Employment law changes are coming in 2026: what employers need to know

The UK government has begun rolling out a series of employment rights changes that will affect employers in England between 2026 and 2027. These reforms are being introduced gradually to give businesses time to prepare and ensure workplaces stay compliant.

Key employer highlights

A number of new workplace rules and protections will start to take effect shortly. The key changes you should be aware of include:

From February 2026:

• Trade union and industrial action reforms: updated requirements related to how industrial action is organised.

From April 2026:

• Statutory Sick Pay (SSP) changes: more employees will qualify for SSP, with no earnings threshold and no three-day waiting period.
• Day-one family leave entitlements: employees will be eligible for paternity and unpaid parental leave from their first day of employment.
• New leave rights such as Bereaved Partner’s Paternity Leave.
• Stronger whistleblowing protections for workers reporting issues such as sexual harassment.
• Simpler enforcement through the new Fair Work Agency, to help both employers and workers understand and comply with rights and responsibilities.

These reforms are part of a wider package aimed at modernising employment law and are being phased in across 2026 and 2027. Government guidance also includes practical tools and support to help businesses prepare.

Stay informed and get support

Because these changes are being introduced in stages and guidance is being updated regularly, it’s important to keep checking the official government information on employment changes at www.business.gov.uk/campaign/employment-changes for the latest updates and detailed timelines.

If you have questions about how these upcoming changes might affect your business, or if you need support with wider employer-related matters such as recruitment, workforce planning or growth strategy, speak to a Business Growth West Midlands Adviser who can help you navigate what’s coming next.