UK HR Law Updates 2026: What Employers Need to Know

Day-One Rights: Family Leave for All Employees

From April 2026, parental and paternity leave entitlements start from day one. No minimum service required. Employers must revise leave policies, payroll systems, and communication materials to reflect this immediate entitlement.

Tip: Update employee handbooks and train managers to ensure smooth leave management.

Statutory Sick Pay (SSP) Reforms

• SSP eligibility now includes employees earning below the National Insurance threshold.

• SSP rates are increasing to better support workers.

Tip: Payroll teams should review systems and communicate changes clearly to staff.

Collective Redundancy Protections

• The maximum award for failing to consult on collective redundancies doubles from 90 to 180 days’ pay per employee.

Tip: Review consultation processes, train managers, and ensure documentation is thorough.

Whistleblowing & Harassment Protections

• Disclosures regarding sexual harassment are explicitly protected. NDAs cannot block complaints.

Tip: Update whistleblowing policies and train managers on compliant handling and reporting.

Trade Union & Industrial Action Reforms

• Lower thresholds for strike action and simplified union recognition rules.

Tip: Audit recognition agreements and industrial action procedures to ensure compliance and readiness.

Flexible & Remote Working

• Employers may soon need to justify refusals of flexible work requests based on reasonableness.

Tip: Audit current flexible working policies and standardise request review procedures.

Key Dates for HR Teams

April 2026 – Day-one family leave, SSP reforms, collective redundancy protections, Fair Work Agency launch

October 2026 - NDA limits, harassment protections, fire-and-rehire restrictions

January 2027 – Reduced qualifying period for unfair dismissal; removal of compensation cap

2027+ - Zero-hours contract reforms, mandatory gender pay gap reporting, menopause action plans for larger employers

HR Action Checklist

• ✅ Update leave, sickness, and redundancy policies

• ✅ Communicate new rights to employees

• ✅ Train managers on whistleblowing and harassment protections

• ✅ Audit flexible working request procedures

• ✅ Review union recognition and industrial action protocols

By taking proactive steps now, companies can ensure compliance, reduce risk, and reinforce their reputation as a forward-thinking employer.