Significant changes to statutory pay rates and employment leave entitlements are set to begin tomorrow, 5 April 2026, under new regulations enacted by the Labour government. These updates affect Statutory Maternity Pay (SMP), Paternity Pay, Adoption Pay, Shared Parental Pay, Parental Bereavement Leave, Neonatal Care Pay, and Statutory Sick Pay (SSP).
One of the most notable changes is the removal of the 26-week qualifying period for statutory paternity leave. From the first day of employment, employees will now be eligible for paternity leave if their child is due on or after 6 April 2026. Similarly, unpaid parental leave entitlement has been revised to begin from Day 1 of employment rather than after one year’s service. The entitlement remains 18 weeks per child up to their 18th birthday, with a maximum of four weeks per year unless otherwise agreed.
Furthermore, employees may now take paternity leave following any shared parental leave, expanding flexibility for families.
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In terms of pay rates, statutory payments for maternity, adoption, shared parental, paternity, and neonatal care will increase to £194.32 per week or 90% of the employee’s average weekly earnings if this amount is lower. This adjustment reflects the government’s commitment to better supporting working parents and caregivers.
A new right to bereaved partner leave also takes effect from 1 April 2026. This leave is available from Day 1 of employment and provides additional protection for employees who experience the death of a partner within the first year of their child’s life.
Reforms to Statutory Sick Pay (SSP) are also significant. SSP will now be payable from the very first day an employee is off sick, removing the previous three-day waiting period. This change applies to all employees, including casual staff, ensuring they can receive sick pay during probation. Additionally, the requirement for employees to meet a lower earnings limit to qualify for SSP has been removed, making all workers eligible.
The weekly SSP rate will increase to £123.25 or 80% of the employee’s average weekly earnings if lower. Sick pay will now be calculated daily based on either the standard weekly rate or the employee’s specific circumstances.
These reforms represent a major step forward in enhancing workers’ rights and financial security during critical life events such as childbirth, adoption, illness, and bereavement.