Understanding Your Employment Rights: Key Changes Coming in 2026 and 2027

Employees can expect a number of important workplace law changes over the next two years, with new legislation set to strengthen protections and improve employment rights. Through the Employment Rights Act 2025 and a series of supporting reforms, the Government is introducing new protections designed to give workers greater security, stronger workplace rights and better access to justice.

While some of the changes are still being implemented, many are expected to come into force during 2026 and 2027. Understanding what is changing and how it could affect you will help you make informed decisions about your employment and ensure you are aware of the rights available to you.

Stronger Protection Against Unfair Dismissal

One of the most significant changes on the horizon relates to unfair dismissal rights. Currently, most employees need two years' continuous service before they can bring an ordinary unfair dismissal claim. Under the Employment Rights Act 2025, that qualifying period is expected to be reduced to six months from January 2027.

This means employees are likely to gain legal protection much earlier in their employment. For many workers, this will provide greater confidence and security during the first year of a new role.

Employers will still be able to dismiss employees where there is a fair reason and a fair process is followed. However, businesses will be expected to handle probation periods, performance concerns and disciplinary issues much more carefully than before.

Greater Rights for Workers on Variable Hours

Many people work on zero-hours contracts or have working patterns that change from week to week. The Government has announced plans to improve protections for these workers. Under the new rules, eligible workers may gain the right to be offered guaranteed hours that better reflect the hours they regularly work. Employers may also be required to provide reasonable notice of shifts and compensate workers when shifts are cancelled at short notice.

For workers who rely on flexible contracts, these changes could provide greater certainty over both working hours and income.

Changes to Statutory Sick Pay

Statutory Sick Pay (SSP) is also set to undergo major reform. One of the most important changes is that SSP is expected to become payable from the first day of sickness absence. At the moment, employees generally have to wait three days before SSP begins.

The Government also plans to remove the lower earnings threshold, meaning many lower-paid and part-time workers who are currently excluded from SSP will become entitled to receive it.

These reforms are intended to ensure more workers receive financial support when they are unable to work because of illness.

Expanded Family-Friendly Rights

Several family-related employment rights are also being strengthened. From April 2026, paternity leave and unpaid parental leave are expected to become day-one rights. This means eligible employees will no longer need a qualifying period of service before they can access these benefits.

These changes are designed to make it easier for working parents to balance their family responsibilities with their careers and to provide greater support during important life events.

Stronger Protections Against Workplace Harassment

Employers are already under a legal duty to take reasonable steps to prevent sexual harassment in the workplace. However, workplace culture and employee wellbeing remain a key focus for lawmakers and tribunals.

Recent developments have highlighted the importance of employers taking complaints seriously and responding appropriately to allegations of bullying, harassment and discrimination. Employees should feel able to raise concerns without fear of retaliation. In some circumstances, complaints relating to workplace misconduct may also qualify for whistleblowing protection.

Better Enforcement of Employment Rights

The Government is also seeking to strengthen the enforcement of employment law through the creation of the Fair Work Agency. The new body is expected to have powers to investigate breaches of employment rights and take action against non-compliant employers. Areas such as holiday pay, sick pay and other statutory entitlements are likely to receive increased scrutiny. For employees, this could mean greater support when workplace rights are not being respected.

What Else Could Change?

Employment law reform is expected to continue beyond 2027. Potential future developments include additional protections for gig economy workers, increased regulation of artificial intelligence in the workplace, and further measures designed to tackle insecure working practices.

While not all proposals will become law, the overall direction of travel is clear. Workers are likely to benefit from stronger rights, improved protections and greater enforcement of employment standards.

What Should Employees Do Now?

Although many of the changes are still being phased in, it is important to stay informed about your rights. For example, if you are experiencing difficulties at work, whether that involves dismissal, discrimination, unpaid wages, flexible working requests or workplace disputes, seeking advice at an early stage can often help resolve issues before they escalate. Keeping copies of employment contracts, payslips, correspondence and records of workplace concerns can also be valuable if a dispute arises.

Advice on Your Employment Rights

At RDC Solicitors, our experienced employment law team is here to help you understand your rights and take the right steps forward. Contact us today on Bingley 01274 723858, Ilkley 01943 601173 or Bradford 01274 735511 for practical, confidential advice and to discuss your situation with a knowledgeable legal expert.