The updated timeline to the biggest employment law changes in years – Clear Bridge HR tell us what employers need to know

The year has got off to a fast start, with the Government wasting no time in publishing an updated timeline for key employment law changes. Several significant reforms are on the horizon, with some taking effect from April 2026 and others following into 2027. While the headlines can feel daunting, the phased rollout gives employers time to prepare.  Here is everything you need to know.

Key Changes from 6^th April 2026

1. Day one rights for family leave

Paternity Leave and Unpaid Parental Leave will both become day one rights.  In practice, this means employees will be entitled to request these types of leave from the moment they start work. It’s important to note that while the right to take paternity leave will be from day one, Statutory Paternity Pay is not changing and will still be subject to qualifying conditions.

What employers should consider:
Managers will need to be clear on eligibility rules and confident handling requests from new starters. Policies and onboarding processes should also reflect the new rules.

• Strengthened whistleblowing protections (including sexual harassment)

Sexual harassment will be added explicitly to the list of “qualifying wrongdoings” under whistleblowing legislation. This means disclosures about sexual harassment will automatically count as protected disclosures.

Protection will apply where harassment has occurred, is occurring, or is likely to occur, and individuals will be protected from detriment or unfair dismissal for raising concerns.

What employers should consider:
This change increases the legal risk where complaints are mishandled. Employers should ensure reporting routes are clear, confidential, and well understood, and that managers are trained to respond appropriately without retaliatory behaviour (intentional or otherwise).

• Bereaved Partners’ Paternity Leave

A new entitlement of up to 52 weeks’ unpaid Bereaved Partner’s Paternity Leave will be introduced where the child’s mother, primary adopter, or primary carer dies during childbirth or within the first year of the child’s life.

This will be a day one right, with no qualifying period. The entitlement is unpaid, although employers may choose to enhance it.

What employers should consider:
This is a sensitive and highly emotive area.  Employers should think carefully about how requests will be handled in practice and whether additional discretionary support may be appropriate.

• Statutory Sick Pay from day one

From April 2026, Statutory Sick Pay (SSP) will be payable from the first day of sickness absence, and the lower earnings limit will be removed. This means all employees will qualify for SSP, regardless of earnings, and the current three day waiting period will be abolished.

What employers should consider:
This change is likely to increase SSP costs, particularly in businesses with high levels of short term absence.  Reviewing sickness absence trends, ensuring return to work conversations happen consistently, and addressing underlying issues early will be key to managing the inevitable increase in cost.

• Trade union recognition becomes easier

The trade union recognition process will be simplified for employers with 21 or more employees. A union may be recognised where a simple majority of the bargaining unit votes in favour, and automatic recognition may be granted where there’s evidence of unfair practices by the employer.

What employers should consider:
Smaller employers should take note as their workforce grows, as reaching the 21 employee threshold brings them into scope of the simplified process. For larger employers, the likelihood of union interest is higher, making it particularly important to ensure consistent, fair and transparent people management practices.

Regardless of business size, a positive workplace culture, open communication, effective employee engagement and well trained managers who understand their legal obligations will be the most effective way of reducing the likelihood of formal union recognition requests and the risk of allegations of unfair practices.

Changes Coming in October 2026

October 2026 brings a significant cluster of changes, particularly around harassment and trade union rights.

These include:

• A new duty on employers to take “all reasonable steps” (a higher threshold than the current requirement) to prevent sexual harassment
• Employer liability for third party harassment, such as harassment by customers or clients
• A requirement to inform workers of their right to join a trade union
• Strengthened trade unions’ rights of access
• New rights and protections for trade union representatives
• Extended protection against detriment for taking industrial action
• A potential extension of the Employment Tribunal time limit from three months to six months

What employers should consider:
October may feel a long way off, but tribunals already expect employers to take harassment prevention seriously. Training managers, strengthening reporting processes, and proactively addressing workplace behaviour will all help reduce risk well before these duties formally come into force.

Looking Ahead to January 2027

From January 2027, the unfair dismissal qualifying period will reduce to six months, and compensatory awards will be uncapped for dismissals taking effect from that point. 

Unfair dismissal is also expected to become a day one right, with an initial employment period during which a modified, lighter touch dismissal process may apply. The detail is still subject to consultation.

For now, no action is required, but employers should expect a fundamental shift in how early stage dismissals are approached.

Final Thoughts

The next 18 months will bring some of the most significant changes to employment law in years.

While the volume of reform can feel overwhelming, the changes are phased and the key is to stay informed, plan ahead, and ensure managers understand not just the rules, but how to apply them fairly and consistently in practice. Doing so will reduce risk and put businesses in a strong position as the reforms come into force.

For more info – please contact Katy Cracknell at Clear Bridge HR on 07581 085108 or katy@clearbridgehr.co.uk