April 2026 statutory employment updates
Each April, key UK employment-related statutory rates and limits are updated, with a direct impact on payroll expenses and employee benefits. From 6 April 2026 (the start of the new tax year), new figures apply across family leave pay, statutory sick pay and redundancy pay, as well as certain tribunal award limits. The table below summarises the headline rates now in force.
The statutory rates for family leave, sick pay, redundancy and the cap on unfair dismissal compensatory awards are, from 6th April 2026, as follows:
| New Rate | |
|---|---|
| Statutory maternity pay | £194.32 per week |
| Statutory paternity pay | £194.32 per week |
| Statutory shared parental pay | £194.32 per week |
| Statutory adoption pay | £194.32 per week |
| Statutory parental bereavement pay | £194.32 per week |
| Statutory neonatal care leave pay | £194.32 per week |
| Statutory sick pay | £123.25 per week |
| Statutory guarantee pay | £41 per day |
| Statutory redundancy pay | £751 per week |
| Statutory compensatory award for unfair dismissal | £123,543 |
Upcoming changes to unfair dismissal awards
Under Employment Rights Act 2025 changes, due to take effect from January 2027, the cap on the compensatory award for unfair dismissal will be removed in its entirety. The figure in this table applies to all dismissals from 6th April 2026 until this change comes into effect.
Qualifying earnings for family leave pay
The average gross weekly earnings required to qualify for the various forms of family leave pay will also increase from £125.00 or more per week, to £129.00 or more per week from 6 April 2026.
Minimum requirements and employer discretion
The amounts in the table above represent the minimum requirements. They may be replaced by higher payments if the employer chooses to offer more voluntarily or is required to do so under the employee’s contract.
Here to help
These updates can have a direct impact on payroll expenses and employee benefits, so it is worth checking that your payroll processes and documentation reflect the new figures.
If you need advice on the employment law implications of the statutory rates, please contact Miranda Mulligan, Senior Solicitor, in our Employment Law team.
Please note, the contents of this article are provided for information only and must not be relied upon. Legal advice should always be sought in relation to specific circumstances.
