National Minimum Wage

The National Minimum Wage increases on 1 April each year.
Here are the rates for 2026.

Age 21 and over

Age 18 - 20

Under 18

Apprentice

£12.71

£10.85

£8.00

£8.00

Statutory Rates

The Statutory Rates change each year - this year it is on 6 April 2026

Lower Earning Limit

Statutory Sick Pay*
Paid from Day 1 of absence.

Statutory Adoption Pay

Statutory Maternity Pay

Statutory Neonatal Care Pay

Statutory Paternity Pay

Statutory Shared Parental Pay

Statutory Parental Bereavement Pay

£129.00

£123.25

£194.32

£194.32

£194.32

£194.32

£194.32

£194.32

Employment Rights Bill

This table contains a summary of the provisions of the Employment Rights Act 2025 which will implement sweeping changes to Employment Law in Great Britain.
This information is bsased on the final wording of the Act, which became law on 18 December 2025.
This Roadmap is based on the expected timetable, which the Government has not indicated will change. However, please keep checking, or sign up to my newsletter for up to date information.

18 February 2026
Trade Union Reform including enhancing rights and protections in areas such as political funds, balloting, industrial action and recognition.

April 2026
Statutory Sick Pay to be paid to all workers from first day of absence at a rate of either 80% of weekly earnings or the flat rate, whichever is the lower.

April 2026
Parental Leave to become a day one right.

April 2026
Paternity Leave to become a day one right.

April 2026
A Fair Work Agency will be established to bring together different government enforcement bodies. The agency will have hthe powers to enforce payment of statutory payments, bring employment tribunal claims on behalf of individuals, and provide legal assistance, support or representation where individuals have raised a claim themselves. They will be able to visit employers to check employment documentation.

April 2026
The Maximum Protective Award a tribunal can make when a business has failed to follow their obligations on collective consultation will increase from 90 days pay to 180 days pay.

October 2026
Fire and Rehire practices will be brought to an end.

October 2026
The time limit for employees to bring an Employment Tribunal claim will increase from three months to six months.

October 2026
Employers will be required to take all reasonable steps to prevent sexual harassment in the workplace.

October 2026
Employers will be liable for third party harassment

October 2026
Employers will be required to provide all employees with a Trade Union statement and right of access.

1 January 2027
Qualifying service for Unfair Dismissal will be reduced from 2 years to 6 months

1 January 2027
Compensation limits for Unfair Dismissal Claims will be removed

2027
A new right to Bereavement Leave of at least 1 week to apply from day 1 of employment.

2027
Large employers will be required to create Action Plans on supporting employees through menopause and reducing their gender pay gap.

2027
Flexible working will be made the default unless the employer can show its unreasonable.

2027
Collective Redundancy procedures will be extended

2027
Employees will be given more protection from dismissal whilst pregnant, on maternity leave and within six months of returning to work.

2027
Zero hours workers (including Agency workers) will be entitled to reasonable notice of shifts and changes to their shifts and compensation for shifts which are cancelled, moved or ended early.

2027
Those working on zero hours or low hours contracts (including Agency Workers) will have the right to be offered a guaranteed hours contract to reflect regular hours they have worked over a defined period.