Employment Law Changes 2026–27 — A Focused, Practical Overview for Managers
Managers do not need to become employment lawyers. They do need to recognise risk early, make fair and consistent decisions, hold appropriate conversations, keep reliable records and know when specialist support is required.
This focused half-day programme explains the most important provisions of the Employment Rights Act 2025 in clear, practical language. It connects the legal changes to everyday management situations involving probation, performance, attendance, conduct, harassment, employee concerns, trade-union activity and dismissal risk.
The course is designed as a high-impact overview rather than a detailed legal lecture. Delegates work through realistic situations and leave with a memorable practical framework they can use immediately.
Want to discuss whether this programme fits your organisation? Email training@elevateimpacttraining.com
The Employment Rights Act 2025 — What's Changing and When
Reforms are being introduced in stages throughout 2026 and 2027
This half-day workshop is designed to get your management team up to speed quickly, without wading through legal detail they don't need day to day. The Employment Rights Act 2025 became law on 18 December 2025. Changes are being implemented in stages throughout 2026 and 2027, and this workshop distinguishes between changes already in force, confirmed future commencement dates and provisions whose detailed operation remains subject to regulations or updated guidance.
Already in force during 2026: day-one paternity and parental leave, statutory sick pay from day one, six-year holiday record keeping, and sexual-harassment disclosures as qualifying whistleblowing disclosures.
1 October 2026: employment tribunal claim time limits increase from three to six months.
30 October 2026: employers must take all reasonable steps to prevent sexual harassment, including by third parties.
1 January 2027: the unfair-dismissal qualifying period reduces from two years to six months.
This workshop combines the law and official guidance available at the time of delivery with immediate, practical management actions.
Staying Ahead of Staged Legal Change
Employment law changes are arriving in stages, making it difficult for busy managers to know what applies now and what is coming next. Longer tribunal time limits mean workplace decisions and records may be examined many months after an event, and the six-month unfair-dismissal qualifying period increases the importance of purposeful probation, early feedback and timely action.
Strengthened harassment and third-party-harassment duties place greater emphasis on prevention, not simply reacting after a complaint — and inconsistent management practice can expose an organisation even when a policy is well written.
Half-Day Workshop vs Full-Day Programme
Both options provide practical learning, but they serve different needs. This half-day workshop provides essential awareness, a concise implementation timeline and immediate management actions.
| Half-Day Workshop | Full-Day Programme | |
|---|---|---|
| Purpose | Essential overview and immediate manager action | Deeper judgement, skills practice and organisational risk review |
| Legal-change timeline | Included | Included in greater depth |
| Harassment & third parties | Practical overview | Detailed prevention and risk mapping |
| Probation & dismissal | Core implications | Extended casework and decision practice |
| Discrimination & adjustments | Risk signposting | Integrated practical application |
| Documentation | Essential records | Tribunal-ready evidence and decision rationale |
| Activities | Short scenarios | Complex case studies and skills practice |
| Action planning | Personal 30-day actions | Manager and organisational risk audit |
Not sure which format is right? Speak to our training specialist on 07544 534759.
What Delegates and Organisations Gain From This Workshop
A clear timeline of the key employment law changes in 2026 and 2027
Greater confidence distinguishing routine management from matters requiring immediate escalation
Earlier intervention in probation, performance, attendance and conduct concerns
Better understanding of preventative duties concerning sexual and third-party harassment
More accurate, factual and useful management records
Greater awareness of trade-union rights and protected activity
A practical decision-making model for reducing avoidable employment tribunal risk
By the End of the Workshop, Delegates Will Be Able To
- Describe the main Employment Rights Act 2025 changes affecting managers during 2026 and 2027
- Distinguish changes already in force from confirmed future changes and areas awaiting further detail
- Explain the strengthened preventative duty concerning sexual harassment and third-party harassment
- Recognise why the six-month tribunal time limit affects management action and record keeping
- Explain how the six-month unfair-dismissal qualifying period affects probation, performance and conduct management
- Identify situations involving trade-union rights, whistleblowing, discrimination or dismissal risk that require careful handling
- Apply the Recognise → Respond → Record → Refer → Review framework to everyday management situations
- Produce a personal action plan to improve management practice within 30 days
Half-Day Workshop Outline
The workshop uses realistic scenarios and short practical exercises throughout — the goal is a memorable, usable framework rather than a legal lecture.
A clear, staged overview of the Employment Rights Act 2025 and the practical difference between a headline announcement and an operational legal requirement, followed by a focused look at the strengthened duty to prevent sexual harassment and third-party harassment — including risk involving customers, clients, contractors and visitors.
Delegates consider why timely, factual records matter more than ever under the extended six-month tribunal time limit, then explore what the six-month unfair-dismissal qualifying period means for probation, early performance management and fair decision-making.
Practical awareness of the trade-union changes most likely to affect everyday decisions, and clear guidance on when to pause and seek Human Resources or specialist advice.
Delegates apply the Elevate Impact framework — Recognise → Respond → Record → Refer → Review — to eight short situations, then each identifies one conversation to hold, one record-keeping improvement, one risk to escalate and one practice to review within 30 days.
Suitable for Anyone With People Management Responsibility
This practical employment law training course is designed for anyone with responsibility for people, workplace decisions or day-to-day employee management.
Want this tailored to your sector or organisational context? Email training@elevateimpacttraining.com
Flexible Delivery — Wherever You Are
Every programme is designed around your organisation — your employment lifecycle, policies, reporting routes, union environment, customer contact, workforce profile and areas of particular risk. Delivered in-house or virtually, available across England, Scotland, Wales, Northern Ireland and Europe.
Face-to-Face
Delivered at the client's workplace, with examples adapted to the organisation, sector, policies and workforce
Virtual
Delivered through Microsoft Teams or Zoom using structured discussion, polls, breakout activities and case studies
Bespoke
Tailored around your employment lifecycle, policies, union environment, customer contact and areas of particular risk
Legal Content Reviewed September 2026
Employment law and supporting guidance are continuing to develop throughout 2026 and 2027. The confirmed headline changes and commencement dates stated in this workshop are based on official information available at the date shown below. Some detailed regulations, Codes of Practice and supporting guidance are still being developed, consulted upon or updated.
Elevate Impact Training reviews relevant Government, Acas and Equality and Human Rights Commission information on a monthly basis and updates the legal content of this workshop where appropriate. The programme reflects the law and official guidance available at the time of delivery. Where a future requirement has been announced but its detailed operation has not been finalised, this is clearly identified during the training.
Further reforms are expected during 2027 in areas including flexible working, zero-hours and low-hours contracts, bereavement leave, pregnancy and maternity protection, collective redundancy, non-disclosure agreements, umbrella companies, gender pay gap and menopause action plans, and trade-union law. Some commencement dates and operational details are not yet finalised.
Important: This programme provides practical workplace training and management development. It does not constitute legal advice, and attendance should not be treated as confirmation that an organisation is legally compliant. Organisations should obtain appropriate Human Resources or specialist legal advice about individual cases and specific legal matters.
Legal content last reviewed: September 2026