Harwood Hr Solutions Urges SMEs To Prepare For Employment Rights Bill Changes

With key reforms on the horizon, Harwood HR Solutions highlights why early planning is vital for compliance, clarity, and business resilience.

The UK’s forthcoming Employment Rights Bill, expected to begin implementation in April 2026, is set to reshape workplace legislation, particularly for small and medium-sized businesses (SMEs). Harwood HR Solutions is urging employers to start preparing now to avoid compliance risks and rising reputational costs.

While not a full legal overhaul, the Bill consolidates and strengthens existing rights, such as day-one flexible working, carer’s leave, and protection from unfair dismissal. It also introduces measures around pay transparency, redundancy protections for new parents, and a proposed single enforcement body to handle basic rights like contracts and holiday pay.

“SMEs don’t need to overhaul everything, but they do need to take stock,” said Duncan Turner, Director of Harwood HR Solutions. “This legislation is about codifying fair practice, and for many businesses, that means formalising what’s currently ad hoc.”

A Legal Shift Already Underway

Although full implementation is still nearly two years away, many of the key components are already live or rapidly evolving:

• Day-one rights to request flexible working (introduced April 2024)
• Carer’s leave as a statutory entitlement
• Extended redundancy protection for parents returning from leave
• A new right to request predictable work patterns after 26 weeks
• Tighter definitions of employment status and new expectations around pay transparency

These changes signal a broader shift in employment law, with enforcement bodies and tribunals placing increasing pressure on employers to move away from informal or outdated practices.

Many SMEs still rely on informal processes or outdated contracts that leave them vulnerable. According to CIPD, 63% of SMEs operate without a dedicated HR professional -making it more difficult to keep up with change.

Practical Steps SMEs Should Be Taking Now

Turner advises SMEs to begin by auditing current contracts, handbooks, and HR policies. “From contracts to flexible working requests, it’s about consistency, clarity and staying legally compliant,” he explains. “That’s where a dedicated HR partner can be invaluable.”

Harwood HR Solutions offers expert, tailored HR support to help businesses audit their documentation, update policies, and train managers. Whether through flexible retainers or one-off projects, they enable SMEs to confidently navigate evolving legal landscapes.

Unlike standard legal advice or generic templates, Harwood’s approach is bespoke and proactive.

Turner adds, “We help businesses get ahead of change, not just to stay compliant, but to build workplaces that attract and retain talent.”

With the first changes less than two years away, Harwood HR Solutions recommends the time to prepare is now.