From 6 April 2026, a series of employment law reforms will come into effect across the UK as part of the government’s plan to Make Work Pay. Introduced through the Employment Rights Act 2025, these changes aim to modernise workplace protections and extend rights to more employees, giving businesses time to plan and prepare.
While the headlines focus on “day one” rights and statutory pay, the broader impact on hiring, workforce planning, and operational risk will be significant. For employers, this isn’t just about compliance; it’s about designing a workforce that works under the new rules.
Key Changes Coming into Force
Some of the measures taking effect from 6 April 2026 include:
- Stronger Day One Rights – including enhanced protections around flexible working and dismissal procedures.
- Day 1 Statutory Sick Pay (SSP) – removing the waiting period and lower earnings threshold.
- Day 1 Paternity Leave and Unpaid Parental Leave – ensuring immediate access to leave rights.
- Strengthened Whistleblowing Protections – particularly for reporting sexual harassment.
- Bereaved Partner Paternity Leave – allowing up to 52 weeks leave if the mother or primary adopter dies in the first year of a child’s life.
- Additional measures – voluntary gender equality action plans, menopause support guidance, and simplified trade union recognition processes.
These reforms will increase obligations, administrative requirements, and cost exposure from the very first day of employment.
Why This Matters for Hiring and Workforce Planning
Individually, each change is manageable. Taken together, they reshape the risk and cost profile of employment in the UK:
- Higher cost exposure – from SSP, wage pressures, and statutory payments.
- Increased administrative burden – for HR and payroll teams.
- Greater risk from poor hiring decisions – with less time to assess suitability and more procedural requirements from day one.
Employers will need to rethink how they balance permanent headcount with freelance and project-based talent. Freelancers are increasingly used strategically to:
- Manage peaks without long-term cost commitments
- Reduce exposure while assessing long-term staffing needs
- Access specialist skills quickly
- Protect permanent teams from burnout during periods of change
Organisations that plan early and build flexibility into workforce models will be better positioned for 2026 and beyond.
Practical Steps Employers Can Take Now
To manage risk and complexity, employers should focus on:
- Reviewing recruitment processes – including thorough screening, clear role scoping, and structured onboarding
- Strategic hiring decisions – using permanent hires, fixed-term contracts, and freelancers where appropriate
- Workforce planning – building talent pools to avoid rushed recruitment and protect existing teams
- Policy updates – formalising flexible working frameworks and documenting consistent decision-making
How Devonshire Supports Employers
At Devonshire, we work across both permanent and freelance hiring, helping employers think strategically about their workforce rather than simply filling vacancies. Our approach ensures you can make the right hire, at the right time, with confidence:
- Decide when a permanent hire is the best solution for your business needs
- Identify opportunities for freelance or project-based support to manage peaks or specialist requirements
- Connect quickly with pre-vetted specialists, sometimes within hours, ready to hit the ground running
- Provide peace of mind that all candidates have been fully screened, interviewed, and had their portfolios reviewed
- Reduce hiring risk through structured processes and compliance checks
- Plan a workforce model that balances permanent and freelance talent strategically
Explore our full range of services here: Devonshire Additional Services
The April 2026 employment law changes are more than a compliance update: they’re reshaping hiring, costs, and risk for UK employers. Organisations that plan, strengthen recruitment processes, and build flexibility into their workforce models will be in the strongest position to thrive.
With April 2026 approaching, having a partner who understands both legislation and practical hiring realities will be crucial.
If you want to discuss how these changes could affect your hiring strategy, Devonshire is here to help – reach out to us with your questions at [email protected] and we will be sure to direct you to the best person in the team to help you.