School Jobs 2026–2027: Your Sick Pay, Leave & Flex Rights Explained

If you’re starting a new school role soon, this is the bit you’ll actually feel

Some employment law changes are “big news” but don’t affect day-to-day working life. These ones do.

The Employment Rights Act 2025 is rolling out key reforms across April 2026, October 2026, and 2027. If you’re changing schools, returning to work, or applying for your first role, this is your practical guide to what to expect — and what to ask.

April 2026: sick pay and parental leave become more accessible

Statutory Sick Pay: more people qualify + paid from day one

From 6 April 2026, Statutory Sick Pay (SSP) is expected to:

• start from your first day off sick, and

• cover more people because the Lower Earnings Limit is removed.

For those who previously earned under the threshold, SSP will be calculated as 80% of average weekly earnings or the flat weekly rate (whichever is lower).

What this means in schools: fewer staff forced to “push through” illness, and more consistency for part-time and lower-paid support roles.

Candidate tip: When you receive an offer, ask what the school’s occupational sick pay policy is (many schools enhance beyond SSP), and when it starts.

Paternity Leave and Unpaid Parental Leave: day-one rights

From April 2026, the Act enables:

• Day-one Paternity Leave (with notice requirements), and

• Day-one Unpaid Parental Leave.

One important detail: the qualifying rules for Statutory Paternity Pay are expected to remain unchanged.

What this means for candidates: moving jobs won’t automatically mean “starting the clock again” for leave eligibility.

October 2026: stronger expectations on preventing harassment

From October 2026, employers are expected to have stronger responsibilities around harassment:

• taking all reasonable steps (a higher bar than before) to prevent sexual harassment, and

• protecting staff from harassment by third parties (for example, parents, visitors or contractors) where reasonable steps weren’t taken.

What this means in schools: you should expect clear policies, reporting routes, and consistent responses — not just paperwork.

Candidate tip: It’s completely fair to ask at an interview what wellbeing support exists and how staff can raise concerns safely.

2027: unfair dismissal and flexible working get tougher (in the right ways)

Unfair dismissal: protection after 6 months (not 2 years)

From 1 January 2027, the qualifying period for “ordinary” unfair dismissal is intended to reduce from two years to six months. The cap on compensatory awards is also expected to be removed.

Day-one protections for discrimination and certain automatically unfair dismissals still apply.

What this means for candidates: clearer expectations on probation support and fair processes, earlier into your employment.

Candidate tip: Ask what probation looks like in practice — what success looks like, what support is offered, and when review meetings happen.

Flexible working: more accountability for “no”

Flexible working is already a right to request, but the Act strengthens how refusals should work. In general, employers will be expected to:

• consult with you before rejecting a request, and

• ensure any rejection is reasonable, with a clear explanation.

This is particularly relevant in education, where flexible working can include part-time timetables, job shares, staggered start/finish times, or hybrid arrangements for non-classroom roles.

What this means in schools: decisions should be more transparent and less “one-size-fits-all”.

Candidate tip: If flexibility matters to you, raise it early and professionally — and ask what flexibility has looked like for similar roles.

Interview questions you can use (without sounding confrontational)

If you want to keep it professional and positive, try:

• “How is performance supported during probation?”

• “What does flexible working look like in practice here?”

• “What wellbeing support is in place for staff?”

• “How are concerns raised and handled — formally and informally?”

• “What sick pay is available beyond SSP?”

How Aston Education supports candidates

We work with teachers and school support staff across the UK in permanent and long-term roles. If you’d like:

• help finding the right-fit school,

• interview preparation,

• support understanding offers, or

• a confident, respectful negotiation approach,

get in touch today — we’re here to help.

For more information go to: https://www.gov.uk/government/publications/employment-rights-bill-factsheets

Disclaimer: This article provides general information and is not legal advice. If you need guidance about your specific circumstances, speak to a qualified professional or an appropriate advisory service.