The Government is continuing to deliver its Plan to Make Work Pay. The programme aims to strengthen workplace rights across the UK. Many of these reforms form part of the Employment Rights Act 2025. The changes will come into effect gradually over the next two years, giving employers time to prepare.
While some reforms are already in force, the Government will introduce many of the most significant changes throughout 2026 and 2027. Employers should start reviewing their policies, procedures, and workforce practices now to ensure they remain compliant and ready for the evolving employment landscape.
Changes Already in Force
The Employment Rights Act received Royal Assent in December 2025, bringing several immediate changes. Among the first measures, the Government repealed the Strikes (Minimum Service Levels) Act 2023.
In February 2026, the Government repealed most provisions of the Trade Union Act 2016. This simplified requirements around industrial action ballots, notices and political funds. At the same time, employees gained stronger protections when participating in lawful industrial action.
Eligible employees also gained the right to give notice for Day One Paternity Leave and Unpaid Parental Leave ahead of their introduction in April.
April 2026 Reforms
A number of important employment law changes took effect in April 2026.
Eligible employees gained access to Day One Paternity Leave and Unpaid Parental Leave, removing previous service requirements. The Government also strengthened whistleblowing protections, particularly for workers reporting sexual harassment.
Bereaved fathers and partners can now take up to 52 weeks of paternity leave. This applies where the mother or primary adopter dies during the first year after a child’s birth or placement.
The Government expanded Statutory Sick Pay (SSP). It removed both the Lower Earnings Limit and the waiting period.
April also saw the launch of the Fair Work Agency. The agency will help enforce employment rights and improve compliance across UK workplaces.
Changes Coming in August and October 2026
From August 2026, trade unions can use electronic and workplace balloting for statutory ballots.
October 2026 will bring several significant changes for employers. Businesses must take all reasonable steps to prevent sexual harassment in the workplace. Employers will also have a legal duty to protect workers from third-party harassment. This includes harassment by customers, clients, contractors and suppliers.
Additional trade union reforms will strengthen union access rights. They will also provide greater protections for trade union representatives. Employers must also inform workers of their right to join a trade union.
The Government also plans to introduce stronger regulations governing workplace tipping practices, restore procurement protections for outsourced workers, and establish the Fair Pay Agreement Adult Social Care Negotiating Body in England.
The Government plans to introduce stronger workplace tipping regulations. It also plans to restore procurement protections for outsourced workers and establish the Fair Pay Agreement Adult Social Care Negotiating Body in England.
Major Reforms Expected in 2027
Some of the most significant employment law reforms are scheduled for January 2027.
The Government plans to reduce the qualifying period for unfair dismissal claims to six months. The change will apply to dismissals taking place on or after 1 January 2027. It also intends to remove current compensation caps for unfair dismissal claims.
The Government also plans to introduce new restrictions on fire and rehire practices. These reforms will limit employers’ ability to impose contractual changes through dismissal and re-engagement.
Throughout 2027, employers can expect a further wave of reforms. These include enhanced protections for pregnant employees and new mothers, mandatory action plans on gender equality and menopause support, regulation of umbrella companies, and changes to collective redundancy consultation requirements.
The Government also intends to introduce a new right to bereavement leave, including leave relating to pregnancy loss. The Government plans to give workers new rights to guaranteed hours, reasonable notice of shifts, and compensation where employers cancel shifts at short notice.
The Government also plans to restrict the use of non-disclosure agreements (NDAs) in cases involving workplace harassment and discrimination. Further legislation is also expected to restrict the use of non-disclosure agreements (NDAs) in cases involving workplace harassment and discrimination.
What Employers Should Do Now
Although the Government is still developing some elements of the legislation, employers should begin preparing for these changes now.
Businesses should review their employment contracts, staff handbooks, family leave policies, absence management procedures, recruitment processes, and anti-harassment policies to ensure they remain fit for purpose. Employers should also assess how the upcoming reforms may affect workforce planning, employee relations, and compliance obligations.
Taking proactive steps now will help businesses manage risk, remain compliant, and adapt smoothly as the new employment rights framework develops.
At Cobble, we continue to monitor legislative developments and provide practical guidance to help businesses understand their obligations and prepare for future changes.