Test Owner
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:
- Review payroll and budgeting
Wage increases and statutory pay changes will affect overall employment costs. - Update HR policies and contracts
Policies should reflect the latest statutory rates and upcoming legislative reforms. - 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.
January often gets all the attention when it comes to making changes, but November is a quiet contender. With less competition in the market compared to January, and companies keen to complete hires before year-end budgets close, it’s a wise time to act. For employers, this means new starters can be onboarded and ready with boots on the ground at the start of the new year. For candidates, it’s a change to get ahead of the curve before the January rush.
Why it matters for employers
Instead of the influx of jobseekers that make a career-change one of their New Year resolutions, you can access proactive candidates now. Recruiting in November allows time for notice periods, so new hires can settle in and be ready to hit the ground running in 2026. This avoids the slowdown that often comes with trying to hire in January.
Why it matters for candidates
Applying now gives your CV more visibility, with fewer competitors in the running. It’s the perfect time to refresh your professional profile, connect with recruiters, and line up opportunities so you’re prepared for the year ahead.
Actionable points for Employers;
- Review workforce requirements now, rather than delaying until January
- Take advantage of a quieter market to secure strong candidates
- Use November for forward planning – team gaps, seasonal demands and 2026 project pipelines
Actionable points for Candidates:
- Refresh your CV and LinkedIn profile now
- Reach out to recruiters and expand your network before the Christmas downtime
- Set your career goals for 2026 and target roles that align
Get in touch with us for support with CVs, job searches, or any recruitment needs!
Justin P. Client
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.
Robert B, Candidate
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.
Ant K. Client
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.
Here’s why catering in this industry could be your next great career move:
1. Be at the Heart of the Action
TV and film sets are full of long hours, tight deadlines, and demanding schedules. A hot meal or a fresh coffee at just the right moment can make all the difference. As part of the catering team, you’re not just feeding people — you’re keeping the entire production moving. You become a vital part of the on-set ecosystem.
2. Work That’s Never Boring
Each production is different — new locations, new crews, new creative environments. One day you're serving breakfast on a windswept clifftop, the next it's lunch in a bustling city studio. You’ll rarely work the same job twice, which means there’s always something new to experience and learn.
3. Be Part of Something Bigger
It might be called "catering," but your role reaches far beyond food. You’re creating a welcoming space for cast and crew to take a break, reset, and feel looked after. Especially on big productions, your presence helps shape the day’s energy — and the mood on set. You’re contributing to the success of every scene, every take.
4. Opportunities to Grow
The demand for catering in film and TV is growing rapidly — especially with the surge in streaming productions. Whether you start as a kitchen hand, chef, or catering assistant, there’s room to grow into head chef or production catering coordinator roles. With experience, many go on to run their own units or catering companies within the industry.
5. A Strong, Supportive Community
Catering teams on set often develop a tight-knit bond. The work is intense, but the camaraderie is real. You’ll meet people from all walks of life, many of whom stay in the industry for years — not just because of the work, but because of the people. And yes, you’ll probably end up with a few great behind-the-scenes stories, too.
6. Showcase Your Skills in a Creative Setting
If you love food, enjoy working under pressure, and thrive in a high-energy environment, this is your chance to shine. TV and film catering isn’t just about getting meals out on time — it’s about being efficient, adaptable, and proud of what you serve, even when you’re in the middle of a field at 6am.
In Summary:
Catering in the TV and film industry is a unique career that blends culinary skills with the buzz of production life. It’s fast, fun, and full of potential — and it’s one of the few hospitality paths where you can genuinely say you’re feeding the stars while helping make the magic happen.
So if you’re looking for a role where every day is different, your work truly matters, and the industry keeps growing, film & TV catering might just be the perfect fit.
Sam M. Candidate
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!
