Employment Law in 2026
The Biggest Workplace Changes in a Generation?
The UK workplace is undergoing one of its most significant transformations in decades and RNN Group is ensuring it is up to speed and ahead of the game in supporting its employees.
Following the introduction of the Employment Rights Act 2025, 2026 marks the beginning of a phased programme of reforms that will reshape employment rights, employer responsibilities, and workplace culture across the country. For employers, HR professionals, and business leaders, the challenge is no longer understanding what is changing – it’s preparing for the practical impact of these changes.
The reforms reflect a broader shift in employment policy: Creating greater security for workers, strengthening enforcement mechanisms, and modernising workplace protections to meet the realities of today’s labour market.
A New Era of Employee Rights
One of the most notable themes running through the 2026 reforms is the expansion of “day-one” employment rights.
Historically, many workplace protections required employees to complete a qualifying period before becoming eligible. The new legislation moves away from this approach, giving workers access to certain family-related rights from the first day of employment.
From April 2026, employees gained day-one access to paternity leave and unpaid parental leave, removing previous service requirements. Additional rights have also been introduced for bereaved partners following the death of a child’s mother or primary adopter.
For employers, this means onboarding processes, policies, and HR systems must be updated to reflect the new entitlement landscape.
Statutory Sick Pay Becomes More Accessible
Another major change affects Statutory Sick Pay (SSP).
The reforms remove barriers that previously prevented some lower-paid workers from qualifying. The removal of earnings thresholds and waiting periods means a larger proportion of the workforce will now be entitled to SSP from the beginning of a period of sickness absence.
While this strengthens financial security for employees, organisations may need to review absence management procedures and budget forecasts to account for increased eligibility.
The Arrival of the Fair Work Agency
Perhaps one of the most significant structural changes is the establishment of the Fair Work Agency.
Launched in April 2026, the agency brings together several employment enforcement functions under a single body. Its responsibilities include enforcing minimum wage compliance, holiday pay, statutory sick pay, employment agency regulations, and employment tribunal awards.
This signals a move towards more proactive enforcement rather than relying solely on individual employees to challenge workplace breaches.
For businesses, compliance is becoming increasingly important as enforcement capability becomes more coordinated and visible.
Stronger Protections Against Workplace Harassment
October 2026 introduces enhanced obligations around workplace harassment.
Employers will be required to take “all reasonable steps” to prevent sexual harassment and will also face new responsibilities relating to harassment by third parties such as customers, clients, suppliers, or contractors.
These changes go beyond reactive complaint handling and place greater emphasis on prevention, training, culture, and risk management.
Organisations that view harassment prevention as simply an HR issue may find themselves exposed to greater legal and reputational risks.
Trade Union Reform Returns to the Agenda
A significant portion of the Employment Rights Act focuses on trade union rights and industrial relations.
Throughout 2026, reforms will simplify union recognition processes, expand protections for trade union representatives, introduce electronic balloting, strengthen workplace access rights for unions, and require employers to inform workers of their right to join a trade union.
Whether businesses are unionised or not, these changes signal a renewed emphasis on collective representation and employee voice within the workplace.
Changes Still on the Horizon
While many reforms are already taking effect, some of the most significant changes are still ahead.
The Government has confirmed that employment tribunal claim limits will be extended, giving employees more time to bring legal claims. Looking further ahead to 2027, unfair dismissal reforms and stronger protections against “fire and rehire” practices are expected to come into force.
Meanwhile, proposals to provide greater certainty of working hours for individuals on zero-hours and low-hours contracts continue to be developed, with implementation expected from 2027.
What Employers Should Be Doing Now
The organisations that adapt most successfully will be those that treat these reforms as more than a compliance exercise.
This is an opportunity to review workplace culture, strengthen people management practices, modernise policies, and build greater trust with employees.
Business leaders should be asking:
- Are our HR policies fully up to date?
- Have managers been trained on the new rights?
- Are our harassment prevention measures robust enough?
- Do we understand the implications of increased enforcement activity?
- Are we prepared for further reforms arriving in 2027?
The cost of getting employment law wrong is increasing – not just financially, but in terms of reputation, recruitment, retention, and employee engagement.
What is RNN Group doing about it already?
RNN Group has been putting many of the new changes in place and has done so for many years including family friendly policies, generous annual leave including Christmas shut down, flexible working, leave of absence entitlement and sick pay to provide greater support and protection for our employees.
The Group has a variety of benefits for staff including a retail discount scheme, gym discounts, Employee Assistant Programme and health support including healthcare benefits, menopause support and free eye tests.
Looking Ahead
The Employment Rights Act represents a fundamental shift in the relationship between employers and employees.
For workers, the reforms provide greater protection, security, and access to workplace rights.
For employers, they present both challenges and opportunities. While compliance requirements are increasing, organisations that embrace these changes can strengthen their employer brand, improve workplace culture, and create more resilient, productive workforces.
The future of work is changing.
The question for employers is no longer whether employment law will evolve – but whether their organisations are ready for what comes next.