Are You Ready for 2026? Essential Employment Law Updates for Employers

As 2026 approaches, several key changes to UK employment law are on the horizon. Employers must prepare now to stay compliant and ahead of the curve. Here at Home of HR, we help businesses navigate legislation with confidence, so here’s what’s coming and what you can do now.

1. Flexible working becomes the norm

Flexible working rights are expanding. From 2026, we may see:

  • A default right to request flexible working from day one

  • Shorter response times (2 months)

  • Potential for multiple requests per year

Action: Review your policies and train line managers on how to manage requests fairly.

2. New rules around AI and automation

With AI increasingly used in hiring and performance management, regulations are expected to introduce:

  • Transparency requirements when AI is used

  • Human oversight for key decisions

  • Fairness and bias checks

Action: Audit any automated processes and ensure transparency with candidates and staff.

3. Stronger protections for pregnant employees and new parents

  • Redundancy protections are likely to extend to 18 months after birth or adoption.

Action: Review your redundancy procedures and ensure returners from parental leave are treated fairly.

4. Carer’s leave could become paid

  • Currently unpaid, carer’s leave may become paid in 2026.

Action: Monitor changes and support working carers through flexible options and internal policies.

5. Workplace harassment prevention duties

  • The new legal duty to prevent sexual harassment at work will be enforced in 2026.

Action: Train staff, refresh your policies, and ensure there are clear reporting routes in place.

Get ahead with Home of HR!

These changes are about more than compliance - they’re about building fairer, more future-focused workplaces. If you need help preparing your business for these changes, we’re here to support you with policy reviews, training, and on-call HR advice.

Alice HoskerComment