As we head into the final few months of the year, we’re assisting clients in reviewing their HR policies to ensure they reflect the legislative changes that have been implemented this year.
Most recently, we’ve assisted clients with reviewing their approach to preventing sexual harassment. Since 30 October 2026, employers have been required to take all reasonable steps to prevent sexual harassment at work. The law will also introduce a duty not to permit employees to be harassed by third parties, such as customers or clients.
In addition, we’ve amended policies to reflect the changes to Statutory Sick Pay entitlement and day-one rights to paternity leave and unpaid parental leave.
And finally, making them aware that the time limit for bringing most employment tribunal claims has increased from three to six months (effective 1 October 2026), giving employees longer to bring certain claims.
Still to Come:
January 2027
Reduction of unfair dismissal qualifying period from two years to six months.
Removal of the cap on unfair dismissal compensation currently capped at the lower of a year’s pay or £118,223.
Duty to inform workers of their right to join a union – every new employee must receive a standardised statement informing them of their right to join a trade union, at the same time as their written statement of employment particulars / contract of employment.
Fire and rehire protections – strengthen protections against the abuse of terminating and re-engaging employment contracts to implement changes to terms and conditions.
April 2027
New Statutory Bereavement Leave – this will extend the existing Parental Bereavement Leave provisions rather than replace them.
In addition, women and their partners who experience pregnancy loss before 24 weeks will be entitled to up to two weeks’ unpaid bereavement leave.
If you’re unsure whether your HR policies and procedures are up to date, get in touch with The Helens at thehelens@complexhr.co.uk.
