2026 Employment Law Roundup
It’s been a significant year for employment law, with some important changes already in force and more on the horizon. For employers, staying informed and making sure your policies and procedures are up to date has never been more important.
A round-up of the key UK employment law changes in 2026 and what employers need to know.
At Tick HR Solutions, we’ve pulled together some of the key changes businesses need to know about.
What has changed in 2026?
- Statutory Sick Pay (SSP)
From 6 April, SSP became payable from the first full day of sickness absence, removing the previous three waiting days. The lower earnings limit was also removed, meaning more employees can qualify.
- Family-friendly rights
Eligible employees now have day-one rights to paternity leave and unpaid parental leave. Employers should ensure their family leave policies and processes reflect the changes.
- National Minimum Wage increases
From 1 April 2026, the hourly rates increased to:
- Age 21 and over: £12.71
- Age 18–20: £10.85
- Under 18: £8.00
- Apprentice rate: £8.00
It’s important to check payroll, working hours and deductions to make sure employees are receiving the correct pay.
- Collective redundancy
The maximum protective award for failing to comply with collective consultation obligations increased from 90 to 180 days’ pay.
- Employment Tribunal time limits
From 1 October 2026, the time limit for most Employment Tribunal claims increased from three months to six months. This makes good record-keeping and effective early resolution even more important.
- Preventing sexual harassment
From 30 October 2026, employers have a stronger duty to take all reasonable steps to prevent sexual harassment at work. This also includes protection against harassment by third parties, such as customers and clients.
Having a policy in place is not enough on its own. Employers should consider training, risk assessments, reporting procedures and how concerns are handled.
What should employers be preparing for in 2027?
There are further important changes ahead under the Employment Rights Act 2025, including:
- Unfair dismissal: The qualifying period is due to reduce to six months from 1 January 2027.
- Fire and rehire: Stronger restrictions are expected from March 2027.
- Bereavement leave: New rights are expected from April 2027.
- Pregnancy and maternity protections: Further enhanced protections are planned.
- Flexible working: Further changes are expected later in 2027.
These changes are being introduced in stages, so employers should keep an eye on the confirmed implementation dates.
So, what should your business do now?
- Review your employment contracts and staff handbook.
- Update sickness absence and family leave policies.
- Check payroll and minimum wage rates.
- Review recruitment, probation and dismissal procedures.
- Make sure managers understand their responsibilities around harassment and workplace conduct.
- Plan ahead for the 2027 changes.
Employment law is changing, but you don’t have to navigate it alone.
At Tick HR Solutions, we help businesses understand their responsibilities, manage people effectively and stay on top of employment law changes.
If you’re unsure whether your business is up to date, now is a good time for an HR health check.
📩 Get in touch with Tick HR Solutions to discuss how we can support your business. Call 01522 448 181