For millions of workers across the UK, including migrants and diaspora communities who power key sectors of the economy, the world of work is about to change in meaningful ways. The government’s Plan to Make Work Pay is being rolled out as a long-term overhaul of employment rights, aiming to bring UK labour law into the realities of the 21st century.
At its core, the plan promises to extend protections that already exist in some of Britain’s best-run companies to millions more workers. For people in precarious jobs, new arrivals navigating the system, and families balancing work with care responsibilities, these reforms could mark a turning point in how secure, fair and humane work feels in the UK.
A phased approach to reform
Rather than introducing everything at once, the government is rolling out the Plan to Make Work Pay in phases. Key reforms are being delivered through the Employment Rights Act 2025 and related legislation, with changes scheduled across 2026 and 2027. This gradual approach is intended to give workers, employers and businesses of all sizes time to understand what is coming and prepare.
Officials say they are continuing extensive engagement with trade unions, employers and representative bodies to ensure the reforms work in practice. That consultation process is especially important for small businesses and sectors that rely heavily on migrant labour, where changes to rights and obligations can have immediate real-world effects.
What has already changed
Some measures have already taken effect. When the Employment Rights Act 2025 received Royal Assent in December 2025, the Strikes (Minimum Service Levels) Act 2023 was repealed. This move was welcomed by many unions and workers, particularly in public-facing sectors where industrial action has been a last resort in long-running disputes.
Major changes arriving in 2026
From February 2026, the landscape of trade union law begins to shift significantly. Most of the Trade Union Act 2016 will be repealed, simplifying rules around industrial action and political funds. For workers, including many from diaspora backgrounds who rely on collective bargaining to protect pay and conditions, this signals a stronger legal footing for union activity.
At the same time, new protections will ensure that employees cannot be dismissed for taking part in industrial action, regardless of how long that action lasts. Newly eligible workers will also be able to give notice for Day 1 Paternity Leave and Unpaid Parental Leave, a change that matters deeply for migrant families who often lack extended family support in the UK.
April 2026 brings a wide set of changes that touch everyday working life. Day 1 Paternity Leave and Unpaid Parental Leave will formally take effect, alongside strengthened whistleblowing protections for workers who speak up about sexual harassment. Statutory Sick Pay will become more accessible, with the removal of the Lower Earnings Limit and the waiting period, a reform that could particularly benefit low-paid and part-time workers, many of whom come from ethnic minority and migrant backgrounds.
Collective redundancy protections will also be strengthened, with the maximum period of protective awards doubled. Alongside this, employers will be encouraged, initially on a voluntary basis, to produce action plans on gender equality and on supporting employees through menopause, backed by new guidance.
In April 2026, the trade union recognition process will also become simpler and more worker-friendly. Recognition ballots will require only a simple majority, removing the previous 40 per cent support threshold, and new rules will prevent non-independent unions from blocking recognition efforts by independent unions.
In early April, the Fair Work Agency will be formally established. This new body is expected to play a key role in enforcing rights and ensuring fair treatment, an issue that resonates strongly with diaspora workers who are often overrepresented in sectors with weak enforcement.
By August 2026, electronic and workplace balloting will be introduced for statutory trade union ballots, modernising a system that many critics say has lagged behind how people actually work and organise today.
October 2026 is set to be one of the busiest months for reform. New regulations will tighten tipping laws, strengthen trade unions’ right of access to workplaces, and introduce a clear duty on employers to inform workers of their right to join a union. Employers will also be placed under stronger obligations to prevent sexual harassment, including harassment by third parties such as customers or clients. These measures are particularly significant for workers in hospitality, care and retail, sectors heavily staffed by migrants and diaspora communities.
Later in 2026, changes will also affect employment tribunal time limits, while December will see the start of the Mandatory Seafarers’ Charter, an important development for maritime workers, many of whom are from overseas.
Looking ahead to 2027
From January 2027, unfair dismissal rules will change again. The qualifying period will be reduced to six months, and compensatory awards will be uncapped. New protections will also limit the use of so-called “fire and rehire” practices, which have been a major source of insecurity for workers in recent years.
Across 2027, further reforms are planned, including mandatory gender equality and menopause action plans, enhanced dismissal protections for pregnant people and new mothers, extended blocklisting protections, new rules on umbrella companies, improved flexible working rights, expanded bereavement leave including pregnancy loss, and an end to the exploitative use of zero-hours contracts. Electronic balloting will also be extended to union recognition and derecognition processes.
Why this matters to diaspora communities
For diaspora communities, these reforms are not abstract policy changes. They shape how safe it feels to speak up at work, how easy it is to balance family life with employment, and whether low-paid or insecure jobs come with dignity and protection.
Many migrants arrive in the UK unaware of their full rights or fearful of challenging unfair treatment. Stronger enforcement, clearer rules and simpler processes could help close that gap, but only if workers are informed and supported.
The government has said it will keep the timetable under review as consultation continues. For now, the message is clear: the UK’s world of work is changing, and understanding what is coming is essential.
Chijos News will continue to track these reforms closely, explaining what they mean in real terms for workers, families and businesses across Britain’s diverse and global communities.