The Employment Rights Bill is reshaping the UK employment landscape. With a wave of reforms already in force from early 2026, and further changes on the horizon, employers face a critical window to review their practices and get ahead of their obligations.
Here is what you need to know.
A number of significant reforms have already taken effect in 2026.
From February 2026
- Simplified trade union requirements, including in relation to industrial action.
From April 2026
- Expanded Statutory Sick Pay – removal of the earnings threshold and waiting period.
- Introduction of day-one rights to Paternity Leave and Unpaid Parental Leave.
- New entitlement to Bereaved Partner’s Paternity Leave.
- Increased protective awards for non-compliance with collective redundancy obligations.
- Enhanced whistleblowing protections, including for reporting sexual harassment.
- Establishment of the Fair Work Agency to enforce compliance and support employers.
- New requirements to maintain holiday pay records for six years.
- Encouragement for larger employers (250+) to publish gender pay gap action plans, including menopause support.
Looking ahead
Reforms to unfair dismissal protections will take effect from 1 January 2027, with further legislative change expected across 2026–2027.
For employers, these developments underline the importance of proactive compliance.
Reviewing employment contracts, policies and internal procedures now can help mitigate risk and avoid costly disputes later.
At Angular Legal, we help businesses stay ahead of regulatory change with clear, commercially focused employment law advice.
From policy reviews to strategic risk management, our team works proactively with employers to ensure compliance while protecting business interests.
If you would like tailored guidance on how these latest developments impact your organisation, contact us to speak with one of our employment law specialists.
