HR teams across the UK are heading into one of the most demanding periods of change in recent years.

2025 brought cost pressure, reduced headcounts and tougher hiring conditions. Now 2026 introduces the Employment Rights Bill (ERB), reshaping everything from sick pay and family leave to consultation rules, behavioural standards and workplace governance.

For HR providers, this shift matters. Your clients are about to need more support, clearer guidance and better tools. The providers who step in early will build stronger, longer-term relationships.

Honch helps you find those organisations and the people leading this work.

The pressure on HR teams is rising

CIPD guidance points to two major waves of change.

1. Technical system and policy updates by April 2026‍

• Day-one Statutory Sick Pay
• Removal of the Lower Earnings Limit
• Day-one family rights
• Payroll and HRIS updates
• Contract and policy reviews
• Updated absence management

These tasks are detailed, operational and time-sensitive.

2. Cultural and governance changes from October 2026

• A proactive duty to prevent harassment
• Restrictions on fire and rehire
• Stronger union access rights
• Fair Work Agency enforcement

These shifts reach into behaviour, leadership and consultation practice. Many HR teams won’t have the capacity to manage both phases alone.

Where HR providers can create immediate value

Organisations will be looking outward for support across:

• HR system upgrades and integrations
• Contract and policy overhauls
• Manager and compliance training
• Culture, L&D and employee relations
• Advisory support for consultation and governance

Helping clients prepare early positions you as a trusted partner rather than a reactive supplier.

Signals HR providers should pay attention to

Some organisations will feel the impact of the ERB earlier than others. But, by tracking key signals, you can tailor new business campaigns to key prospect groups that need your help.

• ‍New HR hires - New People Directors and HR Leads always review systems, policies and processes within their first few months. But new hires over the next 4 months have no time to prepare and will need urgent help to get ahead quickly.
• ‍Companies with ongoing hiring - Organisations that hire regularly face more onboarding, more day-one rights and greater compliance pressure. These companies are the first to invest in upgraded systems, stronger documentation and manager support.
• ‍Culture and L&D activity - Active learning programmes or culture initiatives show an organisation is already focused on behaviour and capability. They are primed for support around training, harassment prevention and governance. Companies with little activity often need help most urgently.
• ‍Reduced HR headcount in 2025 - Leaner teams will struggle with the increasing compliance workload. These organisations are more likely to seek external expertise, process improvements and technology that reduces admin.
• ‍Recently funded companies - Funding rounds usually trigger growth plans, new roles and modernised systems. With the ERB arriving at the same time, these organisations are especially receptive to updated tech, stronger processes and advisory support.

We’re moving into a period of real opportunity. Make it count with Honch

Honch profiles every HR decision-maker in the UK. We surface new hires, investment plans, existing HR tech stacks, L&D activity, culture initiatives and all the signals you need to understand your market and spot where support is needed most.

Get in touch today and we’ll show you how we’re helping clients like Sage, Mercer, Hibob, SAP and Iris turn upcoming legislative change into a clear commercial opportunity.