The Reform party are continuing to gain electoral ground and many businesses are asking what a future Reform-led government could mean for employment law and workplace regulation.
While the next General Election is some time away, the possibility of significant political change is now something HR teams and employers can’t ignore.
Businesses are already adapting to the phased implementation of the Employment Rights Act 2025. That legislation is introducing substantial reforms during 2026 and 2027 (see below).
Reform has publicly criticised large parts of the legislation and indicated that it would seek to reverse or significantly amend elements of it through what it has described as a “Great Repeal Bill”.
For employers, this creates an unusual challenge: preparing for major employment law changes while also facing the possibility that some could later be rolled back.
Based on current public statements, Reform’s employment approach appears likely to focus on reducing regulation and increasing labour market flexibility.
The party has been particularly critical of reforms affecting zero-hours arrangements, guaranteed-hours provisions and restrictions on flexible staffing models. Reform representatives have argued that some measures risk damaging sectors that rely heavily on flexible labour, including hospitality, retail, logistics and seasonal workforces.
If Reform entered government, employers could potentially see...
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