April usually brings a few changes in employment law, and this April has been no different. The first round of the big changes under the Employment Rights Act 2025 has come into force and another wave of developments is then expected in October 2026, with a change to data protection rules for employers coming in June as well.

‘If the Government keeps to its roadmap, the next year will see seismic changes in employment law,’ says Sharon Hundal, a Solicitor in the Employment Team with Borneo Martell Turner Coulston. ‘Along with the usual increases in statutory pay rates, employers need to know about almost a dozen other changes happening under the new laws.’

We have already seen the new rates for statutory pay, National Minimum Wage, family related statutory pay and statutory sick pay come into effect this month.  Alongside these increases, there has been a reform of SSP which is now payable from the first day of sickness as well as the day one right to paternity leave and unpaid parental leave.  Additionally, we have seen a new right for bereaved partner’s paternity leave, as well as a removal of the restriction on a parent taking paternity leave after having taken shared parental leave.

However further changes are on the horizon including from 19 June 2026:

  • Complaints procedure for data protection rights – under the Data (Use and Access) Act 2025, employers have to put in place a complaints procedure for individuals to use if they believe their data protection rights have been breached.

Expected from October 2026 (although this could change):

  • Negotiating body for adult social care sector – a national body will be established for the negotiation of terms and conditions for workers in this sector. A similar body for school support staff is also expected to start operating this year.
  • Allocation of tips – employers will be required to consult with staff on their policy for allocating tips.
  • Enhanced duty to prevent sexual harassment – the requirement will be enhanced to take ‘all’ reasonable steps, rather than just ‘reasonable’ steps.
  • Employer’s liability for third party harassment – employers will be required to prevent their staff from being harassed by a third party, such as a customer.
  • Extension of employment tribunal time limits – currently most claims must be brought within three months of dismissal or any other act on which the claim is based. The time limit will be extended to six months.
  • New rights and protections for trade union representatives – including strengthening a trade union’s right to access the workplace.

January 2027 and onwards

Change will continue apace into next year, bringing new rights and reform of existing laws. Perhaps the most significant change will be the reduction of the qualifying period to bring a claim for unfair dismissal from two years to six months. Employers would be wise to start tightening up their policies and practices on monitoring new starters and effective implementation of probationary periods in preparation for this.

How we can help

We can help you get contracts, staff handbooks, policies and practices ready for these changes so that your business does not get caught unawares.  For further information, please contact Sharon Hundal in the employment team on 01604 622101 or email sharon.hundal@bmtclaw.co.uk. Borneo Martell Turner Coulston has offices in Northampton and Kettering.