Employment law changes in 2026: what job seekers need to know

Changing jobs can be exciting, but it can also mean leaving behind benefits and protections you’ve built up over several years. Before accepting a new position, it’s worth understanding what your rights will look like with a new employer.

There have been some important changes to employment law in 2026. Sick pay is now available to more people, parents have stronger rights to time off, and employees have longer to bring most claims to an employment tribunal.

There are bigger changes on the horizon, too, particularly around unfair dismissal and zero-hours contracts. However, some of the headlines about these reforms have been misleading. Not everything announced by the government is in force yet.

Much of the reform comes from the Employment Rights Act 2025, which became law in December 2025. Its provisions are being introduced in stages throughout 2026 and 2027.

Here’s what has changed, what hasn’t, and what you should know before starting a new job.

This guide reflects the law as at 8 October 2026 and focuses on England, Scotland and Wales. Employment law differs in Northern Ireland in several important areas.

1. Statutory sick pay now starts on your first day off sick

In force since 6 April 2026

One of the most useful changes for people starting new jobs concerns Statutory Sick Pay (SSP).

Previously, employees normally had to wait until their fourth day of sickness absence before receiving SSP. They also needed to earn above a minimum weekly threshold to qualify.

Both restrictions have now been removed.

Since 6 April 2026, eligible employees can receive SSP from their first full day of sickness absence, regardless of how little they earn.

This is particularly helpful for people working part-time or earning relatively low wages, who might previously have been excluded from statutory sick pay altogether.

There is an important point about how much you’ll receive, though.

For the 2026/27 tax year, SSP is calculated at the lower of:

• £123.25 per week; or
• 80% of your average weekly earnings.

For example, if you normally earn £100 per week, your statutory sick pay would be based on £80 per week. If you earn £400 per week, the maximum statutory rate of £123.25 applies.

These are weekly figures, with the actual amount payable depending on your qualifying days of sickness.

Some employers provide more generous contractual sick pay, which may include full or partial salary for a certain period. Others only pay the statutory minimum.

If you’re considering a new job, check the employer’s sick pay policy before accepting. Two jobs offering the same salary can provide very different levels of financial security when you’re ill.

The government explains the revised rates and calculation rules in its guidance (Gov, 2026).

2. You no longer need months of service to qualify for paternity leave

In force since 6 April 2026

Starting a new job shortly before becoming a parent used to create a difficult situation.

Until April 2026, employees generally needed 26 weeks of continuous employment to qualify for statutory paternity leave. Unpaid parental leave normally required a year’s service.

Those qualifying periods have now been removed.

Both statutory paternity leave and ordinary unpaid parental leave are now available from the first day of employment, provided the other eligibility and notice requirements are met.

This means changing employers no longer automatically prevents you from qualifying for these types of leave.

However, paternity leave and paternity pay are two different things.

Although the leave is now a day-one right, eligibility for Statutory Paternity Pay has not changed. You must still satisfy the relevant earnings and employment requirements, including normally having worked continuously for the employer for at least 26 weeks by the qualifying week.

For 2026/27, the minimum average weekly earnings requirement for Statutory Paternity Pay is £129.

So, if you’re expecting a baby and considering changing jobs, you may now qualify to take paternity leave with your new employer but not receive statutory pay during that leave.

Employers can offer more generous arrangements, so it’s worth asking about their family leave policies. You should also check the notice requirements, particularly if the baby is due soon after your intended start date.

There has been another welcome change: eligible parents can now take paternity leave after shared parental leave, which was previously restricted.

You can check the eligibility requirements and notice rules here (Gov, 2026).

3. The minimum wage increased in April 2026

In force since 1 April 2026

If you’re comparing job offers, make sure you’re using the latest minimum wage figures.

The National Minimum Wage and National Living Wage increased on 1 April 2026.

The current hourly rates are:

The apprentice rate applies to apprentices under 19, or those aged 19 or over who are still in their first year of apprenticeship. Apprentices aged 19 or over who have completed their first year must receive the minimum wage for their age.

These are legal minimums, not recommended salaries. Employers are free to pay more.

If an employer advertises a salary rather than an hourly rate, check how many hours you’re actually expected to work. Required additional time, unpaid training or certain deductions can sometimes create minimum wage problems.

The official rates are available here (Gov, 2026).

4. You now have longer to make most employment tribunal claims

In force since 1 October 2026

This is an important change that could affect anyone experiencing problems with an employer, including people who have recently left their job.

Until recently, the usual time limit for bringing many employment tribunal claims was three months minus one day.

From 1 October 2026, the time limit for most claims has increased to six months minus one day.

This can apply to claims involving issues such as unfair dismissal, discrimination and unlawful deductions from wages.

However, the date when the problem happened matters.

For most claims arising from events before 1 October 2026, the previous three-month deadline still applies. Some types of claim already had longer time limits.

For example, if your employer failed to pay you correctly on 30 September 2026, you would generally still be working with the old three-month deadline. If the same problem arose on 1 October 2026, the new six-month deadline would normally apply.

There is a separate implementation date of 9 November 2026 for employment tribunal breach of contract claims in Scotland.

Importantly, you must usually notify Acas before bringing a tribunal claim. Its free early conciliation process gives you and your employer an opportunity to resolve the dispute without going to a hearing.

Notifying Acas within the applicable time limit can pause the tribunal deadline while early conciliation takes place.

Don’t assume that raising a grievance with your employer, appealing a dismissal or waiting for a response automatically gives you more time. These internal processes do not stop the clock.

Acas has published updated guidance explaining the new deadlines and how they are calculated (Acas, 2026).

5. Stronger protection when employers fail to consult over redundancies

In force since 6 April 2026

Redundancy is something many people understandably worry about, particularly when considering moving from a stable position to a new employer.

One of this year’s changes has increased the potential penalty for employers who fail to comply with their collective redundancy consultation obligations.

Where an employer is legally required to consult collectively about proposed redundancies but fails to do so properly, an employment tribunal can make a protective award.

Since 6 April 2026, the maximum award has doubled from 90 days’ pay to 180 days’ pay.

This does not mean everyone who is made redundant will receive an additional six months’ salary. Protective awards relate to failures in the collective consultation process, and the amount awarded depends on the circumstances.

It is also separate from statutory redundancy pay.

The usual qualifying period for statutory redundancy pay remains two years of continuous employment.

That’s worth remembering if you’re leaving a long-term employer. You may have built up a substantial potential redundancy entitlement that will not automatically carry over when you join another company.

There’s also been a change to holiday record-keeping. Since April 2026, employers must keep records of annual leave and holiday pay for at least six years. This includes matters such as holiday carried forward and payments for untaken leave when employment ends.

You can read more about these record-keeping requirements (Acas, 2026).

6. A new Fair Work Agency has been established

In force since 7 April 2026

The government launched the Fair Work Agency in April 2026 to improve the enforcement of employment rights.

It brings together responsibilities previously handled by different enforcement bodies, including oversight of minimum wage compliance and employment agencies.

Over time, the agency is also expected to take responsibility for enforcing additional rights, including statutory holiday pay and statutory sick pay.

For job seekers, particularly those considering temporary work or employment through a recruitment agency, this is a useful development.

It doesn’t replace employment tribunals or Acas, and it won’t necessarily resolve every employment dispute. However, the intention is to make enforcement more joined-up and improve the response to employers who repeatedly break the rules.

The government has published information about the agency and how workers can report problems (Gov, 2026).

7. Stronger protection against workplace harassment is coming later this month

Expected from 30 October 2026

Employers already have legal obligations to prevent sexual harassment at work.

Since October 2024, they have been required to take reasonable steps to prevent it. Under changes due to take effect on 30 October 2026, that duty will become stronger.

Employers will be required to take all reasonable steps to prevent sexual harassment of their workers.

There will also be stronger rules concerning harassment by third parties.

This matters in jobs where employees regularly deal with customers, clients, patients or members of the public.

For example, imagine working in a restaurant where a customer repeatedly subjects you to sexual harassment. An employer should not simply dismiss the issue as something that comes with working in hospitality.

From 30 October, employers will face broader potential liability for harassment by third parties, unless they can demonstrate that they took all reasonable steps to prevent it.

The new third-party provisions are not limited to sexual harassment. They also concern unlawful harassment related to protected characteristics.

These reforms build on existing protections rather than replacing them.

Earlier this year, on 6 April, disclosures about sexual harassment also became expressly covered by whistleblowing legislation, provided the legal requirements for a protected disclosure are met.

It’s worth remembering that protection against unlawful discrimination and harassment doesn’t depend on having worked somewhere for two years.

Job applicants are protected against discrimination during recruitment, too. An employer cannot lawfully discriminate against you in its interview or selection process simply because you haven’t yet started working for them.

Further details of the changes due on 30 October are available from Acas (Acas, 2026).

8. Unfair dismissal rights are changing in January 2027 – but not to day-one protection

Expected from 1 January 2027

This is probably the most significant upcoming change for people thinking about leaving an established job.

You may have seen reports suggesting employees will gain protection against unfair dismissal from their first day of employment.

That was originally proposed, but it is not what the legislation will introduce.

Instead, the qualifying period for ordinary unfair dismissal claims is being reduced from two years to six months.

The change is scheduled to take effect for dismissals from 1 January 2027.

Until then, the usual two-year qualifying period still applies.

What does this mean if you’re starting a new job?

Suppose you accept a new position in November 2026.

Under the current rules, an employee generally needs two years of continuous service before qualifying to bring an ordinary unfair dismissal claim.

Once the new rules take effect, that qualifying period will be six months.

You won’t have to wait for another two years before gaining that protection, provided you meet the relevant requirements.

The new six-month rule will also apply to existing employees who have already built up the necessary service when it comes into force.

Employers will still be able to dismiss employees for legitimate reasons, including capability, conduct and redundancy. However, where ordinary unfair dismissal protection applies, they will generally need to show a fair reason and follow a fair process.

The reform does not abolish probation periods. Employers can still use them to assess performance and suitability, although probation arrangements will need to work alongside the new qualifying period.

Some protection already exists from your first day

Even under the current law, you don’t always need two years of service to challenge a dismissal.

Certain automatically unfair reasons for dismissal do not require the ordinary qualifying period. These can include dismissal connected with whistleblowing, pregnancy or asserting particular statutory rights.

Discrimination claims also do not normally depend on length of service.

From January 2027, the existing cap on compensatory awards for ordinary unfair dismissal is also due to be removed. This doesn’t mean successful claimants will automatically receive large awards. Compensation will still be assessed according to the applicable legal rules, including the losses suffered.

The government explains the planned unfair dismissal reforms here (Gov, 2026).

9. Changes to zero-hours contracts are planned for 2027

Not yet in force

If you’re looking at jobs in hospitality, retail, social care or other sectors where working hours can change from week to week, there are further reforms to watch.

The Employment Rights Act introduces new rights intended to give people on zero-hours and certain low-hours contracts more predictable work.

The measures include rights relating to:

• Offers of guaranteed hours reflecting a worker’s regular working pattern.
• Reasonable notice of shifts and changes to working arrangements.
• Payments where shifts are cancelled, moved or shortened at short notice.

Importantly, these reforms are not a complete ban on zero-hours contracts.

The intention is to give qualifying workers more security while preserving the option of flexible arrangements for those who genuinely prefer them.

The government currently expects the reforms to be introduced in 2027, but the precise timetable and some of the detailed rules are still being finalised.

For now, don’t assume a zero-hours contract automatically comes with guaranteed weekly hours simply because the new Act has become law.

If you need a regular income to cover your rent, bills or childcare, ask a prospective employer how many hours they can actually guarantee.

There’s a big difference between being told that staff usually work 30 hours a week and having 30 hours written into your contract.

10. Flexible working rights are also being strengthened

Further changes expected in 2027

Flexible working is another area where it’s easy to confuse an existing right with a new reform.

Employees already have the right to request flexible working from their first day of employment. That change happened in April 2024, not 2026.

You can request arrangements such as:

• Working from home or on a hybrid basis.
• Different start and finish times.
• Compressed hours.
• Part-time working or job sharing.

However, the right to request flexible working is not an automatic right to have your preferred arrangement approved.

Employers can refuse statutory requests for specified business reasons, although they must follow the proper process.

Further reforms expected in 2027 will require employers to explain why they consider a refusal reasonable, rather than relying solely on citing an acceptable business reason.

For anyone changing jobs because they want a better work-life balance, this is particularly relevant.

If remote working or flexible hours are essential to you, it’s usually better to agree the arrangement during recruitment and have it confirmed in writing than to rely on making a request after you’ve started.

Acas explains the current right to request flexible working and how it operates (Acas, 2026).

11. Other employment law changes worth watching

Several other reforms are planned, although many will not take effect until 2027.

These include stronger dismissal protections for pregnant employees and new mothers, new statutory bereavement leave covering pregnancy loss, and changes to the regulation of umbrella companies.

Larger employers are also expected to face mandatory requirements relating to gender equality and supporting employees experiencing the menopause. Action plans are voluntary in 2026.

There are changes affecting trade unions, too. Additional protections for representatives and workers involved in industrial action are due to take effect on 30 October 2026, with further measures expected in 2027.

For hospitality workers, changes to tipping law are also expected by the end of 2026, including greater worker involvement when employers develop or review their tipping policies.

The government’s published timetable provides a useful overview of what’s coming and when (Gov, 2026).

What should you check before accepting a job in 2026?

Employment law provides minimum standards, but your contract and your employer’s policies can make a considerable difference to your working life.

Before accepting a new role, take a little time to check:

Your employment status. Are you being employed directly, working through an agency or engaged on a self-employed basis? Different categories of workers have different rights. The label used in your contract isn’t always decisive; the actual working relationship matters.

Your pay and hours. Check your salary or hourly rate, overtime arrangements, any guaranteed hours and whether the employer can change your shifts at short notice.

Sick pay and family leave. Find out what the employer offers above the statutory minimum, particularly if you have caring responsibilities or are planning a family.

Your probation and notice periods. A six-month probation period does not remove statutory rights you already have. Check how much notice either side must give, including during probation.

Flexible working. If the job was advertised as hybrid, remote or flexible, ask for the agreed arrangements to be recorded in writing.

Holiday entitlement. Confirm the holiday allowance, how bank holidays are treated and whether the entitlement is above the statutory minimum.

Any benefits you may lose by moving. These might include enhanced redundancy pay, contractual sick pay, additional holiday or other benefits tied to length of service.

Your employer must provide a written statement of your main employment particulars when you start work. The principal statement is due on your first day, with certain additional information required within two months.

You can read about what employers must provide (Gov, 2026).

Does changing jobs mean starting again with your employment rights?

Not entirely.

Some rights apply from the beginning of employment, including protection against unlawful discrimination, statutory paid holiday for eligible workers and the right to be paid at least the applicable minimum wage.

Other rights depend on your employment status, how long you’ve worked for an employer or whether you meet particular earnings and notice requirements.

In most ordinary job changes, your continuous service with your previous employer won’t count towards rights that depend on service with your new employer. There are exceptions, such as certain business transfers.

This is why it’s worth looking beyond the salary when comparing opportunities.

An extra £2,000 a year might look attractive, but a new role with less generous sick pay, fewer holidays or no guaranteed hours could leave you worse off.

On the other hand, the employment law changes introduced in 2026 – and those planned for 2027 – should make moving jobs less risky for many employees.

The reduction in the unfair dismissal qualifying period will be especially significant for people who might otherwise feel they cannot afford to leave an employer where they’ve worked for several years.

Final thoughts

If you’re thinking about changing jobs, the important thing is to understand both the rights you have now and those that are still on the way.

Several useful protections are already in place. Sick pay starts sooner, eligibility for parental leave has improved, and workers generally have more time to pursue employment tribunal claims.

Other reforms, particularly the reduction in the unfair dismissal qualifying period and new protections for people on unpredictable working hours, are still to come.

Before signing a new contract, ask questions about anything that isn’t clear. A good employer should be happy to explain its policies, and getting the details in writing can save a great deal of uncertainty later.

Employment law continues to change, and the implementation dates for future reforms may be revised. This article provides general information rather than advice on individual employment disputes. For free, impartial advice about workplace rights, visit Acas.