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.