Sick Pay and Paternity: Real Change or Smoke and Mirrors?
Contractors, Brace Yourself: The Employment Rights Bill Isn’t the Silver Bullet You’ve Been Promised
After years of wrangling that would make a soap opera jealous, the government has finally dragged the Employment Rights Bill into the sunlight. Yes, there are headlines about day-one sick pay and paternity leave, and yes, the qualifying period for unfair dismissal is dropping from a ludicrous 24 months to a slightly less ludicrous six months. But before you start popping the champagne, look a little closer. Because, as ever, millions of UK contractors, temps, and zero-hours workers are still waiting for real answers—and, shockingly, still waiting for actual rights.
Here’s What’s Actually Changing (Supposedly)
Let’s cut through the PR fluff:
| Change | Old Rules | New Rules (from April 2026) | Who Benefits? |
|---|---|---|---|
| Unfair Dismissal | 24 months’ qualifying | Now 6 months with same employer | Temps, fixed-term, contractors |
| Sick Pay | 3-day wait, earnings test | Day-one right, no earnings floor | All workers, especially low-paid |
| Paternity Leave | 26 weeks’ service | Day-one right | All new dads, including temps |
| Enforcement | Patchwork bodies | Fair Work Agency | Those fearing retaliation |
The Unfair Dismissal ‘Win’
The government caved to union and business pressure—sort of. You’ll now be protected from unfair dismissal after six months, not two years. Unless, of course, your employer finds another way to show you the door. Because, naturally, discrimination and automatic unfair grounds are still covered from day one. But if you thought you’d get instant security just by showing up, think again.
Sick Pay: A Tiny Slice of Justice
From April 2026, sick pay starts the moment you’re ill, regardless of how little you earn. Sounds almost too fair to be true. Maybe because it is. For the hordes of zero-hours and agency workers who’ve had to drag themselves into warehouses, shops, and kitchens while sick—this is a seismic shift. But don’t get too comfortable. The fine print and secondary legislation are still to be written. A government promise is one thing; implementation is quite another.
Paternity Leave: Welcome to the 21st Century
About time, right? No more 26-week waiting game before you can take paternity leave. From April 2026, new fathers—including those on short-term or agency contracts—get day-one rights. It only took decades of campaigning and a global pandemic. But hey, progress.
A “Fair Work Agency” (Because That Always Goes Smoothly…)
Apparently, this new agency will police worker rights, investigate abuses, and even take employers to tribunal. Sounds great—on paper. But when was the last time a government agency made life easier for contractors rather than more bureaucratic? The devil, as always, is in the details (which are, of course, still being written).
The Elephant in the Room: Zero-Rights Workers Still Get… Zero
Here’s what the government didn’t bother to fix:
Zero-hours contract reform? Not yet.
Agency worker protections? Watch this space.
Umbrella company shenanigans? Still a grey area.
Fire and rehire restrictions? Maybe, maybe not.
So, if you’re one of the millions grinding away on a patchwork of contracts, you’re still left in limbo. The government promises “robust consultation” on secondary legislation, but if history is any guide, expect more delays, watered-down protections, and endless ‘consultation’ meetings that achieve precisely nothing.
“Millions of working people, including some of the lowest-paid workers, would have been significantly delayed [in receiving benefits] without this breakthrough.” — Government statement
Oh, so we should be grateful for crumbs rather than demanding the loaf?
Business: Predictably Unimpressed
Small businesses are being told to prepare for ‘significant changes’—but with the actual details still in the ether, how exactly are they supposed to do that? Sectors built on flexible staffing (retail, hospitality, healthcare) are bracing for disruption, but nobody can say exactly what’s coming. Because, of course, that always works out perfectly… not.
What Should Contractors Do Next?
Stay Informed: The only thing changing faster than the law is the government’s mind. Sign up to newsletters, join contractor forums, and keep your ear to the ground.
Document Everything: With the new six-month qualifying period for unfair dismissal, record your start dates and assignment details meticulously.
Push for Clarity: Lobby your MP, your agency, and your clients for clear commitments on how these changes will be implemented.
Don’t Assume You’re Safe: Until every detail is enshrined in law (and enforced), consider your rights a work-in-progress, not a guarantee.
The Bottom Line
April 2026 will bring real, overdue improvements for some. But for the UK’s most flexible workers—those who make the economy tick, and who are always first to be thrown under the bus—the fight for genuine, lasting rights is far from over.
Sources & Further Reading
If you’re a contractor, stay angry, stay organised, and demand more. Because if you don’t, you can be sure the government won’t hand you rights on a silver platter.
