The new legislation introduces a sweeping package of changes designed to strengthen worker protections, modernise employment practices, and rebalance the relationship between employers and employees. The first wave of reforms comes into force in February and April 2026, with further changes rolling out into 2027. For business leaders and HR professionals, the message is clear: preparation is essential.
From 18 February 2026, the government is implementing major reforms to the UK’s trade union and industrial action framework. The removal of the 40% support threshold in key public services, combined with simplified ballot requirements, will make it significantly easier for unions to organise lawful industrial action. Ballots will now carry a 12-month mandate, giving unions more time to act, while employers will receive shorter, less detailed notices of impending action.
Crucially, workers will enjoy stronger legal protections, including freedom from detriment for participating in industrial action and the removal of the old 12-week limit on protection. These changes mark a substantial strengthening of union leverage and underscore the need for robust employee relations and proactive industrial action planning.
From 6 April 2026, the Employment Rights Act 2025 introduces a suite of new “day one” rights, making essential protections available to all employees from their very first day. Key changes include:
These reforms remove qualifying barriers and ensure that early-stage employment support is more inclusive and consistent across the workforce.
In April 2026 the Fair Work Agency (FWA) will launch, a new single enforcement body that consolidates several key regulatory functions. The FWA will bring more coordinated and robust enforcement, increase scrutiny of workplace practices and raise the stakes for compliance. Employers should expect more frequent and thorough investigations, making it vital to ensure that HR policies and procedures are up to date.
Looking ahead to October 2026, further changes will include a ban on fire-and-rehire practices, new rules on sexual harassment prevention, additional trade union reforms, and mandatory consultation on fair tip allocation in hospitality.
With reforms of this scale, HR compliance has never been more critical or complex. Mistakes could be costly, especially with the FWA’s enhanced enforcement powers.
Our HR specialists offer a flexible range of support options, providing as much or as little assistance as your business needs. Whether you’re looking for a comprehensive HR Health Check, ongoing guidance, or targeted advice on specific issues, we tailor our services to fit your requirements. We can review your policies, processes, and compliance, delivering clear recommendations and practical support to help safeguard your business through this period of change.
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