- Home
- Manager guides
- Employment law changes
What's changing at work, and when.
The biggest change to UK employment law in a generation is arriving in stages. Here's every date that matters, and what to do about each one.
- Last checked
- 4 November 2026
- Applies to
- Great Britain
- For
- Managers, owners and HR
In force now
These changes have already started.
- February 2026
Trade union law
Industrial action notice cut from 14 to 10 days, ballot mandates extended to 12 months, and new protection against dismissal for taking industrial action.
What to do: Brief managers on the new notice periods and protections if you recognise a union.
- 6 April 2026
Statutory sick pay from day one
SSP is paid from the first day of sickness, and the lower earnings limit has gone. SSP is the lower of £123.25 a week or 80% of average weekly earnings.
What to do: Check payroll, contracts and your absence policy. Read the absence guide.
- 6 April 2026
Paternity and parental leave from day one
Paternity leave and unpaid parental leave no longer need a qualifying period.
What to do: Update family leave policies and onboarding information.
- April 2026
Fair Work Agency, whistleblowing, records
The Fair Work Agency was set up to enforce workers' rights. Whistleblowing now covers sexual harassment disclosures. Holiday records must be kept for six years.
What to do: Check you keep holiday and pay records for six years.
- April 2026
Collective redundancy
The maximum protective award for failing to consult doubled from 90 to 180 days' pay.
What to do: Take advice early if you propose 20 or more redundancies.
- 1 October 2026
Longer tribunal time limits
The time limit for bringing many employment tribunal claims doubles from three months to six, for acts on or after this date.
What to do: Keep records for longer, and expect claims to arrive later.
- 30 October 2026
Harassment duties
Employers must take all reasonable steps to prevent sexual harassment, and must not permit harassment by third parties such as customers.
What to do: Update your policy, train managers and do a risk assessment. Compensation can rise by up to 25% if you fall short.
Coming next
Dates confirmed by the government.
- By the end of 2026
Tipping
Tighter rules on how tips are shared with staff.
What to do: Review your tipping policy and how you consult staff on it.
- 1 January 2027
Unfair dismissal after six months
For dismissals on or after this date, employees need six months' service to claim ordinary unfair dismissal, down from two years. The compensation cap is also removed.
What to do: Review probation periods and train managers in fair process. Read the probation guide.
- March 2027
Fire and rehire
Dismissing someone to force through certain changes to their terms will be automatically unfair, with limited exceptions.
What to do: Plan contract changes with genuine consultation and agreement.
Expected in 2027
Planned for 2027. Exact dates and details are still being confirmed.
- 2027
Flexible working
Refusals will need to be reasonable, under a new framework.
What to do: Build good habits now. Read the flexible working guide.
- 2027
Bereavement leave
A new right to bereavement leave, expected to include pregnancy loss.
What to do: Plan how you will support and record bereavement leave.
- 2027
Pregnancy and family leave protection
Stronger protection against dismissal during pregnancy, maternity leave and the months after returning.
What to do: Train managers to take extra care with any dismissal involving new parents.
- 2027
Non disclosure agreements
NDAs that stop people speaking about harassment or discrimination will be limited.
What to do: Review your settlement agreement templates.
- 2027
Action plans
Gender pay gap and menopause action plans become mandatory for employers with 250 or more staff.
What to do: Larger employers should start drafting now.
Dates still to be confirmed
Subject to consultation.
- To be confirmed
Zero hours and low hours contracts
Rights to guaranteed hours, reasonable notice of shifts and pay for short notice cancellations.
What to do: Map who works variable hours, so you are ready when dates are set.
Make sure your managers are ready.
The Manager Capability Training covers the new rules in practical, plain English, with a certificate at the end. Or check where you stand in five minutes.
Sources: GOV.UK, Implementing the Employment Rights Act roadmap; GOV.UK, Statutory Sick Pay; Pinsent Masons, Employment Rights Act timeline; Blake Morgan, October 2026 implementation dates confirmed. Dates checked 4 November 2026.