Employment law reform has been moving at pace throughout 2026, with a range of new rights and protections already introduced for workers across the UK.
Changes that have already come into force this year include day one rights to Statutory Sick Pay, paternity leave and unpaid parental leave, a new right to bereaved partner’s paternity leave, whistleblowing protection for sexual harassment disclosures and the creation of the Fair Work Agency.
However, employers can expect even more change in the months ahead, with further employment law reforms taking effect in October 2026 and throughout 2027.
Key Employment Law Changes Coming in October 2026
A number of significant measures are due to come into force this autumn, placing additional responsibilities on employers.
These include:
- An expansion of the duty to prevent sexual harassment, moving from a requirement to take reasonable steps to a requirement to take all reasonable steps.
- New employer liability for third-party harassment, requiring organisations to take all reasonable steps to prevent harassment from customers, clients, contractors and other third parties.
- A requirement for employers to inform employees of their right to join a trade union.
- New rights for trade unions to access workplaces, even where they are not formally recognised.
- An increase in the time limit for bringing employment tribunal claims, extending the deadline from three months to six months.
What These Changes Mean for Employers
These reforms will require many organisations to review and update their employment documentation and workplace processes.
For many businesses, this is likely to include:
- Updating employee handbooks and HR policies.
- Reviewing record retention procedures.
- Refreshing harassment risk assessments.
- Delivering additional manager training.
- Creating procedures for handling trade union access requests.
- Ensuring employees are informed of their trade union rights.
Taking action early can help reduce risk, improve compliance and ensure businesses are prepared when the new requirements come into force.
Further Employment Law Reforms Expected in 2027
There is little sign of the pace of reform slowing down. Employers are expected to face another significant wave of employment law changes during 2027.
Proposed measures include:
- Reducing the qualification period for unfair dismissal protection from two years to six months.
- Removing the current cap on unfair dismissal compensation awards.
- Strengthening employees’ rights to flexible working.
- Introducing enhanced protections for pregnant workers and new mothers during the first six months following a return from maternity leave.
- New requirements relating to zero-hours and low-hours workers.
- The introduction of bereavement leave for all workers.
- Specific bereavement leave rights for pregnancy loss before 24 weeks.
Changes to the ACAS Code of Practice
Alongside legislative reform, ACAS is consulting on the first full revision of its Code of Practice on Disciplinary and Grievance Procedures since 2009.
Any updates to the Code are likely to influence how employers manage workplace conduct, disciplinary matters and employee grievances, making it important for organisations to stay informed and ensure their practices remain up to date.
Preparing for a More Complex Employment Landscape
Employers are operating in an increasingly complex and demanding regulatory environment. As employment law evolves, the importance of robust policies, well-trained managers and access to specialist HR support continues to grow.
By reviewing policies regularly, identifying issues early and ensuring managers understand their responsibilities, businesses can reduce risk, remain compliant and create a more positive workplace culture.
The Jackson Hogg HR Partnership provides outsourced HR consultancy services, offering practical and expert support to help businesses navigate employment law changes, maintain compliance and manage their people effectively.
To learn more, contact lauren.bathan@jacksonhogg.com.
