HR Changes from April 2026: What Agricultural Employers Need to Know
As we move towards a new financial year, agricultural businesses across the UK must prepare for several important HR and employment law changes. We know the industry is already managing tight margins, seasonal pressures and labour shortages, so understanding these updates is essential.
Below is a clear overview of what is changing, and what this means for your farm.
Family Leave: Expanding “Day One” Rights
One of the most significant shifts is the extension of family-related leave rights to become “day one rights.”
Paternity Leave
From April 2026, paternity leave will become a day one right.
Currently, an employee must have 26 weeks’ service to qualify. From April, eligible employees will be able to give notice of paternity leave from their first day of employment.
In addition:
- The restriction on taking paternity leave after shared parental leave will be removed.
- Eligible fathers and partners will be able to take up to 52 weeks of unpaid bereaved partner’s paternity leave if the mother or primary adopter dies. This leave must be taken within 52 weeks of:
- The child’s birth (including surrogacy)
- Adoption placement
- Entry into the UK for overseas adoptions
Ordinary (Unpaid) Parental Leave
Unpaid parental leave will also become a day one right. Currently, employees must have one year’s service to qualify.
For agricultural businesses with long-standing staff, this may not feel significant, but for new staff and seasonal workers, eligibility will begin immediately.
Statutory Sick Pay (SSP): Earlier and Wider Eligibility
Changes to statutory sick pay will have a direct financial impact:
- SSP will be payable from day one of illness, rather than from day four.
- The lower earnings limit will be removed, meaning workers will no longer need to earn a minimum amount to qualify.
In agriculture, where casual and part-time roles are common, this could significantly increase SSP exposure.
Whistleblowing Protection: Sexual Harassment
From 6 April 2026, sexual harassment will become a “qualifying disclosure” under whistleblowing law.
This means workers who report sexual harassment will receive protection from:
- Detriment
- Unfair dismissal
This legal change increases the importance on how complaints must be managed.
Pay and National Minimum Wage Increases
From 1 April 2026, new statutory payment rates and National Minimum Wage levels will apply.
National Minimum Wage Increases
- Age 21 and over: £12.21 → £12.71 per hour
- Age 18–20: £10.00 → £10.85 per hour
- Age 16–17 and apprentices: £7.55 → £8.00 per hour
- Accommodation offset: £10.66 → £11.10 per day
For agricultural employers, this is particularly significant where:
- Staff are working a high number of hours
- Accommodation is provided
- Overtime or seasonal hours fluctuate
Cost and Compliance Implications for Agriculture
These updates have real implications for:
- Labour costs
- Workforce planning
- Payroll administration
- Employment documentation
- Management training
Legal Minimum vs Enhanced Policies
It is important to remember that these changes represent the basic legal requirements.
Agricultural businesses are free to create enhanced policies that go beyond the statutory minimum, for example:
- Enhanced maternity or paternity pay
- Company sick pay schemes
- More flexible parental leave arrangements
- Clearer grievance and reporting structures
Enhanced policies can support:
- Recruitment in a competitive labour market
- Staff retention
- Succession planning
- Reputation within the industry
In a sector where attracting and keeping good people is one of the biggest long-term challenges, it’s vital that everyone is up to date with all the changes affecting your business.
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