OPERATIONAL BRIEF FOR EMPLOYERS
April 2026 marks a structural shift in UK employment liability.
The removal of qualifying periods for family leave, increased statutory pay, and new bereavement protections mean employers will face immediate compliance exposure from day one of employment. These reforms require system-level updates to contracts, onboarding workflows, HR platforms and payroll, not just policy wording changes. This is no longer a future change to note; it is an operational risk that must be planned for during 2025.
KEY FAMILY LEAVE REFORMS FROM APRIL 2026
(UK Employment Law Changes 2026)
Policy Area: Paternity Leave
Current Law (2025): Available only after a qualifying period of service
New Law (April 2026): Day-one statutory right to paternity leave
Policy Area: Unpaid Parental Leave
Current Law (2025): Available after one year’s service
New Law (April 2026): Day-one entitlement from start of employment
Policy Area: Shared Parental Leave
Current Law (2025): Paternity leave generally must be taken before Shared Parental Leave
New Law (April 2026): Greater flexibility allowing paternity leave to be taken after Shared Parental Leave
Policy Area: Bereaved Partner Leave
Current Law (2025): Limited statutory provision
New Law (April 2026): New extended statutory leave where a partner dies before a child’s first birthday
Policy Area: Statutory Family Pay
Current Law (2025): Existing statutory rates and earnings thresholds
New Law (April 2026): Increased statutory rates and revised earnings thresholds These reforms will be implemented via amendments to existing legislation published on gov.uk.
WHY THIS CREATES AN EXECUTION RISK FOR EMPLOYERS
The primary risk is automation-led non-compliance.
Many employers rely on probationary rules embedded in HR software, automated eligibility checks for leave, and payroll triggers linked to length of service. Under the new day-one rights, these systems will default to unlawful restrictions unless proactively re-engineered.
Common failure points already being identified include:
• HR portals that block parental leave requests during probation
• Payroll systems that do not apply statutory pay until service thresholds are met
• Employment contracts referencing outdated qualifying periods
• Line managers refusing leave based on legacy training
Each of these failures creates immediate exposure to employee grievances, discrimination claims and employment tribunal risk.
WHAT EMPLOYERS SHOULD BE DOING NOW
Preparation must be procedural, not cosmetic. Employers should:
• Audit HR and payroll systems to ensure leave is not restricted during probation
• Rewrite family-leave policies to reflect how leave is approved, recorded and paid in practice
• Retrain HR teams and line managers on day-one statutory rights
• Review contracts where enhanced benefits exceed statutory minimums
• Stress-test onboarding workflows to ensure new starters can access parental rights immediately
HOW THE LEGAL PRACTICE CAN SUPPORT EMPLOYERS
Our employment law team advises employers on:
• Redrafting staff handbooks and employment contracts
• Aligning HR software and payroll systems with new statutory rights
• Managing risk where contractual benefits exceed statutory entitlements
• Implementing change programmes and manager training
NEXT STEP
Ensure your 2026 Staff Handbook is compliant before the reforms take effect.
For expert support, contact:
Angalee Pandya
Senior Employment Law Consultant
Mobile / WhatsApp: 07880 927149
Email: apandya@thelegalpractice.co.uk