National Minimum Wage increases will take effect from 1 April 2026.
The table below details the increases.
| April 2025 | April 2026 | % Increase | |
|---|---|---|---|
| Age 21 and over | £12.21 | £12.71 | 4% |
| Age 18 – 20 | £10.00 | £10.85 | 8.5% |
| Age under 18 | £7.55 | £8.00 | 6% |
| Apprentice | £7.55 | £8.00 | 6% |
The minimum wage increase must be implemented from the start of the next pay reference period, following 1 April 2025.
Increases to Statutory Payments (per week)
| April 2025 | April 2026 | % Increase | |
|---|---|---|---|
| Statutory Family Related Leave* | £187.18 | £194.32 | 3.8% |
| Statutory Sick Pay (SSP) | £118.75 | £123.25 | 3.8% |
| Lower Earnings Limit | £125.00 | £129.00 | 3.1% |
*Includes Statutory Maternity Pay, Paternity Pay, Adoption Pay, Shared Parental Pay, Maternity Allowance Parental Bereavement Pay and Statutory Neonatal Care Pay.
The Employment Rights Bill
....and of course, more on the Employment Rights Bill.
From April 2026 – the first substantial wave of new rights and protections will come into force:
Day –one entitlement to statutory sick pay (i.e. no waiting period and removal of the lower earnings limit threshold).
Day-one rights to paternity leave and unpaid parental leave.
Doubling of the maximum protective award for failures to consult in collective redundancies.
A new enforcement body (the Fair Work Agency) will be created to oversee labour law compliance.
Simplified processes for trade-union recognition and modernised union balloting (e.g. electronic ballots).
Enhanced whistleblower protections, including for sexual harassment disclosures.
Greater protection against unfair dismissal (i.e. removing the current two-year qualifying period). We now know this won’t be a day one right as initially proposed, rather a six-month qualifying period, with the compensation cap for unfair dismissal of a year’s salary also being lifted.
From October 2026 – we can expect a second wave with deeper structural and contractual changes:
Tighter regulation on “fire and rehire” practices.
Changes to employment tribunal rules (longer time-limits for making changes).
New duties on employers to prevent harassment by third parties (e.g. clients or customers).
Expanded rights for trade-union access, representation and collective bargaining processes.
Into 2027 and beyond – the Bill plans more ambitious structural reforms, though timing is less certain:
Increased rights for workers on zero- or low-hours contracts, such as guaranteed hours offers or protections around shift cancellations.
Stronger protections around pregnancy, maternity / parental leave and return to work.
New or expanded protections around flexible working requests, workplace equality (including for menopause), and broader union / industrial relations reforms.
Don’t forget to keep an eye on our Employment Rights Hub Bill, where we will keep you updated with what is happening and when.
