5 essential employment law updates for managers

UK employment law is on the cusp of major reform. From unfair dismissal rights to zero-hours contracts and harassment protections, the next few years will see managers and HR navigating some of the biggest shifts in workplace legislation for over a decade. 

During our recent webinar, two Breathe Partners, legal expert Angie Crush (Head of Employment Law, Omny Group) and HR specialist Sandra Porter (MD, HR Dept Elmbridge) shared their expertise on what’s coming - and crucially, how managers can prepare. 

Here’s a deep dive into the five headline changes, when they’re expected to come into force, and the practical takeaways you need to know. 

1. Day-one right to unfair dismissal claims

When? 

Expected in 2027. 

What's changing? 

Employees will gain the right to claim unfair dismissal from day one of employment. Currently, two years’ continuous service is required.

Why it matters:

This closes the “two-year window” many employers have relied on, putting far greater weight on probation reviews, onboarding, and dismissal processes.

Manager action points:  

• Set clear expectations with new hires from day one.

• Hold regular check-ins throughout the probationary period (expected to be around 9 months).

• Document performance conversations carefully.

HR action points: 

• Update contracts and probation policies.
• Review onboarding processes to align with new legal risks.
• Provide managers with templates and training for probation reviews.
  
  

“This change will give around nine million people additional protection,” said Angie. “Managers need to be crystal clear on expectations from the very start.” 

Sandra echoed the need for reflection: 

“If you’re worried about losing that two-year window, ask yourself why. Is it a hiring issue? Are managers moving too quickly to dismissal? Recruitment and onboarding processes are where prevention starts.” 

2. Zero-hours contracts and guaranteed hours

When? 

Planned for 2027. 

What's changing? 

• After 12 weeks’ continuous work, employers must offer a guaranteed hours contract. 

• Zero-hours contracts can still exist, but one-sided flexibility will be curbed. 

• Workers will also gain rights to reasonable notice of shifts and payments for late cancellations. 

Why it matters: 

This limits employers’ ability to rely indefinitely on casual labour and demands better planning.

Manager action points: 

• Give team members as much notice of shifts as possible.
• Keep communication consistent and fair when allocating hours.
• Flag workload patterns early to HR for contract adjustments.

HR action points:

• Track hours worked to identify when guaranteed hours apply.
• Run scenario planning to assess the business impact of contract changes.
• Explore scheduling and time-tracking software to stay compliant.

“The government isn’t abolishing zero-hours contracts — just the abuse of them,” Angie explained. “Employers will have to offer guaranteed hours that reflect actual working patterns.” 

Sandra highlighted the operational challenge: 

“For businesses that rely heavily on casual staff, the admin burden is huge. Tracking hours and allocating shifts fairly may require new systems or software.” 

3. Statutory sick pay (SSP) from day one

When? 

From April 2026. 

What's changing? 

• SSP will be payable from day one of absence (currently day four). 

• The lower earnings threshold is being removed. 

Why it matters: 

This widens access and protects vulnerable workers, but costs and absence rates are likely to rise.

Manager action points: 

• Hold open, supportive sickness conversations.
• Conduct return-to-work interviews consistently.
• Monitor absence patterns in your team and escalate concerns.

HR action points: 

• Update absence management policies and contracts.
• Ensure sickness is logged and tracked in a central system.
• Train managers on how to handle sickness calls fairly and confidently.
  
  

“Without the three-day waiting period, short-term absences are likely to increase. Managers need the skills to handle sickness calls and follow-up conversations with confidence,” Sandra advises. 

4. Stronger protections against harassment and discrimination

When? 

Most provisions expected by October 2026.

What's changing? 

• Employers must take all reasonable steps (not just “reasonable steps”) to prevent harassment. 

• Liability will extend to harassment by third parties (clients, customers, contractors). 

• Restrictions will be placed on using NDAs in harassment or discrimination cases. 

Why it matters: 

The bar for compliance has been raised - evidence of proactive prevention is now essential.

Manager action points: 

• Model zero tolerance for inappropriate behaviour.
• Intervene promptly if issues arise.
• Encourage team members to use reporting channels if they feel unsafe.

HR action points: 

• Deliver regular harassment awareness training (not one-offs).
• Conduct risk assessments for events, travel, and client sites.
• Establish and monitor clear reporting processes.
• Keep detailed records of training, reports, and actions taken.

“Employers must show they took all reasonable steps to prevent harassment - not just some,” said Angie. “That’s a very high bar.”