Key employment law changes employers need to know this August

CREATED BY ROGER EDDOWES Published: 13/08/2026 @ 09:00AM #EmploymentLaw #WorkplaceMonitoring #DisciplinaryProcedures #UnfairDismissal #ReasonableAdjustments

Employment law continues to evolve, and recent government consultations and tribunal decisions provide several important reminders for UK employers. From workplace monitoring technology and disciplinary procedures to unfair dismissal and reasonable adjustments, now is a good time to review your policies and ensure they remain fit for purpose ...

Be aware of the key employment law changes taking effect this August to ensure compliance and avoid potential legal issues

One of the biggest developments is ACAS' consultation on a revised Code of Practice on Disciplinary and Grievance Procedures, the first major update since 2009. The proposed changes place much greater emphasis on resolving issues informally wherever possible, encouraging early conversations, mediation, and practical solutions before disputes escalate.

Employers may wish to consider whether their own procedures
already support this more collaborative approach!

Another area attracting attention is workplace monitoring technology, sometimes referred to as 'bossware'. The government is consulting on how technologies such as GPS tracking, biometric access systems, computer activity monitoring and AI-powered performance tools should be regulated.

While no new rules have been introduced yet, businesses using any form of employee monitoring should keep an eye on developments and ensure staff understand what is being monitored, why it is necessary, and how their information is being used.

Employers recruiting new staff should also be aware of upcoming changes to unfair dismissal rights. Although reforms reducing the qualifying period to six months will not fully take effect until 2027, employees hired from July 2026 could become eligible much sooner than many businesses expect. Reviewing probation periods, strengthening onboarding processes, and keeping clear employment records will help reduce future risks.

Several recent employment tribunal decisions
also reinforce valuable lessons!

One case highlighted the importance of making reasonable adjustments promptly where an employee's disability is known, rather than relying on temporary arrangements that delay a long-term solution.

Another case demonstrated that employers should thoroughly investigate before dismissing an employee, ensuring that all relevant evidence and surrounding circumstances are properly considered.

The hospitality sector also continues to await revised guidance following delays to planned changes around the fair distribution of tips.

The government is also trialling new approaches to fit notes in several regions to encourage earlier support for employees returning to work, while consulting on how the new Fair Work Agency will enforce statutory holiday pay from 2027.

Alongside these developments, August is an excellent
time for some practical HR housekeeping!

Review annual leave balances to avoid a rush of holiday requests later in the year, check that emergency contact details and employee records are up to date, and remember that recognising colleagues' hard work, especially those covering for team members on leave, can make a real difference to morale.

Employment law rarely stands still, so staying informed and reviewing your HR practices regularly can help reduce risk, improve employee relations and ensure your business is well prepared for future changes.

A huge thank you to Sue Pardy from Face2FaceHR for the original HR and employment law update I've based this blog post on.

Until next time ...

ROGER EDDOWES
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About Roger Eddowes ...
Roger trained at Edward Thomas Peirson & Sons in Market Harborough before working at Hartwell & Co, followed by Chancery, as a partner. He started Essendon Accounts and Tax with Helen Beaumont in 2014 as a general practitioner with a hands-on approach. Roger loves getting his hands dirty, working with emerging, small-to-medium and family businesses to ensure they receive the best possible accountancy advice. Roger utilises an extensive network of business contacts to leverage the best guidance and practical solutions.

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