Here at Slice, we don’t want you to wait until the changes come in to update your HR Policies and Procedures, we know that getting ahead is best and being prepared for the changes will allow time for you and your staff to ensure you are compliant. That is why if you sign up to a retainer today you will get all your HR support inclusive of the planned changes!
Employment Legislation Update 2026 and Beyond.
The Employment Rights Bill is expected to become law before the end of 2025. This means important changes to employment law. A few changes are expected to happen when the Bill becomes law or soon after. Most changes will happen in 2026 and 2027. The Bill is currently going through parliament. It may have further changes added before becoming law. When it becomes law, the Bill will introduce additions and amendments to existing legislation, including the Employment Rights Act 1996.
It is important to get familiar with these changes and ensure that your business is compliant. We will go through each one in the Slice tone you have come to know and love (i.e. no BS) and don’t forget we are at the end of the phone/email if you have any queries. This second blog focuses on the changes planned for October 2026
Important: Many of these proposed changes are subject to government consultations. The details might change.
Dismissal and rehire
Dismissing someone then rehiring them on worse terms and conditions is expected to become an automatically unfair dismissal in most cases. This is sometimes known as ‘fire and rehire’.
Harassment
Employers will be liable for harassment from third parties, for example customers or clients, unless they have taken all reasonable steps to prevent it happening – this will apply to all types of harassment.
Employers needing to take ‘all reasonable steps’ to prevent sexual harassment – current law says ‘reasonable steps’
A change to the law around non-disclosure agreements (NDAs) is also expected. This will void clauses that would prevent workers from alleging or disclosing work-related harassment or discrimination. The date of this change is not known yet.
Tipping
Employers will need to:
consult with workers or their representatives before creating a tipping policy and update their tipping policy every 3 years.
Employment tribunal time limits
Time limits for making a claim to an employment tribunal are expected to increase to 6 months for all claims. The current time limit for most claims is 3 months.
More changes to trade union rules
- A new duty for employers to inform workers of their right to join a trade union
- updated rules on a trade union’s right of access to the workplace
- a new right to reasonable accommodation and facilities for trade union representatives carrying out their duties
- a new right to time off for union equality representatives to carry out their duties
Increased protection against detriment for industrial action
It’s expected that workers taking part in industrial action will be protected against detriment, in addition to unfair dismissal. ‘Detriment’ is when someone is treated less favourably by their employer.
Next week will look further ahead at the changes that are planned.