Employment Advice for Employees
This information is current as at 5 October 2026 and reflects the law in force on that date. Employment law is changing quickly, with some important reforms already in force, some due later in October 2026, and further changes expected in 2027.
Welcome to our Employment Advice for Employees section at J L Lezemore Solicitors. We know that problems at work can be stressful and confusing, so we explain things in plain, everyday English. Whether you are facing unfair treatment, problems with pay or leave, or you are thinking about leaving your job, we provide clear advice on your rights and the practical next steps.
Important changes already in force include:
- From 6 April 2026, Statutory Sick Pay (SSP) is payable from the first day of sickness absence. The previous three waiting days have been removed, and the lower earnings threshold has been removed, extending SSP eligibility to employees who previously fell below it.
- From 6 April 2026, paternity leave and unpaid parental leave became day-one rights. The qualifying conditions for statutory paternity pay remain separate and have not changed.
- From 6 April 2026, reporting sexual harassment at work is expressly treated as a qualifying disclosure for whistleblowing protection.
- From 6 April 2026, the maximum protective award for failure to consult properly on collective redundancies doubled from 90 to 180 days’ pay.
- From 6 April 2026, a new right to bereaved partner’s paternity leave was introduced.
- On 7 April 2026, the Fair Work Agency launched as the government’s single enforcement body for key employment rights, including minimum wage, holiday pay and related protections.
- For most Employment Tribunal claims arising on or after 1 October 2026, the ordinary time limit is now six months rather than three months. Different rules and transitional provisions can still apply depending on the type of claim and when the relevant event took place, and Acas early conciliation can also affect the deadline.
Contact J L Lezemore Solicitors covering Hertfordshire and Essex
Need help with a work problem? Get in touch today for straightforward, practical advice. We offer flexible appointments (including evenings and weekends where possible) across Hertfordshire and Essex.
The earlier you contact us, the more options you usually have. We look forward to helping you protect your rights at work.
Please visit our contact page for more information.
We help employees across Hertfordshire and Essex with all aspects of employment law. Common issues we deal with include:
- Contracts, pay and holidays – checking your terms, dealing with unpaid wages, holiday entitlement or unlawful deductions.
- Discrimination, harassment or bullying – protecting you from unfair treatment because of a protected characteristic such as age, disability, sex, race, religion or sexual orientation.
- Grievances and disciplinaries – helping you raise a formal complaint or defend yourself in a disciplinary process.
- Unfair dismissal or redundancy – under the current regime, ordinary unfair dismissal usually requires a qualifying period of service. The law is due to change from January 2027, but eligibility will need to be assessed carefully by reference to the effective date of termination and any transitional rules. We also advise on redundancy processes, settlement agreements, negotiations and tribunal claims where appropriate.
- Whistleblowing – protection if you have spoken up about wrongdoing, including the specific protection now given to reports of sexual harassment.
- Flexible working requests – your right to ask and how to challenge an unreasonable refusal.
- Sick pay and sickness absence – ensuring you receive SSP from day one where applicable and helping with fit notes, absence management and return-to-work issues.
- Family-related leave – including paternity, parental, shared parental and bereavement-related rights.
- Employment Tribunal claims and time limits – advice on deadlines, Acas early conciliation and the steps needed to protect your position.
- Settlement agreements – explaining the terms in clear language and advising you before you sign. These agreements are legally binding and usually involve the employer contributing towards your legal costs.
Most workplace problems can be resolved through internal procedures, negotiation or a protected conversation. If needed, we can represent you at an Employment Tribunal. We always aim for the quickest, least stressful and most practical outcome possible.
Changes taking effect later in October 2026
- From 30 October 2026, statutory protection against workplace harassment is due to be strengthened. This is expected to include a more demanding duty on employers to take all reasonable steps to prevent sexual harassment, together with new exposure in some cases involving harassment by third parties such as customers, clients or service users.
- From 30 October 2026, a statutory workplace access regime is expected to allow an independent trade union to request physical and/or digital access to a qualifying workplace, subject to the statutory procedure and safeguards.
Further changes expected in 2027
- From January 2027, employers are expected to have a new duty to provide workers with prescribed written information about their right to join a trade union.
- From January 2027, unfair dismissal law is due to change, with transitional rules expected to apply. Eligibility and compensation issues are likely to depend on the regime in force at the effective date of termination, so individual advice will remain important.
- From January 2027, further restrictions on dismissal and re-engagement practices, often called 'fire and rehire', are expected to take effect.
- From April 2027, new day-one rights are expected to provide eligible employees with up to two weeks’ unpaid leave following specified family bereavements or pregnancy loss.
We keep fully up to date with these developments and will always advise you based on the law that applies to your situation at the time. If you need help with a problem at work, get in touch for straightforward, practical advice. We offer flexible appointments, including evenings and weekends where possible, across Hertfordshire and Essex. The earlier you contact us, the more options you are likely to keep open.
