EMPLOYMENT RIGHTS BILL – HOW FAR HAS THE JOURNEY GOT?

After much publicity and debate over the proposed seismic changes to employment law, the Employment Rights Bill became the Employment Rights Act in December 2025.

While the Act is now in place the journey along the Government’s road map for the implementation of each new area of law is set to continue throughout 2026 and 2027.

For 2026, we can expect the following in April and October:

• Reform to Statutory Sick Pay.

• Day 1 rights for paternity and unpaid parental leave.

• An increase to collective redundancy protective awards.

• Whistleblowing protection in sexual harassment cases.

• The establishment of the Fair Work Agency.

• A ban on fire and rehire.

• Reform to harassment laws.

• Changes to tipping laws.

• An increase in tribunal time limits.

  
  

The more structural and operationally heavy reforms are scheduled for 2027, including:

• A shortened qualifying period for unfair dismissal (6 months reduced from 2 years).

• Increased pregnancy and maternity rights.

• Stricter rule to prevent sexual harassment.

• The implementation of a collective redundancy-consultation threshold.

• Flexible working rejections to be for a “genuine business reason”, only.

• A new statutory right to bereavement leave.

• Guaranteed working hours under zero-hours contracts.

• Compensation for cancelled shifts.

The business community may have been left reeling in 2025 when it comes to employment law. The priority now is for employers will now need to act and be at the top of their game when it comes to implementing the new changes over the next two years. The new laws make the stakes much higher when it comes to managing legal and financial risks. A business without a response plan is likely to have a very bumpy and potentially costly journey over the next few years.

So, how can FG Solicitors help you? 

At FG Solicitors, we are helping businesses to plan and get ahead of the impact of legal changes by providing practical and commercial guidance and solutions tailored to their businesses. From reviewing and updating contracts, policies, and processes to advising on workforce planning, compliance risks, and employee relations, we ensure  our clients are fully prepared for the new obligations. Our proactive and collaborative approach minimises disruption, reduces the risk of disputes, and gives confidence that workplaces remain compliant while supporting commercial goals as the law continues to evolve.

Contact FG Solicitors today on 0808 172 93 22 or complete our quick contact form  for a no obligation discussion.   

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  This update is for general guidance only and advice should be taken in relation to a particular set of circumstances.