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Following consultation, the government has confirmed that regulations prescribing a new process for handling flexible working requests, and the new reasonableness test under the Employment Rights Act 2025, will both take effect in autumn 2027.

Tribunals awarding aggravated damages must identify a specific aggravating factor, explain what further injury it caused and ensure that this is not already compensated by an injury to feelings award.

From April 2027, employees will have a day one right to up to two weeks' bereavement leave, covering a wide range of family relationships, and pregnancy loss before 24 weeks.

An employer has the duty to make reasonable adjustments, but an employee whose actions breach that duty may also be personally liable. The Employment Appeal Tribunal (EAT) has confirmed that claims against individuals cannot be ruled out simply because the duty rests with the employer.

From 30 October 2026, independent trade unions will have a new statutory right to seek physical and digital access to workplaces in order to meet, support, recruit and organise workers, and to facilitate collective bargaining. The right applies to all employers with 21 or more workers, meaning the vast majority of charities of any real size will be in scope, whether or not they currently recognise a trade union.

Where a business transfers under TUPE, the new employer does not inherit the old employer's vicarious liability to third-parties for employees' pre-transfer wrongdoing.