Major reforms are on the way in UK employment law. The Employment Rights Bill and the forthcoming Equality (Race and Disability) Bill will reshape core workplace rights over the next two years.
Although the government’s implementation schedule signals a gradual rollout, the breadth of change means employers should begin preparations now to ensure compliance and minimise operational disruption.
Family Leave
The government has commenced a comprehensive review of parental leave, acknowledging the fragmented nature of current entitlements and the low utilisation of shared parental leave. While substantive proposals may take 12 to 18 months to emerge, certain enhancements—such as Day 1 rights to paternity and parental leave—are expected to take effect from April 2026.
Employers should audit policies, contracts and payroll systems to reflect new eligibility thresholds, and train managers to handle an anticipated uptick in leave requests, ensuring consistent, non-discriminatory decision-making and smooth returns to work.
Whistleblowing and Harassment
From April 2026, sexual harassment will be expressly recognised as a protected category for whistleblowing. Although courts already treat many such disclosures as protected, explicit legislative recognition reinforces the prohibition on gagging workers via settlement or confidentiality clauses. Further, from October 2026 employers will face:
- Liability for third-party harassment; and
- A strengthened duty to take all reasonable steps to prevent sexual harassment.
Critically, detailed regulations defining “reasonable steps” may not arrive until 2027, leaving a period where employers must meet a higher standard without prescriptive guidance. Employers should therefore undertake risk assessments (including third-party interactions), refresh anti-harassment training, align whistleblowing, grievance and harassment policies, and implement robust reporting and tracking mechanisms to evidence preventative measures and responsive actions.
Flexible Working
Flexible working remains a right to request rather than an automatic entitlement, but refusals will face greater scrutiny. Under the Bill, an employer may refuse only if it is reasonable to do so, and must provide a written, reasoned explanation tied to a statutory ground. This dovetails with the risk of accompanying indirect sex discrimination claims, particularly where full-time requirements disadvantage those with childcare responsibilities. Employers should:
- Review processes to ensure well-evidenced, proportionate decisions;
- Align refusal rationale with potential legitimate aim justifications; and
- Prepare for future consultation requirements and possible expansion of refusal grounds, with further changes anticipated from 2027.
Action Points
- Update policies and contracts for Day 1 family leave entitlements.
- Integrate whistleblowing, grievance and harassment frameworks; prohibit unlawful NDAs.
- Enhance training, risk assessments and record-keeping to meet the “reasonable steps” duty.
- Strengthen flexible working documentation and equality impact assessments.
Early, coordinated implementation will position employers to meet the new laws and help to create safer, more flexible and inclusive workplaces which in turn will benefit employers and their workers.
For advice or further information on these major employment law reforms, call Henry Doswell of Doswell Law Solicitors on 01233 722942. Alternatively, email Henry at henry@doswell-law.com
 Disclaimer: Whilst every reasonable effort is made to make the information and commentary contained in this blog accurate and up to date, Henry Doswell takes no responsibility for its accuracy and correctness, or for any consequences of relying on it. The information and commentary in this blog does not constitute legal advice to any person on a specific case or matter. You are strongly advised to obtain specific, personal advice from a lawyer about your case or matter.