UK Employment Law Changes Coming Into Effect in April: What Employers Need to Know

Every April brings a wave of updates to UK employment law, and 2026 is no exception. This year’s changes are particularly significant, with a mix of annual rate increases and the first phase of reforms stemming from the Employment Rights Act 2025.

For employers, HR teams and hiring managers, these developments will affect everything from payroll costs to compliance and workforce planning. For recruitment agencies and their clients, understanding these changes early is key to avoiding risk and staying competitive in the labour market.

Below, we break down the key employment law updates taking effect from April and what they mean for businesses.

1. National Minimum Wage and National Living Wage Increases

As is typical each April, statutory wage rates are increasing.

From 1 April 2026, the National Living Wage for workers aged 21 and over will rise to £12.71 per hour, with increases also applying to younger workers and apprentices. Around 2.7 million UK workers are expected to benefit from the uplift. 

While these increases are designed to help workers manage rising living costs, they also mean higher payroll costs for employers, particularly in sectors that rely on entry-level or hourly-paid staff.

For organisations planning recruitment in 2026, budgeting for wage increases will be essential.

2. Statutory Pay Rate Increases

April also brings increases to several statutory payment rates, including:

• Statutory Sick Pay (SSP)
• Statutory Maternity, Paternity and Adoption Pay
• Shared Parental Pay

These rates are typically adjusted each year to reflect inflation and changes in economic conditions. For employers, this means payroll systems and HR policies should be updated accordingly to remain compliant. 

3. The First Phase of the Employment Rights Act 2025

One of the most important developments is the rollout of reforms linked to the Employment Rights Act 2025, which received Royal Assent in December 2025 and will introduce significant changes between 2026 and 2027. 

April marks the beginning of these reforms, signalling the largest shift in UK employment protections in decades. 

Employers should start reviewing their employment policies now to prepare for the changes that will follow over the next two years.

4. Creation of the Fair Work Agency

A new Fair Work Agency (FWA) is being established in April 2026.

This new body will consolidate enforcement of employment rights currently spread across several organisations, including HMRC and the Employment Agency Standards Inspectorate. 

The aim is to strengthen oversight of workplace rights such as:

• Minimum wage compliance
• Holiday pay
• Worker protections
• Agency worker regulations

For businesses and recruitment agencies, this could mean greater scrutiny of employment practices and compliance standards.

5. Planning Ahead for Further Reforms

While April’s changes are important, they are only the beginning. Additional reforms linked to the Employment Rights Act are expected later in 2026 and beyond, including changes around dismissal rights, workplace protections and enforcement. 

This means employers should be thinking not only about immediate compliance, but also about long-term workforce planning and policy updates.

What This Means for Employers and Recruiters

For employers, the April changes highlight three key priorities:

1. Review payroll and budgeting
   Wage increases and statutory pay changes will affect overall employment costs.
2. Update HR policies and contracts
   Policies should reflect the latest statutory rates and upcoming legislative reforms.
3. Work with knowledgeable recruitment partners
   Recruitment agencies can help businesses navigate these changes while maintaining access to top talent.

At a time when employment law is evolving quickly, staying informed is essential for both employers and recruiters alike.

To Conclude

The employment law changes arriving this April mark the start of a broader transformation in the UK workplace. With higher statutory pay rates, new enforcement bodies and significant reforms on the horizon, businesses must stay proactive to remain compliant and competitive.

For organisations hiring in 2026, the key is preparation: understanding the changes, adjusting internal processes, and ensuring recruitment strategies align with the new legal landscape.

If you’d like advice on how these changes may affect your hiring plans, our team is always happy to help.

Keeping in Touch (KIT) days are a valuable but often underused tool during maternity, or adoption, leave. Used well, KIT days help maintain connection without pressure, support a confident return to work, and reinforce that stepping away does not mean being forgotten.

This is not just a theory – it is an approach we actively use within our own company.

Why KIT days matter

When viewing maternity leave as part of a longer career journey rather than a pause on progression, businesses are better placed to:

• Retain experienced talent
• Maintain professional relationships
• Reduce anxiety around returning to work
• Make re-entry smoother for both the individual and the organisation

What can KIT days be used for?

KIT days are flexible and can include any work that would normally form part of the employee’s role.

• Key team or business updates
• Training or professional development
• Strategy, planning, or project discussions
• Structured handover or return-to-work conversations
• Informal re-engagement before a formal return

Pay and impact on maternity leave

• KIT days must be paid, with pay arrangements agreed in advance
• Many employers pay the employee’s normal daily rate, offset against maternity pay if applicable
• Working a KIT day does not end maternity leave, although exceeding 10 KIT days will automatically end maternity leave entitlement
• Any amount of work carried out counts as one full KIT day, even if this is only for a short meeting or training session
• Clarity here is essential to avoid confusion or unintended consequences.

How businesses should approach KIT days

The effectiveness of KIT days depends less on policy wording and more on how they are introduced and managed.

Good practice includes:

• Raising the option early, but without pressure
• Allowing the employee to lead on whether and how KIT days are used
• Agreeing purpose, timing, and pay clearly in advance
• Ensuring managers understand both flexibility and boundaries
• Keeping accurate records of days taken
• Handled well, KIT days can significantly increase the engagement post-maternity leave.

Why this matters for retention

• Many post-maternity departures are not driven by dissatisfaction with the role itself, but by how supported individuals feel during leave and upon return.
• Organisations that use KIT days well often see:
• Smoother and more confident returns to work
• Faster re-integration into teams
• Higher engagement after return
• Improved long-term retention

These outcomes are why we have embedded KIT days into our own people practices, rather than treating them as a tick-box exercise.

A cultural issue, not just a policy

No policy works in isolation. For KIT days to deliver real value, they must be supported by the right management approach and culture.

That means:

• Respecting choice and boundaries
• Training managers to handle KIT days appropriately
• Avoiding any expectation of ongoing involvement
• Viewing maternity leave as part of a long-term career, not a disruption

Final thoughts

KIT days are a small intervention, but they can have a disproportionate impact on retention when used well. By prioritising choice, clear boundaries, and good management, businesses can support confident returns to work and protect long-term capability — without undermining the purpose of maternity leave.

From a recruiter’s perspective, most interview feedback comes down to one issue: candidates have strong experience, but they struggle to articulate it clearly.

Hiring managers are not looking for perfect answers. They are looking for evidence. The STAR method is one of the most effective ways candidates can turn their experience into clear, structured interview responses that resonate with employers.

What Recruiters Are Really Assessing

Behavioural interview questions are designed to uncover more than technical ability. They help employers assess:

• How candidates approach problems in real working environments
• Decision-making under pressure
• Communication style and accountability
• How results are achieved, not just claimed

Without structure, even strong candidates risk sounding unfocused or overly general.

The STAR Method Explained

STAR provides a simple framework for answering competency-based questions:

• Situation – The business context or challenge
• Task – Your responsibility or objective
• Action – The steps you personally took
• Result – The outcome and impact

From a recruiter’s point of view, STAR answers are easier to evaluate, compare, and defend when shortlisting candidates.

What Strong STAR Answers Have in Common

Candidates who interview well using STAR tend to:

• Get to the point quickly
• Clearly define their personal contribution
• Focus on actions, not job descriptions
• Link their behaviour to measurable outcomes

This makes it easier for recruiters to advocate for them with hiring managers.

Example: A Recruiter-Approved STAR Answer

Question: Tell me about a time you handled a challenging deadline.

• Situation: A client project was brought forward due to a change in commercial priorities
• Task: I was responsible for reworking the delivery plan and coordinating multiple teams
• Action: I reassessed milestones, negotiated revised deliverables with stakeholders, and introduced daily check-ins to manage risk
• Result: The project launched on the revised deadline, with no impact on quality, and the client extended the contract

This type of answer gives recruiters confidence when presenting a candidate to a client.

Common Issues Recruiters See in Interviews

Even experienced candidates often fall into predictable traps:

• Over-explaining the background and running out of time
• Talking about the team without clarifying their own role
• Missing the result altogether
• Using the same example regardless of the question

These issues are not about capability, but communication.

How Candidates Should Prepare STAR Examples

We advise candidates to:

• Prepare 6–8 flexible examples that cover multiple competencies
• Use recent, relevant experience wherever possible
• Practise delivering each example clearly and concisely
• Adapt the emphasis depending on the role and employer

Preparation allows candidates to remain natural, rather than rehearsed.

Why Recruiters Value Structured Answers

From a recruitment standpoint, structured interview answers:

• Make candidate strengths easier to evidence
• Reduce ambiguity during hiring decisions
• Support fairer and more consistent interview processes
• Improve the quality of shortlists presented to clients

Candidates who communicate with clarity make it easier for recruiters to represent them effectively.

Final Thought

Interviews are not about saying more. They are about saying what matters.

The STAR method gives candidates a framework to do exactly that, turning experience into evidence and helping employers make confident hiring decisions.

We have had the pleasure of working with Julie and Rae to support our recruitment efforts within a highly active fabrication and welding department. Their thorough understanding of our staffing needs, combined with their dedication to sourcing high-quality candidates, has resulted in consistently successful placements. Their professionalism and proactive approach have added real value to our operation, and we would not hesitate to recommend their services to other organisations seeking reliable recruitment support.

FIVE very gold stars right outa the box...

The M&W team was helpful and rapidly assisted me in securing permanent work with an engineering firm...

Everything was handled effectively and efficiently.

Truly a service with a smile and an encouraging attitude presented by all staff..

Highly recommended for serious punters.

Best agency I've experienced in years.

Julie, and Rae were extremely helpful during our recruitment process. They visited both of your showrooms to get a personal feel for the environment, to assist in their search for our next candidate. We had a great selection of candidates, who were thoroughly vetted and were more than compatible with our criteria.
I would highly recommend Mumford & Worrall, purely due to their professionalism and consistent communication.

Rae and Julie… lovely people! Helped me get the job I was seeking very smoothly and Rae was great, so polite and genuinely cares… she called outside of working hours to congratulate me, and helped soo much with the application and tailoring my CV!

The journey to finding the perfect job can sometimes feel like a marathon rather than a sprint. Staying motivated during a lengthy job search can be challenging, but with the right mindset and strategies, you can maintain your enthusiasm and increase your chances of success. Here are some practical tips and advice to keep you motivated throughout your job search.

Set Realistic Goals

One of the most effective ways to stay motivated is to set realistic and achievable goals. Break down your job search into manageable tasks, such as updating your resume, networking, applying for a certain number of jobs each week, and preparing for interviews. By setting and achieving these smaller goals, you'll create a sense of accomplishment and progress, which will keep you motivated.

Create a Structured Schedule

Treat your job search like a job itself by creating a structured schedule. Designate specific times each day for job-related activities, such as searching for job listings, sending applications, networking, and improving your skills. This structure will help you stay organised and focused, preventing you from feeling overwhelmed.

Network, Network, Network

Networking is a crucial aspect of job searching. Reach out to former colleagues, friends, family, and industry connections to let them know you're looking for new opportunities. Attend industry events, webinars, and workshops to expand your network and increase your chances of finding job leads. Networking can also provide emotional support and encouragement during your job search.

Take Advantage of the Best Days and Times

Timing can play a significant role in the effectiveness of your job search. Research shows that the best days to search for job listings are Mondays and Tuesdays, as many companies post new openings at the beginning of the week. Similarly, the best times to send applications are early in the morning or late in the evening, as your email is more likely to be seen and read by hiring managers.

Keep Improving Your Skills

Use your job search period as an opportunity to enhance your skills and knowledge. Take online courses, earn certifications, and attend workshops related to your field. Not only will this make you more marketable to potential employers, but it will also give you a sense of purpose and progress, keeping you motivated.

Stay Positive and Practice Self-Care

Maintaining a positive mindset is crucial during a lengthy job search. Remind yourself of your strengths, accomplishments, and the value you can bring to a new role. Practice self-care by taking breaks, exercising, eating well, and getting enough sleep. Engage in activities that bring you joy and relaxation to prevent burnout and keep your spirits high.

Celebrate Small Wins

Acknowledging and celebrating small wins along the way can boost your motivation. Whether it's getting a response to an application, securing an interview, or making a new professional connection, take the time to recognize and celebrate these achievements. They are steps in the right direction and evidence of your hard work and dedication.

Seek Support and Stay Connected

Don't hesitate to seek support from friends, family, or even professional career coaches. Talking about your job search challenges and successes with others can provide valuable insights, encouragement, and motivation. Staying connected with others will remind you that you're not alone in this journey.

Stay Consistent and Persistent

Consistency and persistence are key to a successful job search. Even when you face rejections or setbacks, continue to apply for jobs, network, and improve your skills. Remember that each application brings you one step closer to your goal, and your dedication will eventually pay off.

By following these practical tips and advice, you can stay motivated and focused during your job search. Remember that the right opportunity is out there, and with perseverance and a positive attitude, you'll find the job that's perfect for you. Good luck!

In today's rapidly evolving work environment, companies are increasingly exploring innovative ways to enhance productivity, employee satisfaction, and retention. One such approach is job sharing, a flexible working arrangement where two employees share the responsibilities of a single full-time role. At Mumford & Worrall, we recently trialled this concept and have witnessed firsthand the myriad benefits it offers to both employers and employees.

Enhanced Productivity and Innovation

One of the most significant advantages of job sharing is the increased productivity it fosters. When two employees bring their diverse skills, ideas, and perspectives to a single role, it creates a dynamic environment where innovation thrives. The adage "two heads are better than one" holds true, as collaborative problem-solving often leads to more efficient and creative solutions. This synergy can drive the company forward, allowing it to stay competitive in a fast-paced market.

Improved Employee Satisfaction and Retention

Job sharing can significantly enhance employee satisfaction and work-life balance. By allowing employees to work part-time while sharing a full-time role, businesses can attract and retain a broader pool of talent. This includes individuals who may have personal or family responsibilities that prevent them from committing to full-time positions. The flexibility offered by job sharing enables these employees to maintain a healthy balance between their professional and personal lives, leading to lower absenteeism and higher retention rates.

Better Coverage and Reduced Absences

With job sharing, businesses benefit from better coverage and reduced absences. When two people share a role, they can support each other during times of need, ensuring continuous workflow and minimal disruption. If one partner is absent, the other can seamlessly take over, maintaining consistency in operations. This arrangement reduces the likelihood of downtime and ensures that the company's objectives are consistently met.

Efficient Training and Continuity

Another notable benefit of job sharing is the efficiency it brings to training and continuity. If one of the individuals in a job share arrangement decides to leave the company, the other can take on the role of training the new partner. This ensures that there is always someone familiar with the responsibilities, reducing the time and resources required for onboarding. The continuity provided by job sharing ensures that business operations remain smooth even during transitions.

Case Study: Mumford & Worrall

At Mumford & Worrall, we recently implemented a job-sharing arrangement for a full-time role, dividing the responsibilities between two employees. The results have been overwhelmingly positive. Not only have we seen increased productivity and innovation, but our employees have also reported higher levels of job satisfaction and work-life balance. This trial has demonstrated that job sharing is a viable and effective solution for modern workplaces.

In conclusion, job sharing offers numerous benefits for both employers and employees. It enhances productivity, fosters innovation, improves employee satisfaction and retention, provides better coverage, and ensures continuity. As businesses strive to adapt to the changing needs of the workforce, job sharing stands out as a practical and beneficial strategy that can drive success in the long term. At Mumford & Worrall, our experience with job sharing has been a testament to its potential, and we look forward to exploring more flexible working arrangements in the future.