Recent Changes in UK Employment Law (2024–2026)
From day-one flexible working and a duty to prevent sexual harassment to carer's leave and fire-and-rehire rules — this guide summarises the recent changes in UK employment law and the reforms still on the horizon.
Last updated: July 2026. This guide provides general information, not legal advice.
Recent changes in UK employment law
Employment law changes regularly. This guide summarises the key changes from 2024 and the reforms on the horizon, so you know what rights you have now. For the very latest position, always check current GOV.UK guidance.
This guide reflects changes as of July 2026. Some reforms were still progressing through Parliament. Treat anything marked "expected" or "proposed" as not yet in force until confirmed on GOV.UK.
Changes already in force (2024)
Flexible working — day one (April 2024)
The Flexible Working (Amendment) Act 2023 removed the 26-week qualifying period. Employees can request flexible working from day one, make up to two requests a year, and no longer need to explain the effect on the employer. Employers must respond within two months.
Carer\'s Leave Act (April 2024)
Employees are entitled to one week of unpaid leave per year to provide or arrange care for a dependent, available from day one of employment.
Duty to prevent sexual harassment (Oct 2024)
The Worker Protection Act introduced a positive duty on employers to take reasonable steps to prevent sexual harassment of employees. Tribunals can increase compensation by up to 25% where the duty is breached.
Tips to workers in full (Oct 2024)
The Employment (Allocation of Tips) Act 2023 requires employers to pass all qualifying tips, gratuities and service charges to workers in full, without deductions, with a written policy.
Fire and rehire Code (July 2024)
A statutory Code of Practice on dismissal and re-engagement requires employers to consult meaningfully and explore alternatives before using fire and rehire. Unreasonable failure to follow the Code can increase tribunal compensation.
Predictable terms (Sept 2024)
The Workers (Predictable Terms and Conditions) Act 2023 gives workers on irregular or short-term patterns a right to request a more predictable working pattern.
New and forthcoming entitlements
Neonatal Care (Leave and Pay) Act 2023
Introduces up to 12 weeks of additional paid leave for parents of babies requiring neonatal care after birth, on top of existing maternity and paternity entitlements. Check GOV.UK for the confirmed commencement date, as implementation is being phased in.
Other measures — including enhanced redundancy protection during pregnancy and family leave, and reforms to paternity and bereavement leave — have been progressively rolled out. Always confirm the current position on GOV.UK.
Proposed reforms to watch
A programme of wider reform (often referred to as the "Plan to Make Work Pay" / Employment Rights Bill agenda) has proposed significant changes. These were proposed, not all yet enacted. Key themes include:
- A single status of "worker" to reduce the gap between employees and contractors
- Strengthening day-one rights, including unfair dismissal protection subject to probation periods
- Ending abuses of "fire and rehire" and zero-hours contracts
- A right to a contract reflecting hours normally worked
- Reforms to sick pay and parental leave
Tip: Use EmploymentCase to log issues and track how these changes apply to your situation, and always check GOV.UK for the latest enacted position.