Do not treat every announced reform as current law. Maintain a dated implementation tracker, update the policies affected now and keep later measures under review as regulations and official guidance are published.
Changes already in force during 2026
Since 6 April 2026, Paternity Leave and Unpaid Parental Leave have been available as day-one employment rights. Employers should ensure eligibility wording, request processes and manager guidance no longer apply an outdated service requirement.
The maximum collective-redundancy protective award was doubled, and disclosures that sexual harassment has occurred, is occurring or is likely to occur can qualify for whistleblowing protection. Earlier February changes also affected trade-union law and protection connected with industrial action.
- Update paternity and unpaid parental leave policies
- Check collective redundancy governance and consultation planning
- Align whistleblowing and sexual-harassment reporting routes
- Brief managers on protected disclosures and escalation
Payroll and statutory payment changes
National Minimum Wage rates increased from 1 April 2026. From 6 April, Statutory Sick Pay changed so eligible sickness is payable from the first qualifying day and the amount is the lower of the applicable weekly rate or 80% of average weekly earnings.
Statutory family-related payment rates and Neonatal Care Pay also changed for the 2026 to 2027 year. Use current HMRC guidance and calculators rather than copying annual figures permanently into policies.
- Audit hourly rates, salaried hours and deductions
- Check SSP rules, payroll configuration and absence templates
- Update statutory pay references and employee communications
- Schedule an annual rate review before each April
Changes expected from 1 October 2026
The preventative duty for sexual harassment is due to strengthen from reasonable steps to all reasonable steps. Employers are also expected to have an explicit obligation not to permit harassment of employees by third parties where all reasonable preventative steps have not been taken.
Other October measures include changes concerning tips and further trade-union provisions. Implementation detail may depend on regulations and consultation, so employers should monitor official updates rather than rely on early summaries.
- Complete and record a sexual-harassment risk assessment
- Address customers, clients and other third parties
- Review training, reporting and investigation processes
- Track final regulations and commencement information
Important reforms scheduled later
Further reforms are expected during late 2026 and 2027. The current timetable places extended employment tribunal time limits no earlier than October 2026 and a six-month qualifying period for ordinary unfair dismissal from January 2027.
Other measures concerning fire and rehire, flexible working, zero-hours arrangements, family rights and equality reporting are being phased and may require regulations or updated guidance. Avoid changing contracts or procedures based only on a headline.
- Record the expected date and confidence level for each measure
- Identify contracts, policies, systems and training affected
- Budget time for consultation and implementation
- Confirm the final legal position before rollout
A practical employer action plan
Create one controlled change log showing the legal source, effective date, policy owner, system impact, communication and completion evidence. Prioritise changes already in force and those with the greatest employee-relations risk.
Managers need short, timely briefings rather than a single dense legal update. Test understanding through scenarios and make sure they know when to pause and seek HR advice.
- Review policies against current law, not old templates
- Coordinate HR, payroll, finance and operations
- Update letters, forms and manager toolkits
- Recheck the official timetable at planned intervals
Authoritative guidance: GOV.UK implementation timeline · Acas Employment Rights Act guide · HMRC 2026 to 2027 rates
Originally published 16 July 2026. This guide provides general information for employers and is not legal advice. Employment law and guidance can change; check current requirements and take advice on the facts of a live situation.