Wawasan HR • 11 MIN BACAAN
Employment Law Changes: What to Expect in 2026
JAN 15, 2026
From the Employment Rights Bill to the EU Pay Transparency Directive, 2026 is a significant year for employment law. Here is what HR needs to prepare for.
The Employment Rights Bill
Employment Rights Bill, yang sedang melalui Parlimen, mewakili perubahan paling ketara kepada undang-undang pekerjaan UK dalam satu generasi. Langkah utama termasuk hak untuk memohon kontrak jam terjamin selepas 12 minggu bagi pekerja sifar jam dan jam rendah, hak hari pertama kepada perlindungan daripada pemecatan tidak adil (tertakluk kepada tempoh percubaan statutori), pengukuhan hak kesatuan sekerja, serta peruntukan baharu berkaitan fire and rehire. Pasukan HR hendaklah memantau perkembangan Bill dengan rapi dan mula merancang kemas kini dasar.
Arahan Ketelusan Gaji EU
EU member states are required to transpose the Pay Transparency Directive into national law by June 2026. The directive requires employers to publish salary ranges in job advertisements, grant employees the right to pay information, and report gender pay gap data. UK employers with EU operations must comply with the directive in those jurisdictions. Even UK-only employers may face pressure from employees and trade unions to adopt similar standards voluntarily.
Perubahan kepada kadar statutori
Mulai April 2026, National Living Wage telah meningkat kepada £12.21 sejam bagi pekerja berumur 21 tahun dan ke atas. National Minimum Wage bagi yang berumur 18-20 tahun telah meningkat kepada £10.00 sejam. Elaun sakit statutori, elaun bersalin statutori, dan kadar statutori lain juga telah dinaikkan. HR hendaklah memastikan bahawa penggajian dikemas kini lebih awal sebelum sebarang perubahan kadar dan bahawa kontrak pekerjaan yang merujuk kepada minimum statutori disemak semula.
Mempersiapkan diri untuk perubahan
The pace of employment law change in 2026 requires HR teams to be proactive rather than reactive. Build a legislative monitoring process: subscribe to CIPD law updates, follow ACAS guidance, and review contracts and policies at least annually. For major reforms such as the Employment Rights Bill, begin impact assessments well in advance. Early preparation reduces the risk of non-compliance and gives managers time to absorb new requirements before they take effect.
