Changes to statutory sick pay are expected to have the biggest impact on workplaces under the Employment Rights Act, with both employers and employees identifying the reform as the most significant shift in day-to-day working life.
The change, which will allow workers to receive sick pay from the first day of illness rather than the fourth, comes alongside a wider package of employment law reforms that will alter dismissal rights, flexible working and family leave.
The scale of the reforms, described as the most significant overhaul of workplace rights in a generation, is already shaping expectations around how organisations manage absence, performance and employee support.
Polling carried out by YouGov on behalf of Acas, the Advisory, Conciliation and Arbitration Service, the UK’s workplace relations body, found that sick pay changes ranked highest among both employers and workers when asked which reforms would have the greatest impact.
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Sick pay change emerges as top concern
The survey showed that 43 percent of employers and 36 percent of employees identified day-one sick pay as the most influential change in the new legislation.
The reform is expected to alter how absence is managed, particularly in organisations that have relied on waiting periods before statutory sick pay begins. It may also affect how employees approach short-term illness, removing a financial disincentive to taking time off when unwell.
Alongside sick pay, changes to unfair dismissal rules were also seen as a major development. Under the new framework, workers will gain protection after six months in a role rather than the current two-year threshold. This was selected by 31 percent of employers and 30 percent of employees as one of the most impactful measures.
The changes are due to come into force in stages, with new paternity leave rights and sick pay rules taking effect from April 2026, followed by dismissal protections in 2027.
Diverging priorities between employers and workers
Beyond the two leading reforms, the survey revealed differences in how employers and employees view the next most significant changes.
Employers ranked day-one paternity leave rights as their third most impactful reform, with 28 percent selecting it. The change will allow employees to take paternity leave from the start of their employment, replacing the current requirement of 26 weeks’ service.
Employees, by contrast, placed greater emphasis on flexible working, with 28 percent identifying measures to improve access to flexible arrangements as a key change.
Flexible working reforms, expected to be introduced in 2027, are intended to make it easier for employees to request changes to when, where and how they work, with updated processes and expectations set out in guidance.
Other measures in the Act, including stronger protections around redundancy consultation, zero-hours contracts and trade union rights, were seen as less immediately impactful by respondents.
Acas prepares for implementation support
Niall Mackenzie, chief executive of Acas, said the survey showed which reforms were most prominent in workplace thinking as implementation begins, and that new rights on sick pay and dismissal were at the forefront for both groups. “It is clear from our polls that new worker rights on sick pay and protections from being unfairly dismissed from work are at the forefront in the minds of employers and workers.”
He said Acas would play a central role in supporting organisations and employees through the transition. “Acas will play a crucial role working with employers, workers and their representatives on the implementation of the Employment Rights Act and updating its advice and training.”
Mackenzie described the legislation as a major turning point for workplace regulation. “These reforms represent the biggest shake-up to employment law in a generation. Acas remain best placed as independent experts helping everyone at work throughout this period of change.”
Phased rollout will reshape workplace practices
The Employment Rights Act introduces changes in stages, giving organisations time to adapt policies and processes. From April 2026, employees will gain immediate eligibility for paternity leave, alongside changes to sick pay entitlement.
From January 2027, the threshold for unfair dismissal protection will fall to six months’ service, significantly widening access to legal protection for newer employees.
Further reforms aimed at improving access to flexible working are also expected in 2027, reinforcing a broader shift towards more adaptable working arrangements.
As the changes come into effect, organisations will need to review absence policies, update contracts and ensure that managers understand the new legal framework. The combination of earlier access to sick pay and stronger dismissal protections is likely to place greater emphasis on fair procedures, documentation and consistency in decision-making.
The polling was conducted online by YouGov on behalf of Acas, with a sample of 1,011 senior decision makers and 1,000 employees across Great Britain. Fieldwork took place in early February 2026 and the data was weighted to reflect business size and region.
