Employment Rights Changes 2026: What Employees and Employers Need to Know

The employment rights changes in 2026 are being introduced in stages. Some measures are already in force, while further changes are due in October and more reforms are scheduled for 2027. This guide explains what has changed, what is still to come, when each measure applies and what employees and employers need to know.

Employment rights changes 2026 at a glance

The changes below are shown as individual cards rather than a conventional table, so each measure can be read on its own without having to track across columns. Dates shown as future dates remain subject to the implementation timetable and any applicable parliamentary processes.

What employment rights have changed in 2026?

Trade union and industrial action reforms

A number of trade union measures took effect on 18th February 2026. These included changes to industrial action notices and ballot information, an increase in the maximum mandate period following a successful ballot from 6 months to 12 months, removal of the requirement for trade unions to appoint a picketing supervisor, and removal of the previous 12-week limit on protection from unfair dismissal for taking part in protected industrial action.

Other changes included amendments to trade union political funds and public-sector check-off arrangements. These measures apply in England, Scotland and Wales, while Northern Ireland has separate trade union legislation.

Certification Officer levy

From 1st April 2026, the levy previously paid by trade unions and employer associations to the Certification Officer was repealed. This is primarily an organisational change for trade unions and employer associations rather than a new workplace right for individual employees.

Holiday pay record-keeping

From 6th April 2026, employers became subject to new record-keeping requirements under the Working Time Regulations. Employers must keep adequate records showing compliance with holiday entitlement and holiday pay rules and retain those records for 6 years from the date they were made.

This is mainly an employer compliance requirement, but it matters to employees because accurate records can help establish whether holiday entitlement and pay obligations have been met.

Statutory Sick Pay

From 6th April 2026, Statutory Sick Pay (SSP) changed in two important ways. The lower earnings limit was removed, so eligible employees can qualify regardless of their earnings. The waiting period was also removed, meaning SSP is payable from the first full day of sickness absence rather than from the fourth qualifying day.

For the 2026 to 2027 tax year, SSP is £123.25 a week or 80% of average weekly earnings, whichever is lower. There are transitional rules for some sickness absences that started before 6th April 2026, so the date an absence began can matter.

For employees, this means some lower-paid workers who previously fell below the earnings threshold can now qualify, provided they meet the other eligibility rules. For employers, payroll and absence processes need to use the new rules for relevant absences.

Day-one paternity leave and unpaid parental leave

From 6th April 2026, the qualifying service requirement for paternity leave was removed. Eligible employees can therefore have the right to paternity leave from the first day of employment, subject to the other statutory conditions and notice requirements.

Ordinary unpaid parental leave also became a day-one right. The change removes the qualifying service requirement, but other rules about notice and how parental leave can be taken still apply.

The restriction preventing an employee from taking paternity leave after shared parental leave was also removed as part of the reforms taking effect in April.

Bereaved Partner’s Paternity Leave

From 6th April 2026, eligible employees in England, Scotland and Wales gained a new statutory right to Bereaved Partner’s Paternity Leave. It applies where the mother, main adopter or main intended parent dies within the first year of the child’s life or adoption placement, subject to the legal eligibility conditions.

The leave is unpaid by law and can last for up to 52 weeks depending on when the death occurs. The right does not require a minimum length of service. Northern Ireland has a different position because parental leave legislation is devolved there.

Collective redundancy protections

From 6th April 2026, the maximum period covered by the protective award for a failure to comply with collective consultation requirements was doubled. A protective award is a potential tribunal award where an employer has failed to comply with its collective consultation obligations before making qualifying redundancies.

The change does not mean that every redundancy attracts a protective award. Whether one is available depends on the circumstances and the employer’s consultation obligations.

Whistleblowing and sexual harassment

From 6th April 2026, protections were strengthened for workers who make qualifying protected disclosures about sexual harassment. Whistleblowing has specific legal tests, so raising a workplace concern does not automatically make it a protected disclosure.

This measure is separate from the broader sexual harassment prevention measures due to take effect on 30th October 2026.

The Fair Work Agency

The Fair Work Agency began operating on 7th April 2026. It brings together a range of labour-market enforcement functions and replaced the Employment Agency Standards Inspectorate and the Gangmasters and Labour Abuse Authority for the functions transferred to it.

The agency currently has responsibilities including enforcing the National Minimum Wage, regulating employment agencies and businesses, and administering the gangmaster licensing scheme. Its remit is expected to expand over time.

National Minimum Wage and National Living Wage

The National Minimum Wage rates increased on 1st April 2026. The National Living Wage rate for workers aged 21 and over is now £12.71 an hour. The rate for workers aged 18 to 20 is £10.85, while the rate for workers aged 16 and 17 and the apprentice rate are both £8.00.

These rates apply across the UK. Different rates can apply depending on age and whether someone is an apprentice, so workers and employers should use the official GOV.UK guidance and calculator when checking an individual’s entitlement.

Trade union recognition reforms

Several trade union changes took effect during 2026. From 6th April, reforms simplified the statutory recognition process, including removing the likely-majority test at the application stage and the 40% support threshold in recognition ballots.

From 25th August, electronic and workplace balloting became available for statutory trade union ballots. Further reforms are due on 30th October, including changes to access rights, recognition and derecognition procedures, rights and protections for trade union representatives, and protection against detriment for taking industrial action.

What is changing later in 2026?

Employment Tribunal time limits from 1st October

From 1st October 2026, the usual time limit for bringing an employment tribunal claim will increase from 3 months to 6 months for claims covered by the change. The legislation includes transitional provisions, so the date of the act, conduct or failure complained of can determine which time limit applies.

There is a specific Scottish exception for breach of employment contract claims. For those claims, the change to the time limit takes effect on 9th November 2026.

The longer limit should not be treated as a reason to delay. Where Acas early conciliation applies, the required process still matters and different types of claim can have different rules.

Sexual harassment protections from 30th October

From 30th October 2026, employers will be required to take all reasonable steps to prevent sexual harassment of their employees. There will also be an obligation on employers not to permit harassment of employees by third parties, such as customers or clients, subject to the legal conditions.

The government timetable also provides for a power to make later regulations specifying evidence-based steps employers must take. These would complement, rather than replace, the broader requirement to take all reasonable steps.

Employers should check current official guidance and review relevant policies, training, reporting arrangements and risk controls before the October commencement date.

Further trade union reforms from 30th October

The October measures include stronger trade union rights of access, further changes to recognition and derecognition procedures, new rights and protections for trade union representatives, and wider protection against detriment for taking industrial action.

The detailed requirements vary between measures, so trade unions and employers should check the latest official guidance rather than relying on general summaries of the Act.

Other changes expected during the rest of 2026

The current government timetable also lists measures concerning seafarer protections in December 2026 and strengthening tipping law by the end of 2026. It also lists regulations to establish the Fair Pay Agreement Adult Social Care Negotiating Body in England during October 2026.

These measures have their own implementation arrangements and should not be treated as if they all take effect on the same date.

What is changing in 2027?

Unfair dismissal qualifying period

From 1st January 2027, the ordinary unfair dismissal qualifying period is due to reduce from 2 years to 6 months for dismissals from that date, in England, Scotland and Wales, subject to the legislation and transitional rules.

The Employment Rights Act 2025 also removes the cap on compensatory awards for unfair dismissal. Other changes affecting dismissal rights are being introduced as part of the wider reforms.

The change does not remove existing day-one protections such as protection against discrimination and automatically unfair dismissal. Northern Ireland has a different unfair dismissal qualifying period because employment law in this area is devolved.

Other reforms scheduled for 2027

The current government timetable also includes further measures concerning the duty to inform workers of their right to join a trade union, fire and rehire protections, enhanced dismissal protections for pregnant women and new mothers, flexible working, bereavement leave including pregnancy loss, guaranteed hours and reasonable notice for certain workers, umbrella companies, non-disclosure agreements, blacklisting, collective redundancy consultation thresholds and industrial relations.

Some of these measures do not yet have a single commencement date. The government has said that longer-term timings remain under review and may change as consultation and parliamentary processes continue.

What do the changes mean for employees?

If you are starting a new job

Some rights now apply from the first day of employment, including paternity leave and ordinary unpaid parental leave. Other rights still have qualifying periods or specific eligibility conditions, so having a day-one right in one area does not mean every employment protection is automatically available from day one.

If you are off sick

For sickness absences covered by the new rules, SSP can be paid from the first full day of sickness and the lower earnings limit no longer applies. The rules can be different for absences that started before 6th April 2026, so check the date your absence began if there is a dispute about entitlement.

If you are considering an employment tribunal claim

The general time limit for many claims increases from 3 months to 6 months from 1st October 2026, but transitional provisions and claim-specific rules matter. Do not assume that every type of claim has the same deadline. If you think you may have a claim, get advice promptly rather than relying on the maximum period.

If you have been dismissed

The reduction in the ordinary unfair dismissal qualifying period is due to apply to dismissals from 1st January 2027. That does not mean every dismissal after that date automatically gives someone an unfair dismissal claim. Eligibility, the reason for dismissal and the applicable legal rules still matter.

If you are affected by redundancy

The maximum protective award for qualifying failures to consult collectively was doubled from 6th April 2026. This is not an automatic payment for every redundancy and depends on whether the collective consultation rules apply and whether the employer failed to meet them.

If you are a parent

Paternity leave and ordinary unpaid parental leave became day-one rights from 6th April 2026. Bereaved Partner’s Paternity Leave was also introduced from that date for eligible employees in England, Scotland and Wales.

What do the changes mean for employers?

Employers should not assume that one blanket policy change will cover all of the reforms. The relevant action depends on the measure and the type of workplace.

• Check sickness and SSP processes against the rules that apply from 6th April 2026.
• Review parental leave and paternity leave policies to reflect day-one eligibility.
• Check collective redundancy procedures and consultation processes.
• Review sexual harassment prevention arrangements before 30th October 2026.
• Make sure managers understand relevant changes to employee rights and workplace procedures.
• Check employment tribunal deadlines and how complaints are handled internally.
• Review trade union arrangements where the October 2026 reforms are relevant.
• Use current official guidance rather than relying on older versions of policies or employment-law summaries.

Does the position differ across the UK?

Yes. Employment law is not identical across the whole UK, particularly where powers have been devolved.

Many of the Employment Rights Act 2025 measures apply across Great Britain, while Northern Ireland has separate employment legislation in a number of areas. For example, Bereaved Partner’s Paternity Leave introduced by the 2026 regulations applies in England, Scotland and Wales, while Northern Ireland has its own parental leave legislation.

The change to the employment tribunal time limit has a specific Scottish exception for breach of employment contract claims, which moves to 9th November 2026 rather than 1st October. Always check the rule that applies to the particular right or claim rather than assuming that one date covers every part of the UK.

What do I need to do?

For most employees, there is no form to complete simply because employment law has changed. Instead, it is sensible to:

• check your employer’s current policies and staff handbook
• keep copies of important emails, letters, payslips and other records
• check the date on which a relevant event happened, particularly sickness absence, dismissal or a potential tribunal claim
• check your employment status, because rights can differ between employees, workers, agency workers and genuinely self-employed people
• get advice promptly if you are dealing with dismissal, discrimination, unpaid wages, harassment or another potential employment claim

Where can I get help?

For general employment rights information, GOV.UK and Acas are useful starting points. Acas provides free, impartial advice to employees, employers and representatives on employment rights, workplace policies and resolving disputes.

For the legislation itself, see the Employment Rights Act 2025 on legislation.gov.uk and the government’s latest implementation timetable.

What is not changing?

Not every employment right changes in 2026. Existing protections continue to apply unless the legislation introducing a particular reform changes them. This includes a range of existing rights around discrimination, automatically unfair dismissal, working time, holiday entitlement and other workplace protections.

The important point is that the new measures should not be treated as replacing the whole of employment law. They are a series of changes introduced at different times, with different eligibility rules and different territorial scopes.

Information checked

This article was checked against current information from GOV.UK, the Department for Business and Trade, Acas and legislation.gov.uk, including the government’s implementation timetable updated on 25th September 2026, current Statutory Sick Pay guidance, National Minimum Wage information, Bereaved Partner’s Paternity Leave guidance and the legislation bringing the tribunal time-limit changes into force.

Last checked: 29th September 2026.

Official sources

• GOV.UK: Plan to Make Work Pay and Employment Rights Act timeline update
• GOV.UK: Sickness absences and the 2026 SSP changes
• GOV.UK: Rates and thresholds for employers 2026 to 2027
• GOV.UK: Bereaved Partner’s Paternity Leave
• GOV.UK: Unfair dismissal eligibility
• legislation.gov.uk: Employment Rights Act 2025
• legislation.gov.uk: Employment Tribunal time-limit regulations
• Acas
• Business.gov.uk: New employment rights guidance for businesses and workers
• GOV.UK: Trade union law transition to the Employment Rights Act 2025

Because the implementation timetable is being introduced in stages, check the latest official guidance and the date on which the relevant right or obligation applies before relying on this article.