UK Updates 3 Employment Codes as Rights Act Rolls Out Before October 2026 Changes
Updated
Updated · Lewis Silkin · Jul 10
UK Updates 3 Employment Codes as Rights Act Rolls Out Before October 2026 Changes
1 articles · Updated · Lewis Silkin · Jul 10
Summary
Three updated Codes of Practice were issued on July 10, covering trade union workplace access, tipping and unfair practices in union recognition and derecognition processes under the Employment Rights Act 2025.
The guidance supports rollout of a law passed on Dec. 18, 2025, after parliamentary deadlock, with the government also revising its implementation timetable on Feb. 3, 2026.
October 2026 is the next major milestone: new union access rights, stronger anti-harassment duties, third-party harassment liability, expanded tipping rules and longer tribunal claim limits are all due then.
January 2027 brings some of the biggest employer-facing shifts, including a cut in the unfair-dismissal qualifying period from 2 years to 6 months, uncapped compensation and tighter curbs on fire-and-rehire.
Further 2027 reforms still depend on consultation and secondary legislation, notably guaranteed-hours offers for zero-hours workers, shift-notice rights, NDA restrictions and broader redundancy consultation thresholds.
With compensation caps gone, are UK firms facing a future of multi-million-pound dismissal claims?
Will the new Fair Work Agency be a worker's champion or a bureaucratic nightmare for businesses?
As 'fire and rehire' is outlawed, can struggling British companies still adapt to survive?
UK Employment Law Transformation: Major Reforms and Compliance Strategies for 2026–2027
Overview
Major changes to UK employment law are coming in October 2026, driven by the Employment Rights Act 2025. Employers must prepare by updating internal policies, training staff, and improving dispute resolution to ensure compliance and reduce risks. A draft code of practice published in July 2026 outlines key areas for action, including stronger protections against harassment and whistleblowing. These reforms require businesses to act proactively, as failing to adapt could lead to legal and reputational problems. The new rules highlight the need for clear policies and robust preparation to meet higher standards in the workplace.