Employment Law Changes in 2026

Employment law will change significantly in 2026. A number of new laws have already been passed and will come into force during the year. These changes will affect both employers and workers across many areas of working life.

1. Earlier protection from unfair dismissal

From 2026, some employees will gain protection from unfair dismissal sooner than before. Employers will need to follow a fair process even during early stages of employment, including probation periods.

For employers, this means performance concerns must be handled carefully and fairly from the outset. For employees, it means there may be greater protection if employment is ended without a proper reason or fair procedure.

2. Stronger family and parental rights

Family-related rights are being expanded. Changes to paternity leave and parental leave will give families more flexibility in how leave is taken. There will also be stronger protection for employees who are pregnant or taking maternity, adoption, or shared parental leave.

Employers will need to update policies and payroll systems. Employees should ensure they comply with notice requirements so that their statutory rights are protected.

3. More robust flexible working rights

Flexible working will become harder to refuse. Although there is still no automatic right to work flexibly, employers will face stricter rules when considering requests. They will need to deal with requests properly and provide clear reasons if refusing them.

This reflects the increasing expectation that flexible working arrangements should be seriously considered in most workplaces.

4. Greater certainty for zero-hours and variable contracts

Workers on zero-hours or unpredictable contracts will gain stronger rights to request more stable working arrangements. In some cases, they may be entitled to move to a contract that better reflects the hours they regularly work.

Businesses that rely on casual staffing models should review their contracts and working practices. Workers on irregular hours may find they have new options available.

5. Changes to trade union and collective rights

There will be changes affecting trade unions and industrial relations, including adjustments to recognition procedures and certain rules around industrial action.

Employers in unionised workplaces should ensure they understand the new framework and comply with it. Employees involved in collective activity should also be aware of their updated rights and responsibilities.

6. Stronger enforcement of employment rights

Enforcement will become more active. Regulatory bodies will have stronger powers to investigate and penalise breaches, particularly in relation to pay and holiday rights.

This increases the risk for employers who do not comply with the law and may make it easier for workers to enforce their statutory rights.

What this means in practice

Taken together, these reforms represent a significant shift in employment law. Employers should review contracts, staff handbooks, disciplinary procedures, and internal policies before the changes take effect. Training for managers will also be important.

Individuals who believe their rights may be affected by the 2026 changes should seek advice promptly. Early advice can often prevent disputes from escalating.

Hunter Lawyers advises both employers and employees on all aspects of employment law. If you would like advice tailored to your circumstances, you should contact us directly.

This article is provided for general information only. It does not constitute legal advice and should not be relied upon. Specific advice should always be obtained in relation to your own circumstances.