Recent and upcoming changes to employment law you need to know
Tools & Resources
In a nutshell…
- The UK's employment law transformation continues at pace, with a clear roadmap for the Employment Rights Act rollout now being implemented through 2026 and 2027.
- Several changes are already in force, including updates to tribunal rules, trade union law, and expanded parental leave rights.
- Further reforms are being introduced in phases – including changes to dismissal rights, workplace balloting, harassment prevention, and flexible working.
- More consultations and secondary legislation are expected through 2026 and beyond, particularly around umbrella companies, TUPE reform, and worker protections.
- Northern Ireland-based businesses will see similar reforms over time, though details and timescales may differ.
Employment law in the UK continues to evolve quickly, with major updates already introduced in 2025 and further confirmed changes now being rolled out throughout 2026 and into 2027.
Key updates already include new tribunal procedures, wage increases, stronger family leave rights, and the early implementation of the Employment Rights Act.
Here, we highlight the most significant developments so you can stay one step ahead.
Click each heading to read the changes in employment law:
1
2025 to early 2026 developments
The UK government has begun rolling out the Employment Rights Act 2025, with a phased implementation running through 2026 and 2027.
In February 2026, key trade union reforms came into force, including the repeal of most of the Trade Union Act 2016, simplified industrial action requirements, and stronger protections for employees taking part in lawful industrial action.
2
April 2026
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Day one rights for parental leave were introduced, alongside new Bereaved Partner’s Paternity Leave.
- Voluntary menopause and gender equality action plans (early stage)
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Collective redundancy protective award was doubled from 90 to 180 days’ pay.
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Statutory Sick Pay reform – the Lower Earnings Limit and waiting period were removed.
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Fair Work Agency (FWA) was established to enforce employment rights.
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Whistleblowing protections were strengthened.
3
Summer to autumn 2026
New provisions under the Employment Rights Act will begin to take effect in stages:
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August 2026 – electronic and workplace balloting for trade union ballots introduced
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October 2026 – further measures including strengthened trade union access rights, a duty to inform workers of their right to join a union, and enhanced enforcement powers. Stronger harassment prevention requirements will also be introduced.
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Late 2026 – employment tribunal time limits extended from three to six months (implementation timing confirmed as no earlier than October)
Employers will need to continue reviewing policies, training managers, and updating internal processes during this period.
4
January 2027
From 2027, further reforms are expected, including a shorter qualifying period for unfair dismissal and stronger protections around dismissal practices such as fire and rehire.
5
2027 - exact dates to be confirmed
Further Employment Rights Act measures will continue to roll out, including:
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Day one unfair dismissal rights
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Rights to guaranteed hours and compensation for shift cancellations
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Expanded flexible working rights
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Mandatory action plans on gender equality and menopause support
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Strengthened pregnancy and maternity protections
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Bereavement leave rights, including pregnancy loss
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Regulation of umbrella companies
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Measures to prevent misuse of NDAs in harassment and discrimination cases
What this means for employers
These reforms represent a significant shift in employment law. To stay ahead:
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Update policies regularly as phased changes come into force
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Review contracts and workforce arrangements – especially around dismissal and working patterns
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Train managers on evolving responsibilities, particularly around harassment and employee rights
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Prepare for systems changes, including electronic trade union balloting
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Stay alert – further consultations and secondary legislation are expected through 2026–27
Next steps...
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You can find factsheets for each measure on the UK Government website.
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Contact Croner’s expert advisers with any queries you may have. UMi Sat Nav users get 15% off support – call 0844 561 8133 and quote code CGL28333.
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Learn more about your responsibilities as an employer in our essential guide to recruitment and people management.
Last reviewed: June 2026.