Employment law consultations

Get ready for major reforms by following the consultations and helping us respond.

Workplace rights are being transformed with the Employment Rights Act, Equality (Race and Disability) Bill and wider reforms. Find out which consultations and calls for evidence are open, read more about them and help shape our response.

Current polls

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The consultation papers and calls for evidence

See below for the key employment law consultations and calls for evidence.

Collective redundancy consultation threshold

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The government is consulting on the new threshold for collective redundancy consultation. The new test will be based on counting proposed redundancies across all sites and workplaces within a 90-day period. It will not replace the existing single-site trigger (20 redundancies at one site) but will sit alongside it. For more details, see our article. The consultation is open until 21 May 2026.

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Protection from detriment for striking

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This consultation seeks views on the types of detriments that employers should be prohibited from imposing on workers for taking industrial action. For more details, see our article. The consultation closes on 23 April 2026.

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Flexible working

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The government has published a consultation on the process employers should be required to follow when considering rejecting a flexible working request. The consultation remains open until 30 April 2026. For more background, see our article.

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Tips

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The government is seeking views on the new consultation requirements employers should be required to follow when developing or reviewing tipping policies. The consultation is open until 1 April 2026.

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Trade union recognition and unfair electronic balloting practices

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The government has launched a consultation on proposed changes to the code of practice on access and unfair practices during trade union recognition and derecognition processes. It also seeks views on proposals to legislate for new unfair practices to prevent interference in electronic recognition and derecognition ballots. The consultation closes on 1 April 2026.

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Umbrella company regulation

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The government has published a consultation on how to bring umbrella companies within the regulatory framework governing the temporary labour market and strengthen protections for agency workers. The consultation remains open until 1 May 2026.

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Closed consultations

See below for our responses to the key employment law consultations and calls for evidence.

Fire and rehire

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This consultation on fire and rehire practices sought views on which contractual changes to expenses, benefits and shift changes should be protected as “restricted variations” under new automatic unfair dismissal rules. The consultation closed on 1 April 2026. For more background, see our article.

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Reform of non-compete clauses

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The government consulted on options to reform non-compete clauses in employment contracts. The consultation closed on 18 February 2026. For more background, see our article.

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Bereavement leave (including pregnancy loss)

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This consultation considered how the new right to bereavement leave (including pregnancy loss before 24 weeks) will work in practice. Submission deadline was 15 January 2026. For more background, see our article.

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Maternity returners

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The government consulted on limiting the circumstances in which employers can dismiss pregnant women or new mothers, and on whether protections should extend to parents taking other types of family leave. The consultation closed on 15 January 2026. For more background, see our article.

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Information on the right to join a trade union

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The Employment Rights Bill requires employers to notify workers of their right to join a union. This consultation explored how this will work in practice. The deadline for responding was 18 December 2025. For more background, see our article.

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Trade union rights of access

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The government sought views on how the new right for trade unions to access workplaces is going to work. The submission deadline was 18 December 2025. For more background, see our article.

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EHRC Code of Practice

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Following the Supreme Court’s ruling that sex in the Equality Act means biological sex, the Equality and Human Rights Commission consulted on a new Code for Service Providers, Public Functions and Associations. There is still no similar consultation on the Code for Employment (a point we made in our response) but many employers will be impacted as providers of services to the public, or recipients of services. Submission deadline was 30 June 2025.

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Equality law call for evidence

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The government asked for evidence to help it reform equality law, especially in relation to equal pay, pay transparency and strengthening harassment protection. Submission deadline was 30 June 2025.

For more background, see our articles:

Call for evidence on equality law changes
Pay Transparency Directive measures on the horizon for the UK?

Read our response Review the consultation document

Ethnicity & disability pay gap reporting

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This consultation explored plans to make ethnicity and disability pay gap reporting compulsory for employers with at least 250 employees.

For more background, see our articles:

Government opens consultation on ethnicity and disability pay gap reporting

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Parental leave and pay system

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The government has opened a call for evidence on the parental leave and pay system looking at how to modernise the existing statutory framework for parents. The submission deadline was 25 August 2025.

Read our response Review the consultation document