What we’ll cover, and why it matters:
- What’s changing and when: A clear timeline covering the October 2026, January 2027 and wider 2027 changes, so you can see what’s coming and what to prioritise first.
- Harassment prevention: Employers will be expected to take “all reasonable steps” to prevent sexual harassment, including harassment by third parties such as clients, suppliers and visitors.
- Documentation and tribunal risk: Longer tribunal time limits mean employers will need to keep clear, accurate records for longer in case a claim arises.
- Dismissal, probation and performance: With unfair dismissal protection applying after six months’ service, effective probation reviews, performance management and clear documentation will become even more important.
- Trade union rights: New duties around informing employees of their right to join a union and responding to union access requests.
- Contracts and fire and rehire: Changing contractual terms may become more difficult and carry greater risk, making it important to identify which terms could be challenging to change.
- Working arrangements: Changes affecting zero-hours contracts, guaranteed hours, shift notice, flexible working requests and contractor arrangements.
- Family, equality and wellbeing: New and expanding requirements covering bereavement leave, maternity protection, gender equality and menopause action plans.
- Redundancy and restructuring: Collective redundancy obligations will extend beyond individual sites, with employers needing to consider redundancies across the wider organisation.
- Your action plan: Practical steps to take now, ahead of January 2027 and throughout 2027, including policy updates, documentation reviews and manager training.
Who is it for?
Business owners, directors, HR leads, office managers and anyone with responsibility for managing people or employment matters within their organisation.
