As we approach the end of 2026, several significant employment law changes have now come into force, while others are scheduled to arrive over the coming months.
Some of these reforms will increase employer obligations, others will expand employee rights, and several will have a direct impact on how businesses manage recruitment, employee relations and workplace policies.
Here’s our overview of the developments employers should have on their radar.
1. The Enhanced Duty to Prevent Sexual Harassment Is Now in Force
The new duty requiring employers to take “all reasonable steps” to prevent sexual harassment came into effect on 30 October 2026.
This strengthens the previous position and places greater emphasis on proactive prevention rather than simply responding when issues arise. The legislation also reintroduces employer liability in certain circumstances where harassment is carried out by third parties, such as customers, clients, contractors or visitors.
For employers, the key message is clear: organisations must be able to demonstrate that appropriate preventative measures are in place and that workplace culture, policies and reporting procedures actively support a safe working environment.
At Supportis, we have been working with clients to ensure policies, guidance and workplace procedures reflect these new requirements and help reduce the risk of claims.
2. Tipping Rule Changes Expected Later This Year
Further reforms to workplace tipping arrangements are expected during December 2026, although a confirmed implementation date has not yet been announced.
The proposed changes will require employers to consult workers, and recognised trade unions where applicable, when introducing or amending written tipping policies.
The aim is to improve transparency and ensure employees have a greater voice in how tips, gratuities and service charges are distributed.
Businesses operating within hospitality, leisure and customer-facing sectors are likely to be most affected by these changes. We will continue to monitor developments and provide further guidance once the final implementation date is confirmed.
3. Trade Union Reforms Continue to Progress
The Government’s wider programme of trade union reform remains ongoing, although some elements have been delayed.
Most notably, the requirement for employers to provide workers with a written statement informing them of their right to join a trade union will now take effect from 1 January 2027, rather than October 2026 as originally planned.
Alongside this change, the wider reform package continues to include increased protections for workers involved in industrial action and expanded rights for trade union representatives.
While many employers may not feel an immediate impact, businesses should be aware that the direction of travel remains towards greater employee protections and increased trade union engagement.
Supportis will continue to keep clients informed as further guidance and implementation details become available.
4. Major Changes to Unfair Dismissal Law Are Coming in January 2027
One of the most significant employment law changes in recent years is set to arrive on 1 January 2027.
The Qualifying Period Will Reduce from Two Years to Six Months
Currently, most employees require two years’ continuous service before gaining protection from unfair dismissal.
From January, that qualifying period will reduce to just six months.
This means unfair dismissal rights will arise much earlier in the employment relationship, increasing the importance of effective onboarding, probationary reviews and early management intervention where concerns arise.
The Cap on Unfair Dismissal Compensation Will Be Removed
Another significant change is the removal of the current cap on compensatory awards for unfair dismissal claims.
For employers, this has the potential to increase financial exposure where dismissals are not managed fairly and in accordance with appropriate procedures.
New Restrictions on “Fire and Rehire”
The use of so-called “fire and rehire” practices will also become significantly more restricted.
In most circumstances, dismissing an employee because they refuse to accept changes to key contractual terms such as pay, hours, pension arrangements, shift patterns or time-off provisions will be automatically unfair.
While these reforms may not affect day-to-day operations for every employer, they reinforce the importance of taking advice before making significant contractual, disciplinary or dismissal decisions.
Supportis is already reviewing these upcoming changes and preparing guidance to help clients navigate the new requirements.
5. New Adult Social Care Negotiating Body Moves Forward
The Government is also progressing plans to create a new Adult Social Care Negotiating Body.
The body is expected to be formally established by the end of 2026, with an independent chair appointed during 2027 and negotiations commencing from April 2027. The long-term objective is the introduction of a sector-wide Fair Pay Agreement by April 2028.
For organisations operating within the adult social care sector, this could represent one of the most significant workforce developments in recent years, with potential implications for pay, employment terms and workforce planning.
We will continue to monitor progress and provide updates as further details emerge.
Looking Ahead
Employment law reform remains high on the Government’s agenda, and 2027 is shaping up to be one of the busiest periods of change employers have seen in some time.
While not every development will require immediate action, understanding what’s changing and planning ahead can help avoid unnecessary risk and disruption.
As always, Supportis is monitoring these developments closely and will continue to update clients as legislation progresses and practical guidance becomes available. If you have any questions about any of the changes outlined above, please contact your dedicated Supportis adviser.
