How can businesses prepare for the tsunami of changes planned for next year? Hannah Strawbridge reports
As employment law practitioners know all too well, change is no longer the exception, it’s the rule. The 220-plus measures planned in the employment rights bill and related reforms signal the most comprehensive revision of UK employment law in a generation.
With many key provisions now expected to come in from 2026 onwards, HR professionals must act now to ensure their organisations are ready.
Key changes include the removal of the current two-year service requirement before an employee can bring an unfair dismissal claim. This will now be replaced with a six-month qualifying period.
Tribunal claim time limits are set to be extended from three to six months. Statutory sick pay will become payable from day one of absence and the lower earnings limit for entitlement will be abolished.
Paternity and ordinary parental leave will also become a day-one right and the government is also considering a ban – or severe restriction – on fire and rehire practices, together with new duties around harassment, zero-hours contracts and tipping policies.
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