How the April 2026 Employment Rights Changes May Impact FM Employers

April 2026 is set to bring significant updates to UK employment laws – changes that Facilities Management (FM) businesses will need to factor into their day-to-day operations. From strengthened sick pay rights to tougher redundancy rules and a new enforcement body, these developments will affect how FM employers manage their people, especially in sectors with a high reliance on part-time, site-based, or variable-hours staff.

While Catch 22 doesn’t provide specialist legal or compliance advice, we work closely with FM organisations across the UK and understand the unique challenges of managing temporary, hourly, and client-site teams. In this blog, we’ll break down the key changes coming into effect, highlight what they mean for FM employers, and offer practical ways to get ahead of the curve.

1. Expanded Statutory Sick Pay (SSP): More Staff, More Cost Exposure

From April 2026, statutory sick pay will apply from day one for all employees, with no three-day waiting period. Additionally, the lower earnings limit will be scrapped, meaning lower-paid, part-time, and zero-hours workers will also qualify for SSP.

For FM employers relying on a large, flexible workforce, such as cleaners, caretakers, and security staff, this change presents two key challenges:

• Increased costs of sickness absence: You’ll need to budget for higher SSP costs, even for irregular workers, alongside any additional costs to maintain operational cover.
• A need for impeccable record-keeping: Tracking sickness absences accurately and planning ahead for staffing gaps will become even more essential to avoid disruption.

What to think about:
Ask yourself: Do your absence policies and payroll systems reflect how this will work in practice? For FM businesses managing multi-site teams, reviewing absence tracking processes now will help avoid unexpected issues later.

2. Day-One Rights for Paternity and Parental Leave

From April, paternity leave and unpaid parental leave will become day-one rights for employees, eliminating the need for staff to build up qualifying service.

For FM operators, who often onboard staff quickly for new contracts or high-turnover roles, this means family-leave entitlements will apply to new starters almost immediately.

What it means for FM:

• You may find yourself balancing family leave requests for staff who have only been in post a short time.
• Managers need to be aware that eligibility isn’t tied to length of service. This will help avoid unintentional refusals or misunderstandings that could cause legal risks.

What to think about:
Does your management team understand the operational impact of these changes? Consider strengthening workforce planning processes to avoid disruption when family leaves overlap with key contract demands.

3. Stronger Responsibilities Around Harassment and Whistleblowing

From April, FM employers will face tougher rules around combating harassment and supporting whistleblowers, particularly in cases involving sexual harassment. Businesses will need to demonstrate they are taking reasonable stepsto prevent harassment and protect workers who come forward.

In FM environments, this could carry particular weight:

• Staff often work in client premises, changing areas, or remote/lone-working situations, making effective policy enforcement more complex.
• Temporary or outsourced workers must also be covered by your policies and safe reporting processes.

What to think about:
Do your current policies provide enough protection for both in-house and client-site workers? Now is the time to consider manager training, updated reporting frameworks, and clearer guidance for workers on how to raise concerns safely.

4. Doubling of Redundancy Penalties

The cost of getting collective redundancy consultations wrong is going up. From 6 April, the maximum protective award—issued when businesses fail to consult properly—will rise to 180 days’ gross pay per affected employee, from the current cap of 90 days.

For FM businesses, this is especially significant during:

• Contract wins or losses, for example, where Transfer of Undertakings (Protection of Employment) Regulations (TUPE) apply.
• Restructuring after losing a client site or re-tendering contracts.

What to think about:
Are you fully prepared for redundancy consultations? Non-compliance could result in substantial costs, particularly for businesses managing staffing shifts between contracts. External legal advice is worth considering if you’re planning any major workforce changes in the near future.

5. A New Enforcement Body: The Fair Work Agency

April will also see the launch of the Fair Work Agency—a new regulatory body that combines existing enforcement work (like minimum wage and holiday pay compliance) while adding broader powers to inspect, investigate, and support tribunal claims.

For an industry like FM – rooted in variable hours, multi-site operations, night shifts, and contractor reliance, this is something to pay close attention to. With stricter oversight and enforcement power, FM businesses can expect an uptick in scrutiny over practices like:

• Minimum wage compliance across varying contracts.
• Proper holiday pay calculations for variable-hours staff.
• Transparent agency or contractor arrangements.

What to think about:
This is a good opportunity to ensure that your payroll systems, rotas, and wage policies are water-tight. Mistakes could invite closer inspection from the Fair Work Agency or even public disputes—neither of which is great for business.

Why These Changes Are Relevant to FM Employers

What links all these changes is their practical impact on FM operations:

• More of your workforce will qualify for sick pay and family leave from day one.
• The cost of redundancy mistakes or mishandled grievances is rising.
• A new watchdog will soon be scrutinising conditions across FM businesses like yours.

The upcoming April 2026 employment rights changes aren’t just about compliance, they’re about building stronger, more resilient teams in an increasingly regulated environment. For FM businesses balancing client demands with a flexible workforce, preparation is key.

Whether it’s ensuring clear communication with managers, reviewing policies, or planning for temporary cover during periods of absence, small changes now can save big headaches later.

At Catch 22, we work with hundreds of FM employers every year, and we know how important it is to adapt to workforce changes effectively. Whether that involves recruiting temporary cover, backfilling roles during family leave, or scaling up operations for a new contract, we’re here to support you with reliable and flexible staffing solutions.