What’s coming in HR law – and how schools should prepare

What’s changing:

From early 2026, staff on variable or zero-hours contracts will gain the legal right to request a more predictable working pattern if they’ve been working a regular schedule for at least 12 weeks.

Why it matters for schools:

Many schools rely on casual or sessional staff, such as cover supervisors, extracurricular coaches, or wraparound care providers. These roles often evolve into consistent part-time jobs, but without contractual protection. 

What to do now: 

• Identify staff on rolling or casual contracts 
• Monitor patterns of regular hours 
• Consider converting roles to part-time where appropriate 
• Update contract templates and internal processes 

What’s changing:

If schools cancel a scheduled shift without enough notice, affected staff may be entitled to compensation. The specific notice period and compensation rules will be confirmed by secondary legislation.

Why it matters:

This could increase financial and administrative pressure, especially where last-minute changes are frequent.

What to do now:

• Review current cancellation practices across your teams 
• Plan for more notice time in timetabling and staff communications 
• Update your staff handbook with clear policies on shift changes 

What’s changing:

New protections will apply from the moment an employee informs their employer they are pregnant. This includes stronger redundancy protections and clearer health and safety duties.

Why it matters in education:

Support staff and early-career teachers may be most affected. Schools must be ready to respond appropriately and consistently across roles.

What to do now: 

• Review maternity, risk assessment and absence procedures 
• Ensure line managers know their responsibilities 
• Factor this into safeguarding, wellbeing and return-to-work plans 

What’s changing:

Day-one protection from unfair dismissal is expected to be introduced by 2027. While not yet law, schools are being encouraged to prepare in advance.

Why it matters:

Currently, the first six months of employment are often treated as a buffer for managing performance or conduct issues. That approach will need to be replaced with a fair, documented probation process.

What to do now: 

• Introduce or update your probation policy 
• Document objectives and expectations from the start 
• Train all leaders involved in performance and capability conversations 

The next six months offer a valuable opportunity to build readiness into your policies, contracts and culture. These changes will affect all schools, but those that take early action will be in a far stronger position to adapt without disruption.

Start small, stay consistent, and prepare your teams for what’s ahead.

Get in touch with one of our education experts for more information.