In a landmark shift for UK employment law, the government has announced significant changes to workers’ rights through the new Employment Rights Bill. Perhaps the most substantial change is the introduction of day-one employment rights, set to take effect from Autumn 2026. This reform will reshape how businesses approach new employee benefits and entitlements.
Traditionally, employees needed to complete up to two years of service before accessing certain statutory employment rights. However, this waiting period will soon become history. From Autumn 2026, all employees will be entitled to crucial benefits from their very first day of employment.
The new legislation ensures immediate access to several key employment rights:
Statutory Sick Pay (SSP)
New employees will be entitled to SSP from their first day, providing them with financial security during illness or injury. Employers must ensure their payroll systems are updated to accommodate this change.
Unpaid Parental Leave
Workers will gain immediate access to unpaid parental leave entitlements, offering greater flexibility for family responsibilities from the start of their employment.
Paid Paternity Leave
New fathers and partners will no longer need to wait to access their paternity leave rights, supporting better work-life balance from day one.
Employees facing the loss of a loved one will have immediate access to paid bereavement leave, ensuring compassionate support when needed most.
While Autumn 2026 might seem distant, businesses should start preparing now to ensure smooth implementation of these changes. Here are essential steps to consider:
Contract Updates
Review and revise your employment contracts to explicitly state that SSP, unpaid parental leave, paid paternity leave, and paid bereavement leave apply from the first day of employment.
Policy Review
Examine your existing HR policies and procedures to identify areas requiring updates. Ensure all policies align with the new day-one rights requirements.
Budget Planning
Factor these changes into your financial planning. Consider the potential impact on your business’s cash flow and adjust budgets accordingly and take action before Autumn 2026.
Training and Communication
Prepare to train HR staff and line managers about the new rights. Clear communication with existing employees about upcoming changes will also be crucial.
This reform represents a significant shift in UK employment law, aiming to enhance worker protection and job security. For employers, it means:
At Davenport Solicitors, we understand that adapting to new employment legislation can be challenging. Our experienced employment law team can guide you through these changes, ensuring your business is fully compliant while minimising disruption to your operations.
Whether you need assistance with contract updates, policy reviews, or general advice about the new day-one rights, we’re here to help your business prepare for this significant change in employment law.
Contact our employment law specialists today to discuss how we can support your business in preparing for these important changes.
