This year will bring a series of significant updates to UK employment law, with major developments already underway following the Employment Rights Act gaining Royal Assent at the end of 2025. Alongside the usual updates tied to the new tax year in April, a series of legislative changes are scheduled to take effect in February, April, and October 2026.

The volume and scope of these updates mean that employers, HR teams, and in-house legal advisers will need to stay alert. With more complex compliance demands, the likelihood of increased tribunal claims is high, and delays in the claims process may grow as the system comes under further pressure. To help you stay ahead, we’ve outlined the key dates and what each stage of reform means for your business.

Key Updates at a Glance

• The Employment Rights Act was approved in December 2025.

• New rules come into force across three key periods: February, April, and October 2026.

• Employers should prepare for increased scrutiny, longer tribunal timelines, and added compliance responsibilities.

February 2026: Changes to Industrial Action Rules

The first wave of updates focuses on industrial action. From February:

• Industrial action mandates will now remain valid for 12 months.

• Picketing restrictions will be lifted.

• The notice period for industrial action will drop to 10 days.

• Ballot notices and papers will require less detail than before.

These changes are likely to affect how employers approach disputes and negotiations with staff.

April 2026: Reforms to Family Leave, Sick Pay, Whistleblowing, and Trade Unions

Several long-anticipated changes come into play this April:

• Paternity and parental leave: Eligible employees will gain day-one rights to paternity and unpaid parental leave. Paternity leave can also now follow shared parental leave.

• Sick pay: Statutory Sick Pay (SSP) will apply from the first day of absence, and the lower earnings threshold will be scrapped.

• Whistleblowing: Legal protections will be expanded to cover disclosures involving sexual harassment.

• Trade union reforms: Union recognition processes will change, and digital/workplace balloting will become available.

6 April 2026: Financial and Protective Award Changes

A series of financial updates will also take effect:

• Statutory payment increases: o Family-related pay will increase from £187.18 to £194.32 per week. o SSP will rise from £118.75 to £123.25 per week.

• Protective award:

o Failure to consult collectively may now result in up to 180 days’ pay (up from 90 days).

• Finance Bill reform:

o Recruitment agencies and end clients may be held jointly liable with umbrella companies for PAYE and National Insurance liabilities.

October 2026: Fire-and-Rehire, Union Rights, and Harassment Protections

October brings some of the most extensive changes:

• Fire-and-rehire: New limits will apply to employers trying to change contracts without agreement.

• Union rights:

o Employers must issue written confirmation of union rights at the start of employment and on a recurring basis.

o Trade unions will gain new rights to access workplaces — both on-site and digitally.

• Sexual harassment:

o Employers will be required to take reasonable steps to prevent both internal and third-party harassment.

o Non-disclosure clauses cannot be used to silence complaints of harassment or discrimination.

• Tribunal claims:

o The standard time limit to bring most tribunal claims will be extended to six months.

Expected Developments Later in 2026

Although dates haven’t been confirmed, several proposals are in the pipeline:

• A response and draft bill are expected following the 2025 Equality (Race and Disability) consultation. If passed, large employers will need to report on disability and ethnicity pay gaps.

• Planned reforms to noncompete clauses aim to give workers more flexibility to move between jobs.

• A new consultation on employment status is set to review how workers are categorised and clarify legal definitions.

What This Means for Employers This is shaping up to be a demanding year for anyone managing staff or contracts. With tribunal claims expected to rise, and backlogs already an issue, it's crucial that employers prepare well in advance.

Don’t wait for a claim to highlight what’s missing in your policies or contracts.

Need Help Preparing for These Changes?

We provide clear legal support for employers navigating the latest changes to UK employment law.

Whether you’re updating contracts, revising internal policies, or reviewing union and tribunal processes, we’re here to help.

Book a 15-minute consultation today to speak with a member of our legal team.