The government has announced major changes to employment law starting 6 April 2026 – Lara Brewood-Green explains the impact of these on dental practices and professionals.

There are several significant employment law changes coming into force between April 2026 and 2027 that will affect dental practices across the UK. But which are the most relevant changes to you as a dental professional and how can you proactively respond to them?

Here is a simple overview of the key changes and recommended actions for your dental practice. 

Changes to employment law from April 2026

Day one family leave rights 

Paternity leave and unpaid parental leave will become day-one rights for eligible employees. 

Recommended action

• Review and update your family leave policies 
• Ensure practice managers understand the new eligibility rules 
• Consider staffing contingency planning.

Statutory sick pay (SSP) from day one 

SSP will become payable from the first day of sickness absence rather than the fourth day. 

Recommended action 

• Review your sickness absence policy 
• Ensure return-to-work interviews are completed consistently 
• Monitor short-term absence trends.

Sexual harassment as a protected disclosure 

Reports of sexual harassment will be protected under whistleblowing legislation. 

Recommended action 

• Review your whistleblowing and dignity at work policies 
• Reinforce reporting procedures with staff.

New fair work agency

A new enforcement body will oversee employment rights such as sick pay and holiday pay compliance. 

Recommended action

• Ensure payroll and holiday records are accurate 
• Maintain clear documentation of working hours and leave.

Changes to employment law from October 2026 

Duty to prevent sexual harassment 

Employers must take proactive steps to prevent harassment, including harassment by patients or visitors. 

Recommended action 

• Review risk assessments relating to workplace conduct 
• Provide staff awareness training 
• Ensure incident reporting systems are in place. 

Extension to tribunal time limits

Employees will have six months (rather than three) to bring employment tribunal claims. 

Recommended action 

• Maintain clear written records of employment decisions 
• Ensure disciplinary and grievance processes are followed correctly.

Trade union information requirement

Employers must inform employees of their right to join a trade union. 

Recommended action 

• Update offer letters and onboarding documentation 
• Review template employment documentation.

Changes to employment law from 2027

Unfair dismissal qualifying period reduced to six months

Employees will gain protection from unfair dismissal after six months of service. 

Recommended action

• Strengthen probation review processes 
• Ensure performance concerns are documented 
• Train managers on fair dismissal processes.

Zero-hours contract changes

Where staff work regular hours, employers may need to offer contracts reflecting those hours. 

Recommended action

• Review use of flexible contracts 
• Monitor regular working patterns.

Follow Dentistry.co.uk on Instagram to keep up with all the latest dental news and trends.