Employment Law Changes: Is Your Business Ready?
Published: 02/10/26
Major employment law reforms are being introduced throughout 2026 and 2027, bringing significant implications for employers of all sizes.
From 1 October 2026, the time limit for most Employment Tribunal claims has doubled from three to six months, increasing the importance of thorough record keeping and documented employment decisions.
Further changes over the coming months include stronger employer responsibilities to prevent workplace harassment, earlier access to unfair dismissal rights for employees, tighter restrictions on changing employment contracts, and updates to Statutory Sick Pay rules.
For many businesses, the challenge is not just understanding the new legislation but ensuring contracts, policies, procedures and line managers are prepared. Key areas to review include probation processes, absence management, harassment policies, staff training and documentation practices.
Additional reforms expected during 2027 will cover flexible working, bereavement leave, protections for pregnant employees, guaranteed hours, shift notice requirements and equality measures.
With employment law changing at pace, now is the time to review your HR policies and management practices to ensure they remain compliant and protect your business from unnecessary risk.
Need support? Chamber members can access expert HR and Employment Law advice, practical guidance and template documents to help navigate the changes ahead. Visit here for full information
