The Employment Rights Act is being introduced in phases. Day-one sick pay and parental leave rights are already in force, with further reforms expected over the next 12-18 months, including the new Fair Work Agency, stronger whistleblowing protections, changes to collective redundancy rules, and a greater duty on employers to prevent harassment.

The introduction of day-one sick pay and parental leave rights has already prompted action from employers. But despite the attention these changes have received, they're only part of a much broader programme of reform.

Over the next 12 to 18 months, further changes are expected to come into force, and many of them will require organisations to look beyond policy updates and consider how they operate day to day.

One of the biggest shifts is the introduction of the Fair Work Agency. With a greater focus on proactive enforcement, employers are likely to face more scrutiny around how employment rights are applied in practice, not just what's written down on paper.

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Key HR Developments Still to Come

Stronger whistleblowing protections

Proposals to strengthen whistleblowing arrangements mean organisations should revisit how employees raise concerns and how those concerns are handled. It's not enough to simply have a policy in place. Employees need to know it exists, trust the process and feel comfortable using it.

Changes to collective redundancy requirements

Businesses considering restructures in the next few years should keep a close eye on developments in this area. Consultation obligations and thresholds are expected to change, potentially affecting how workforce reductions are planned and managed.

A greater duty to prevent harassment

Employers are increasingly expected to take proactive steps to create safe working environments rather than responding once issues arise. Training, leadership behaviours and workplace culture will all come under greater focus alongside formal policies.

More reform around zero-hours contracts

While earlier changes introduced greater security for workers, further detail is expected. Organisations that rely heavily on flexible staffing models should be prepared for additional requirements and continue monitoring developments closely.

How Employers Can Prepare For The HR Changes

Start reviewing documents now

Waiting until every detail of the legislation is confirmed can leave organisations scrambling to make changes at the last minute. Reviewing contracts, policies and processes now can help identify areas that may need updating.

Equip managers early

Many employee relations issues stem from inconsistent management decisions rather than deliberate non-compliance. Giving managers an early understanding of upcoming changes can help reduce risk and improve consistency across the business.

Make documentation part of everyday practice

As enforcement becomes more proactive, maintaining clear records will become increasingly important. Organisations should focus on embedding good documentation habits into normal working practices rather than treating them as a compliance exercise.

Involve other functions

Employment law changes often have implications for payroll systems, HR technology and operational processes. Bringing key stakeholders into discussions early can help highlight potential issues before they become problems.

Keep regulation under regular review

The Employment Rights Act isn't a single event with a clear finish line. With further reforms expected into 2027, employers should view legislative readiness as an ongoing process rather than a one-off project.

Need extra HR capacity to get ahead of a restructure or a policy overhaul? FR Contract can place interim ER, HR and change specialists fast, without the lead time of a permanent hire.

Sally Lakin, Senior Industrial Relations Partner for Stagecoach Group Limited, recommends the below on what steps to take to minimise challenges and risk:

The real challenge for employers isn't simply keeping pace with legislative updates. We all need to review our policies and procedures, but the bigger shift is in how we build capability across our workforce. Employees need to understand what's changing, and managers need the skills and confidence to apply those changes consistently and fairly.

As HR professionals, our role is to help our organisations embed good practice into everyday behaviour. That means ensuring managers make informed decisions and employees feel supported, listened to and engaged.

Investing early in manager capability, tightening documentation standards and embedding fair work principles into daily operations will be essential. Organisations that act now will not only reduce risk but also build trust, improve employee experience and be well positioned for the next wave of reform.

Working With Forward Role

Forward Role builds high-performing HR functions for high-growth brands across the UK and Europe. Whether you need to strengthen your ER capability ahead of the next wave of reform, or bring in interim support to manage a specific project, our specialist HR consultants can help you build a team that's ready for what's coming.

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