As the UK prepares for another wave of statutory Employment Rights changes in April 2026, employers must be ready for updates to minimum wage rates, statutory sick pay, family-related pay and earnings thresholds. These changes continue to reshape workplace responsibilities for UK employers.
These changes will affect millions of workers and have direct cost and compliance implications for businesses of all sizes. At Limelite, we’re here to help you understand what’s changing — and what you need to do next.
National Minimum Wage & National Living Wage Increases (April 2026)
From 1 April 2026, the Government will increase the legal minimum pay that most workers are entitled to receive. This wage rise is one of several changes employers will need to follow.
The new hourly rates will be:
- National Living Wage (aged 21 and over): £12.71
- National Minimum Wage (aged 18–20): £10.85
- National Minimum Wage (under 18): £8.00
- Apprentices aged 19 and under: £8.00
- Apprentices aged 19+ (first year of apprenticeship): £8.00
The accommodation offset will also increase to £11.10 per day where accommodation is provided during the pay period. This increase forms part of the statutory changes coming in April 2026.
Employers should ensure payroll systems and contracts reflect these updated wage rates from April 2026.
Statutory Sick Pay (SSP) Changes from April 2026
From 6 April 2026, Statutory Sick Pay (SSP) will increase to: Here, statutory changes directly impact employee wages.
- £123.25 per week, or
- 80% of the employee’s average weekly earnings, whichever is lower.
Major SSP Reforms Employers Must Prepare For
The Government is also introducing significant reforms to SSP eligibility. These statutory changes are critical to employer compliance.
✔ The three-day unpaid waiting period will be abolished, meaning SSP will be payable from day one of sickness absence.
✔ The Lower Earnings Limit (LEL) will be removed, allowing many low-paid and previously excluded workers to qualify for SSP.
These changes will significantly widen SSP coverage and increase employer responsibility, representing important statutory changes for 2026.
Statutory Family-Related Pay Increases (April 2026)
From 6 April 2026, the following statutory payments will increase to: Employers should keep track of all statutory changes affecting pay rates.
- £194.32 per week, or
- 90% of the employee’s average weekly earnings, whichever is lower.
This applies to:
- Statutory maternity pay
- Statutory paternity pay
- Adoption pay
- Shared parental pay
- Neonatal care pay
- Parental bereavement pay
Employers should review family-leave policies to ensure ongoing compliance.
Lower Earnings Limit (LEL) & Other Statutory Thresholds
The Lower Earnings Limit (LEL) – historically used to determine eligibility for certain statutory benefits – will rise to £129 per week in April 2026, signalling the latest round of statutory changes to payroll rules.
While SSP eligibility rules are changing, this threshold remains relevant for other statutory and payroll calculations under ongoing statutory changes.
What the April 2026 Statutory Changes Mean for Employers
To remain compliant, employers should prepare to address all major changes in employment law.
- Update payroll systems with new wage rates and statutory pay increases
- Budget for higher employment costs, particularly for minimum-wage workers undergoing statutory changes
- Review sickness absence, SSP and family-leave policies
- Train managers on day-one SSP eligibility and revised thresholds set forth by statutory changes
Early preparation will reduce risk and help manage rising employment costs.
