With the changes to Employment Rights getting closer and closer, we decided to catchup with an expert in the area. Jonathan Insley is a Partner in the Employment team at Ellisons, and helps businesses and individuals with a range of workplace and HR issues. Day in, day out, Jonathan is helping people to navigate the complexities of employment law.
“The Employment Rights Bill represents the most significant shift in workplace legislation for decades, and legal sector employers should begin preparing now for the changes coming into force throughout 2026 and beyond. The Bill introduces wide-ranging reforms that will reshape how law firms recruit, manage, and retain their people.
Key developments include the eligibility for employees to bring unfair dismissal claims reduced to 6 months, expanded access to family leave and sick pay, a statutory right for zero-hours workers to request predictable hours, and stricter limitations on fire-and-rehire practices. The Bill also strengthens employer duties around harassment prevention, including third-party harassment, which will require firms to review policies, training, and reporting frameworks.
For legal employers, 2026 should be spent auditing contracts, updating policies, refreshing induction and supervision processes, and ensuring managers are confident in handling the new compliance landscape. Workforce planning will also become more important as predictable-hours rights, shorter timeframes before employees have unfair dismissal protection, and increased enforcement powers place greater scrutiny on employment practices.
Firms will need to map changes carefully across their HR, recruitment, and operational functions. Early preparation will be key to ensuring compliance and maintaining stability during a period of significant legislative reform.”
Early preparation will be key to ensuring compliance and maintaining stability during a period of significant legislative reform.
Any changes to Employment Law can affect business owners and professionals alike and in turn the UK economy. Now, these changes aren’t set to occur overnight – the first set are coming into force in April 2026 and the other changes appearing further down the line as part of a staggered implementation.
Moving forward, businesses will need to adapt to these legislative changes and monitor the impact it has on recruitment practices – working with external support to navigate the change.
It also raises questions surrounding the ongoing recruitment and retention challenges the legal sector currently faces. This reform could aid firms competing for senior talent but could prove problematic for junior roles. Businesses will be less keen to inherit the increased risk for less experienced professionals.
AJ Chambers would like to thank Jonathan for his time and thoughts, and would like to encourage you to share your thoughts in the comment section.
AJ Chambers Recruitment Ltd,