For many people leaders, the 2026 employment law landscape feels intense. Between expanded day-one rights, changes to Statutory Sick Pay, strengthened harassment duties, and evolving worker protections, organisations are facing one of the most significant shifts in workplace regulation in recent years, t’s easy to feel that the pendulum is swinging too far.

These reforms create a powerful opportunity for deeper collaboration between HR and EDI. In many organisations, EDI sits within HR yet operates separately: HR owns the policy; EDI owns the culture. To future-proof your organisation, those two functions must work together, ensuring policies don’t just exist on paper, but actively shape inclusive, high-trust working environments. In this session, we will cover:
‍
> Why expanding day-one rights can become a strategic advantage for attracting and retaining talent in a competitive labour market;

> How organisations can meet the strengthened “all reasonable steps” harassment duty without creating compliance fatigue or fear-based cultures;

> How HR and EDI leaders can work together to co-design policies and processes that move beyond box-ticking and genuinely improve the colleague experience.

Alongside a practical examination of the key 2026 employment law changes affecting both employers and employees, including: Paternity Leave; Changes to Statutory Sick Pay; Trade Union Recognition; Unpaid Parental Leave; and Strengthened Whistleblowing Protections.Together, these changes represent more than legal reform they signal a shift in how organisations balance compliance, culture, workforce trust, and organisational performance.
‍
Join us at 12pm on Wednesday 25th March!