Employment Law Changes – Are You Ready? - July TWBM article

In this, the first of my new monthly columns for Tunbridge Wells Business magazine, as CEO and Founder of Forrest Group, I’d like to highlight some of the forthcoming developments in the Employment Rights Bill along with key dates for the changes which the Government have recently confirmed.

One of the more surprising elements is that changes to zero- hour contracts and the introduction of ‘day one’ unfair dismissal rights now appear unlikely to take effect until sometime in 2027.

Key dates for changes likely to impact your business:

April 2026:

• ‘Day 1’ paternity and unpaid parental leave

• Enhanced whistleblower protections

• Establishment of a Fair Work Agency

• Statutory Sick Pay improvements (removal of lower- earnings limit and 3 days waiting period)

• Simplified trade union recognition and digital/workplace balloting systems

October 2026:

• Ban on fire-and-rehire

• Stronger tipping laws

• Further Employer duties to take ‘all reasonable steps’ to prevent sexual harassment

• Expanded trade union rights and protections for those taking industrial action

• Stricter employment tribunal limits

2027:

• ‘Day 1’ unfair dismissal rights

• Mandatory gender pay gap and menopause action plans (voluntary from April 2026)

• New rights for pregnant workers

• Bereavement leave entitlements

• Protections against zero-hour contract abuse and right to guaranteed hours

• Umbrella company regulation

You should understand how these changes impact your company and consider what aspects of your business need reviewing, and update your policies, procedures, practices and contracts of employment accordingly. If you would like a completely free initial conversation with me, to answers any questions on the above or help you navigate the changes in employment law, ring me on call 01892 726060.