Employment law consultations

The Employment Rights Act makes any agreement void – whether in settlement agreements, contracts or policies – that seeks to stop a worker speaking about harassment or discrimination. This consultation sought views on how this will work in practice, including the conditions under which an NDA may still be validly entered into and extending the scope of protection beyond employees and workers. The consultation closed on 8 July 2026. For more details, see our article.
 

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The government asked for evidence to help it reform the TUPE Regulations, especially in relation to strengthening employee protections and making the overall TUPE process easier for businesses to follow. The submission deadline was on 1 July 2026. 
 

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The government published a consultation on the new statutory code of practice that will support trade unions and employers when negotiating trade unions’ access into workplaces. The consultation closed on 20 May 2026. 
 

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The government consulted 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 closed on 21 May 2026.
 

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

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The government sought views on how to bring umbrella companies within the regulatory framework governing the temporary labour market and strengthen protections for agency workers. The consultation closed on 1 May 2026. 
 

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This consultation consulted 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 closed on 23 April 2026.
 

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

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

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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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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. 
 

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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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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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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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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