Employment law has changed dramatically this year, and there are still plenty more changes due to take effect in October. This month alone, we’ve seen reforms to statutory sick pay along with updates to paternity leave and unpaid parental leave.
With so many things changing, it can be difficult for businesses across East Anglia to keep their contracts and employment documents aligned with the latest legislation, especially if they know they’ll need to update them again in a few months. If you’re in the middle of a recruitment drive, you might be tempted to carry on using your existing paperwork for new employees and hope for the best, but that could put your business at risk.
At Moss HR, we offer HR advice for Suffolk businesses, and we’re here to make your life as easy as possible.
We have built our reputation on providing practical, useful advice you can use to ensure your business is run safely, securely, and in line with the latest legislation.
So, to give you a helping hand, here are the key priorities to focus on regarding employment law changes in 2026 and their impact on your contracts, policies, and everyday processes.
Review and update your employment contracts.
If you’re actively hiring new employees, you need updated employee contracts that align with the April 2026 legislation.
This may include updating wording around
- Employee rights
- Working arrangements, including hours and flexibility
- Pay, leave and entitlements
Is this relevant for new starters or existing employees?
Suffolk businesses must think about all employees. You need to ensure that any recruits have legally compliant contract details from their very first day, while existing team members may need updated written terms if their rights have changed.
Why do you need to prioritise this?
If contract wording is outdated, it can lead to disputes, grievances or legal claims. You need to make sure that all paperwork is clear and consistent.
Check that your workplace policies align with the law
You need to check that your contracts and internal workplace policies comply with employment law. This ensures everyone understands their rights, responsibilities and what is expected in the workplace.
The policies that you should update include
- Flexible working policies
- Family leave and parental rights
- Sickness and absence
- Disciplinary and grievance procedures
- Equality and fairness at work
Why do you need to prioritise this?
Your policies need to be updated because they are what your managers will need to follow. If they are not aligned with the latest legislation, you could be breaching the law.
Update new employee paperwork and onboarding documents
New employees must receive accurate information from day one. Whether you’re hiring your 20th employee or your first-ever staff member, you have to have all paperwork correct and compliant.
Make sure that you double-check your
- Offer letters
- Starter packs
- Handbooks
- Right to work and compliance documents
Why do you need to prioritise this?
This is important because any outdated or incorrect paperwork could cause confusion. If any issues arise at any point, your initial documentation could protect you from legal consequences.
Don’t forget to communicate these changes to your employees
This is often forgotten about. Your policies and paperwork aren’t there to sit on a hard drive unlooked at; they are there to be actively used. That’s why you need to ensure your internal communications clearly explain these updates to everyone on your team, particularly those in managerial roles.
Communicating that information will ensure expectations are set and everyone knows their rights and responsibilities.
During your discussions, make sure that you explain what documents have been changed (and why). Consider implementing a system to verify that all employees have reviewed the new information and acknowledged the changes.
Our Simple Steps employee toolkit will make this easy for you
Keeping on top of employment law changes takes time, especially when you are hiring.
If you would like support putting this into practice, our Simple Steps employee toolkit is designed to take that pressure away. It will give you ready-to-use contracts, policies and onboarding documents that are kept up to date with current legislation. You’ll have full confidence that your paperwork is correct from day one, without having to review and rewrite complicated documents yourself constantly.
It’s a time saver and a stress reliever because you’ll have everything available to download as and when you need it. If you’re handling your HR paperwork in-house, you can have complete peace of mind that you’re compliant with the law.
For £450 plus VAT, your 12-month subscription includes ongoing updates, so your employment documents will continue to reflect the latest legal requirements. As we anticipate more changes in October and also in 2027, this toolkit could be the solution that you need.
