Loughborough UCU

Big Changes in UK Employment Law

Big changes have begun in UK employment law, with a new wave in April 2026, marking the most significant shift in workplace rights in over a decade. 

These changes are good news for employees all over the UK – though it is worth noting that in some cases existing university policies are already more generous. We are sharing these updates in partnership with Loughborough University and our sister campus unions UNISON and Unite the Union. Further changes are due to take place through the remainder of 2026 and 2027 and we will provide further updates as changes come in. 

Here’s an overview of what has already changed: 

  1. Trade Union changes
    1. Minimum service level rules for strikes – now removed 
      Rules around ‘minimum service levels’ for strikes were removed on 18 December 2025. These rules were about minimising disruption when there’s a strike. 
    2. Increased dismissal protection for industrial action 
      From 18 February 2026, dismissal for taking part in industrial action became ‘automatically unfair’. This removed the 12-week limit for claiming unfair dismissal.  
    3. Trade union activity 
      From 18 February 2026: 
      The time needed to give notice of industrial action reduced to 10 days, instead of 14 days. 
      Picket supervisors are no longer required. 
      Industrial action mandates last for 12 months, instead of 6 months. 
      Industrial action and ballot notices were simplified. 
      Political fund rules changed. 
    4. Trade union ballots 
      From 18 February 2026: 
      The support threshold rule has been removed – this rule required at least 40% of the total eligible votes to support action. It applied to important public services. Public and private sector ballots now follow the same requirement – they only need more votes in favour of industrial action than against 
      The turnout threshold rules for industrial action ballots will remain until at least August 2026 – they require at least a 50% turnout for industrial action ballots  
  2. New Day One Rights for Key Types of Leave 
    From 6th April 2026, colleagues no longer need to have a minimum length of service to access: 
    Paternity leave – now a day one right 
    Unpaid Parental leave – also became a day one right 
    NB. Entitlement to Statutory Paternity Pay still requires 26 weeks’ service. 
  3. Bereaved Partner’s Leave 
    A new entitlement allows up to 52 weeks’ unpaid leave if the mother or primary adopter dies within the first year of the child’s life. 
  4. Statutory Sick Pay (SSP) changes
    From 6th April 2026:
    1. SSP is payable from day one – no more waiting days. 
    2. All colleagues qualify, as the Lower Earnings Limit was abolished. 
    3. SSP increased to £123.25 per week 
    4. This means every colleague, regardless of hours or earnings, gets day one sick pay support. 
  1. National Minimum & Statutory Pay Increases 
    From 1st April 2026: The National Living Wage (21+) rose to £12.71. 
    From 6th April 2026: Statutory family‑related pay increased to £194.32 per week (SMP, SAP etc.) 
    From 1st May 2026: Loughborough University are committed to paying the Voluntary Real Living Wage to support colleagues to meet the true cost of living.  The Real Living Wage increases to £13.45.  In addition, the University also pays a Loughborough Real Living wage supplement to address pay compression in the lower grades. 
  1. Bereavement Leave Becomes a Day‑One Right 
    All colleagues will gain a day‑one right to at least one week of unpaid bereavement leave, including for pregnancy loss before 24 weeks. 
  2. Redundancy Consultation  
    The maximum protective award for failing to collectively consult is doubling to 180 days’ pay: a significant increase that places greater emphasis on proper consultation (up from 90 days previously). 
  3. Establishment of the Fair Work Agency 
    A new enforcement body, the Fair Work Agency, launched on 7 April 2026.  The Fair Work Agency is a new UK employment rights enforcement body launched in early April, and its role is to strengthen compliance and provide a single, more effective regulator for workplace rights.
  4. Sexual Harassment and Whistleblowing 
    From April, any disclosure relating to sexual harassment automatically counts as a protected whistleblowing disclosure, giving colleagues stronger safeguards when raising concerns. 

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