The Reform party are continuing to gain electoral ground and many businesses are asking what a future Reform-led government could mean for employment law and workplace regulation.
While the next General Election is some time away, the possibility of significant political change is now something HR teams and employers can’t ignore.
Businesses are already adapting to the phased implementation of the Employment Rights Act 2025. That legislation is introducing substantial reforms during 2026 and 2027 (see below).
Reform has publicly criticised large parts of the legislation and indicated that it would seek to reverse or significantly amend elements of it through what it has described as a “Great Repeal Bill”.
For employers, this creates an unusual challenge: preparing for major employment law changes while also facing the possibility that some could later be rolled back.
A possible shift towards greater employer flexibility
Based on current public statements, Reform’s employment approach appears likely to focus on reducing regulation and increasing labour market flexibility.
The party has been particularly critical of reforms affecting zero-hours arrangements, guaranteed-hours provisions and restrictions on flexible staffing models. Reform representatives have argued that some measures risk damaging sectors that rely heavily on flexible labour, including hospitality, retail, logistics and seasonal workforces.
If Reform entered government, employers could potentially see attempts to:
- Reduce guaranteed-hours obligations linked to zero-hours contracts;
- Weaken requirements around compensation for cancelled shifts;
- Soften restrictions on “fire and rehire” practices;
- Reduce trade union powers introduced under recent reforms; and
- Place greater emphasis on business competitiveness and economic growth.
For some employers, particularly SMEs, this may initially appear attractive. Many businesses are concerned about rising employment costs, workforce shortages and increasing compliance obligations. However, any future changes are unlikely to happen quickly.
Why employers should avoid a “wait and see” approach
Despite growing political debate, employers should remain focused on complying with current legislation. Businesses should therefore continue to prepare for:
- Enhanced rights for zero-hours and agency workers;
- Expanded flexible working protections;
- Increased scrutiny around dismissals and contractual changes;
- Stronger trade union rights and workplace consultation obligations; and
- Greater enforcement activity and compliance expectations.
For HR teams, delaying implementation plans in anticipation of possible political change could create significant legal and operational risk.
Repealing employment legislation is rarely straightforward
Even if Reform win a majority at the next election, reversing major employment reforms would almost certainly take time. Employment law changes typically involve lengthy consultation processes, secondary legislation and extensive parliamentary scrutiny. In practice, large-scale reform often takes years rather than months.
There may also be political limits to how far any future government could go. Some worker protections introduced under recent reforms, including restrictions on exploitative zero-hours practices and enhanced sick pay rights, appear to have public support. As a result, future policy changes may ultimately focus more on amendment and moderation rather than wholesale repeal.
Stability and adaptability may become increasingly important
For many employers, the bigger challenge may not be whether employment law becomes more business-friendly or more worker-focused. Instead, it may be the growing risk of regulatory uncertainty.
Frequent shifts in employment policy can create difficulties around workforce planning, recruitment models, staffing costs and long-term HR strategy. Businesses that rely heavily on temporary labour or flexible staffing structures may find themselves particularly exposed to political and legislative changes.
In this environment, organisations with robust HR processes, well-drafted contracts, clear communication and adaptable workforce models are likely to be in the strongest position.
While political headlines may continue to generate speculation, employers should remain cautious about making major strategic decisions based on potential future reforms alone. For now, the priority for HR teams remains clear: continue preparing for the employment law changes that are already becoming reality.
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