7 New Employment Laws in 2026
What They Mean for You and How We Can Support You
2026 brings significant changes to employment law, from day-one sick pay to stronger flexible working rights. At MOCO, we know these reforms aren’t just legal updates-they impact everyone in the workplace, their wellbeing and how organisations can create healthier, more supportive environments. Here’s a practical look at the key changes and how MOCO can help you navigate them.
1. Day-One Parental and Paternity Leave
From April 2026, all new parents can take unpaid parental leave from day one of their job and paid paternity leave will also be a day-one right for fathers and partners.
MOCO support: Balancing work and family can be challenging. Our coaching helps employees and carers plan leave confidently, communicate their rights and manage career impacts, ensuring family responsibilities are respected.
2. Statutory Sick Pay from Day One
The three-day waiting period for statutory sick pay is being removed, giving 1.3 million more employees, particularly part-time or lower-paid workers, access from the first day of illness.
MOCO insight: Employees often feel pressure to work while unwell. MOCO coaching guides individuals and teams to prioritise health without fear of stigma, protecting wellbeing and long-term productivity.
3. Protections Against Unfair Dismissal
From January 2027, employees will be protected from unfair dismissal after six months, rather than the previous two-year threshold.
MOCO guidance: We help people understand their rights and navigate employment disputes calmly, providing support for stress management and confidence at work.
4. Bereavement Leave and Bereaved Partner Paternity Leave
A day-one right to bereavement leave will be introduced, including for pregnancy loss, alongside up to 52 weeks of leave for bereaved partners.
MOCO support: Coping with grief at work is hard. MOCO provides emotional support, coaching on communication with managers and tools to manage workload during difficult times.
5. Flexible Working Rights
From 2027, employers must provide clear, documented reasons if a flexible working request is refused.
MOCO guidance: Flexible working is key to employee wellbeing. We help people negotiate arrangements confidently and help managers implement policies that are fair, compliant and supportive.
6. Protections for Pregnant Workers and Returning Parents
Dismissal of pregnant employees or those returning from maternity leave will be unlawful for at least six months, except in cases of gross misconduct.
MOCO coaching: These changes protect employees while supporting families. We advise teams and managers on creating inclusive, equitable workplaces that recognise the needs of parents and carers.
7. Limits on ‘Fire-and-Rehire’ Practices
From October 2026, most “fire-and-rehire” practices will be banned, except where an employer can prove immediate, severe financial danger.
MOCO insight: Job security is a major source of workplace stress. MOCO helps employees navigate contractual changes confidently and supports employers in handling restructuring ethically and legally.
How MOCO Can Help
These employment law reforms are an opportunity to create healthier, more supportive workplaces, but knowing your rights and putting them into practice can still feel daunting. MOCO provides:
Coaching for employees: Guidance on leave, sick pay, flexible working and bereavement rights.
Support for managers and businesses: Implement fair, compliant policies that protect staff wellbeing and organisational productivity.
Peer and professional support networks: Connect with others navigating workplace changes and access expert advice.
At MOCO, we believe that healthy, supported employees make stronger organisations. These legal reforms are tools-but confidence, knowledge and support make them effective.
Take action today: Connect with MOCO to understand how these employment law changes affect you or your team and get the guidance you need to thrive in 2026.