Employment Law Shake-Up: What’s Coming, What’s Here, and What’s Still a Maybe

The UK workplace is about to look very different. From day one unfair dismissal rights to a new duty to prevent harassment, 2024 to 2026 is stacked with changes. Some are locked in, others are still circling Parliament, and a few are more political promise than legal reality. But make no mistake, ignoring them is not an option.

Here’s the lowdown:

Day One Rights (Expected Autumn 2026)

The big one. Labour’s Employment Rights Bill is set to scrap the two-year wait for unfair dismissal protection. Family leave rights will also kick in from day one. Employers will need watertight probation and onboarding processes, and quickly.

Fire and Rehire Restrictions

Still under review, but the direction of travel is clear. Replacing staff or sacking them for refusing new terms could soon be automatically unfair. The old tactic of “sign this or you’re out” may be off the table.

Sexual Harassment – Duty to Prevent (October 2024)

Thanks to the Worker Protection Act 2023, employers will carry a positive duty to prevent harassment. It is no longer enough to react, you will need proactive measures in place, from policies to training.

Flexible Working (6 April 2024)

The rules changed this spring, and they are significant:

• No 26-week qualifying period, it is a right from day one
• Two requests a year, not just one
• Employers must reply within two months

Flexibility is no longer a perk. It is the law.

Neonatal Leave and Pay Act

Passed in 2023, but not coming in before April 2025. Parents of babies needing neonatal care will get up to 12 weeks’ extra leave and pay. Employers should start planning now, as this will affect workforce planning.

Zero Hours Contracts

For now, this is still at the policy proposal stage. Labour has made noises about tighter regulation, but there is no text, no timeline and no guarantees. Watch this space.

Right to Disconnect

The so-called “log-off law” is still in proposal territory. Consultation is expected, but until then it is not binding. Good employers may want to trial their own policies before legislation forces the issue.

Employment Status Review

The Government has promised consultation on simplifying categories such as employee and worker. It sounds neat, but until we see the detail this is one to monitor rather than act on.

What’s Already Here (6 April 2024 changes you should be across):

• Carer’s Leave: One week of unpaid leave per year to look after dependants with long-term needs
• Paternity Leave: Can now be split into two one-week blocks, taken anytime within the first year
• Redundancy Protection Extension: Pregnant employees and new parents are protected from redundancy up to 18 months after birth or adoption

Why It Matters for Employers

This is not just red tape, it is a culture shift. Employees will have more rights, sooner. That means less wriggle room for employers and more need for:

• Structured onboarding
• Stronger manager training
• Faster decision-making
• Reliable compliance

Recruitment consultants will be central to making that work. From tightening up probation reviews to drafting contracts that reflect the new rules, agencies can cut risk and keep you ahead of the curve.

The Bottom Line

Some changes are live, some are pencilled in, and others are still just whispers. But the trajectory is obvious. More protection, sooner, with less tolerance for employers dragging their heels. Ignore it, and you risk tribunals, costs and reputational damage. Embrace it with the right recruitment partner, and you will stay compliant, competitive and one step ahead.