific gap in worker protection. Taken together, they represent a significant change in the balance between employer flexibility and employee security, particularly in those early months of a new job when people are most vulnerable.
Acas says this is one of the biggest shake-ups in years.
Acas, the conciliation service that helps resolve workplace disputes, has described the Employment Rights Act changes as a major change that will impact businesses and workers right across the country. It has confirmed it will be working with employers and employees throughout the implementation process to make sure everyone understands the new rules.
What employers need to do before April
If you run a business or manage people, now is the time to look at your sick pay policies, payroll systems and absence management procedures. The day-one sick pay change in particular may need updating before the first relevant absence comes in after April 6.
How the unfair dismissal change affects early employment
The change in unfair dismissal rules means that performance concerns and conduct issues in those first six months need to be handled and documented properly from the start. It doesn’t mean you can’t manage performance during probation, but there needs to be a clear and fair process behind any decision to let someone go.
What workers should know going into April
From April 6, your rights in a new job get considerably stronger much earlier than before. You’ll be entitled to sick pay from day one, protected from unfair dismissal after six months, and able to take paternity leave regardless of how long you’ve been in your current role. Acas will be updating its guidance online, and their website is a good place to check if you’re unsure about anything specific to your situation.
