Employment Law

Employment Law Changes: What Employers Need to Know

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April 2026 brings several important changes to employment law.

If you employ staff in Northern Ireland, now is a good time to review your policies and processes to ensure everything is up to date.

The key areas to be aware of are:

  • Statutory Sick Pay (SSP) changes
  • New miscarriage leave entitlement
  • Minimum wage increases

These employment law changes will have an impact on how you manage absence, support employees and control costs within your business.

Statutory Sick Pay (SSP): Day One Rights

One of the most significant changes is the introduction of SSP from day one of absence.

What’s changing?

  • SSP will now be payable from the first day of sickness absence
  • More employees will qualify for SSP
  • Payments will be based on a percentage of earnings, up to a weekly cap

This means short-term absences that were previously unpaid may now be paid.

It is therefore important to review your absence policy, introduce clear return-to-work processes and ensure your managers are confident managing absence effectively.

This is less about the change itself and more about how it is managed day to day.

Miscarriage Leave: A New Right in Northern Ireland

From April 2026, employees in Northern Ireland will have the right to statutory miscarriage leave.

What’s being introduced?

  • Up to two weeks’ leave following pregnancy loss
  • Available from day one of employment
  • Applies to both the employee and their partner
  • Paid at a statutory rate

This is an important and sensitive area.

Employers should ensure that policies are updated and that managers are prepared to handle these situations appropriately and with care.

Minimum Wage Increases

From April, minimum wage rates are increasing across all age groups.

The new rates are:

  • Age 21+: £12.71 per hour
    • Age 18–20: £10.85 per hour
    • Age 16–17 and apprentices: £8.00 per hour

Be sure to review pay rates across your workforce, as well as salary structures and overtime calculations.

Small oversights can lead to compliance issues, so it is worth taking the time to ensure everything is in order.

These changes reflect a continued focus on employee protection in the workplace.

For employers, this means greater responsibility, some increased costs and, most importantly, the need for clear and consistent processes.

Taking a proactive approach now can help prevent more complex issues later.

If you’re unsure whether your policies, contracts or processes are up to date, or you would like support reviewing your current approach, feel free to get in touch.