Big changes are landing across UK employment law, and we break them down into clear actions leaders can take now. Joined by Joanna Sutton from Nockolds, We start with October 2026, where attempts to change core contractual terms via fire and rehire face strict limits, signalling a cultural shift toward genuine consultation and fair process. We then open up the hard bit: third‑party harassment liability returning for customers, clients, and contractors. That means training, strong reporting routes, and updated client terms if you want to stay compliant and protect your people.

From there, we zoom in on the practical ripple effects of doubling tribunal time limits from three to six months. It’s a sensible move for access to justice, but it will reward organisations that resolve issues early and document decisions well. The centrepiece arrives in early 2027: unfair dismissal will become available after six months’ service, with the existing compensation cap flagged for removal. We explain how to use probation properly, setting expectations in week one, holding regular reviews, recording support provided, and making timely, fair calls, so managers don’t stumble into avoidable claims.

We also dive into the future of zero hours work. Contracts aren’t going away, but predictability is coming: guaranteed hours after a 12‑week lookback, reasonable notice for shifts, and compensation for late cancellations or curtailment. Expect an admin lift and plan for better forecasting, smarter scheduling systems, and transparent standby practices. Finally, large employers will need equality action plans that at minimum address gender pay and menopause, moving beyond reporting to accountable action that keeps experienced talent in work and narrows pay gaps. Throughout, we highlight where the details are still being shaped by consultations and how to stay ahead.

If you lead HR, run an operations team, or advise on workforce strategy, this conversation gives you a practical roadmap. Subscribe for more clear guidance, share this with a colleague who needs to prep their policies, and leave a review to tell us what change you want decoded next.

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IMPORTANT INFORMATION: This audio is published by Trish Hewitt of Haylo HR. The information in this video is for general guidance only and, although the presenter believes it was correct at the time it was recorded (January 2026), the law may have changed since then. You should always seek your own legal advice. This advice adheres to employment law within England, Scotland and Wales.

A sweeping reform of workplace law is here, and the practical impact arrives sooner than many expect. We sit down with employment law expert Joanna Sutton to unpack what actually changes, why the politics got so heated, and how employers can prepare without getting lost in legal jargon. The headlines are big: stronger protection during industrial action, statutory sick pay from day one, day one access to paternity and parental leave, and a sharp rise in penalties when collective consultation is mishandled.

We start by tackling the real-world implications of a tribunal system already at capacity and an anticipated rise in claims. Joanna explains why the government’s phased roadmap matters, where uncertainty still sits pending regulations, and how small businesses will feel the compliance burden most. From there, we dig into industrial action: the repeal of minimum service levels and the end of the 12-week protection window.

April becomes the crunch point. Sick pay shifts to day one and the lower earnings limit disappears, bringing more workers into eligibility and increasing costs for employers that rely on statutory minimums. Family rights also move, with day one access to paternity and parental leave, a change that demands clear manager guidance even if entitlements stay the same. On restructuring, protective awards for collective redundancy failures are set to double, turning process shortcuts into expensive mistakes. And we clarify why sexual harassment complaints will be clearly protected as whistleblowing, reinforcing the need for credible reporting, prompt investigations, and prevention-focused training.

📬 Stay in the know: https://www.haylohr.com
📱 Follow us:

Twitter/X: @haylohr
TikTok: @trishinhr
Instagram: @haylo_hr

GET IN CONTACT
https://www.haylohr.com/
Contact Joanna here- / joannaesutton

IMPORTANT INFORMATION: This audio is published by Trish Hewitt of Haylo HR. The information in this video is for general guidance only and, although the presenter believes it was correct at the time it was recorded (January 2026), the law may have changed since then. You should always seek your own legal advice. This advice adheres to employment law within England, Scotland and Wales.

Five generations now share the same workplace—and the headlines say we’re in constant conflict. We take a scalpel to that narrative with Matt Cook, co‑founder at culture consultancy The Shift, and trace where friction really comes from: life stage, economic context, and mismatched signals of value, not innate differences in work ethic. From the ancient “youth are lazy” gripe to today’s debates about remote work and Slack etiquette, we unpack the myths and get to the mechanics of how modern teams actually function.

Matt walks us through the changing markers of ambition in a digital world where output can be created in bursts and presenteeism is a poor compass. We explore the power flip inside organisations—formal authority often sits with senior leaders while crucial digital expertise lives with newer hires—and how that tension can either stall progress or spark innovation. The key, we argue, is to legitimise where the expertise is, grant decision rights to match, and remove the blockers that keep good ideas from moving.

Communication becomes the proving ground. We offer a simple framework: define what each channel means, set response expectations, and write the full ask up front to support asynchronous work. We also address the post‑pandemic soft‑skills gap and share practical ways to rebuild confidence in phone calls, direct feedback, and difficult conversations. Rather than adding rigid policies, we advocate for clear principles and flexible application, so teams can honour different needs without losing coherence.

To make the benefits real, we highlight reverse mentoring as a two‑way learning engine and the role of storytelling in spreading evidence of intergenerational wins—from enterprise examples to research‑led breakthroughs. The takeaway is straightforward: see the person, not the stereotype, while staying alert to the contexts that shape them. Subscribe for more candid, practical conversations on culture, and tell us: what’s one principle you’d set to make collaboration across ages easier?

🌐 https://theshift.company/about

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IMPORTANT INFORMATION: This video is published by Trish Hewitt of Haylo HR HR. The information in this video is for general guidance only and, although the presenter believes it was correct at the time it was recorded (September 2025), the law may have changed since then. You should always seek your own legal advice. This advice adheres to employment law within England, Scotland and Wales.