From zero-hour contract reforms and ‘day one’ unfair dismissal rights, to ‘fire and rehire’ changes and updates to trade union laws, there’s plenty ahead that will shape how businesses manage, engage, and protect their people.
Here’s a friendly round-up of what’s coming (without the heavy legal speak).
⚖️ Zero-Hour Contracts – More Certainty for Workers
Zero-hour contracts have long been the ultimate in flexibility — or frustration, depending on which side of the payslip you’re on.
Currently, employers don’t have to guarantee work, and workers don’t have to accept it. But the Government’s proposed reforms aim to create a fairer balance between flexibility and stability.
Proposed new rights include:
In short, flexibility stays — but fairness joins the mix.
🗓️ ‘Day One’ Right to Unfair Dismissal
At present, employees need two years of continuous service to claim unfair dismissal (except in automatically unfair cases).
Under the new proposals, that waiting period will disappear. The right to claim unfair dismissal will start from day one.
There will still be an initial employment period where dismissal for fair reasons (such as capability, conduct, or statutory restriction) is allowed — but the key takeaway is this: ➡️ Employers will need clear documentation and fair processes from the very start.
It’s not just about first impressions for candidates anymore — it’s about first impressions for employers too.
🔥 ‘Fire and Rehire’ – New Boundaries
‘Fire and rehire’ (or replace) is the practice of dismissing staff and rehiring them on new contractual terms. It’s been a lightning rod issue in recent years, and new reforms aim to rein it in.
What’s changing:
It’s not an outright ban, but it raises the bar for justifying and managing contractual changes fairly.
✊ Trade Union and Industrial Relations Changes
A modernised framework for trade union relations is also on the way.
Key proposals include:
These reforms will phase in between 2026 and 2027, bringing a new approach to industrial relations and employee representation.
🕒 Timeline for Key Employment Law Reforms
Date Reform October 2026 ‘Fire and Rehire’ reforms take effect
April 2026–2027 Trade Union legislation changes introduced
2027 ‘Day One’ right to unfair dismissal begins
2027 Zero-hour contract reforms implemented
☀️ What Should Employers Do Now?
While these changes aren’t in force yet, the direction is clear — greater fairness, predictability, and worker protection.
Now’s a great time to:
As the saying goes, it’s easier to steer the herd while they’re still on the horizon — not stampeding through your HR inbox. 🐄📩
🤝 Our Partnership Approach
At FINTEC recruit, we believe in long-term partnerships with our clients — helping you attract, assess, and onboard the right people for your business.
As recruitment experts, we’re here to advise and support you at every stage of the recruitment cycle — from sourcing and screening through to interviewing and onboarding.
We don’t provide legal advice, but we work closely with trusted employment law specialists and can connect you with expert support if you’d like to explore these reforms further.
📝 Disclaimer
This article is for general information purposes only and does not constitute legal advice. For specific guidance on employment law compliance or policy changes, please seek advice from a qualified employment law professional.
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