HR 洞察 • 11 分钟阅读
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
《雇佣权利法案》目前正在议会推进，代表着一代人以来英国劳动法最重大的变化。主要措施包括：零工时和低工时员工在 12 周后有权申请保障工时合同；第一天即享有不公平解雇保护（受法定试用期约束）；加强工会权利；以及关于解雇后再雇用的新规定。HR 团队应密切关注该法案的进展，并开始规划政策更新。
欧盟薪酬透明度指令
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.
法定费率变化
自 2026 月起，国家生活工资已提高到每小时 £12.21，适用于年龄 21 岁及以上的员工。 18-20 岁员工的国家最低工资已提高到每小时 £10.00。法定病假工资、法定产假工资以及其他法定费率也已上调。HR 应确保在任何费率变更前更新薪资，并审查引用法定最低标准的雇佣合同。
为变革做准备
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.
