Employment law for event employers: the dates that matter to January 2027

Operational Tactical Strategic By Kris Dailly, OTAS Insights. Published 20 October 2026. Correct as of 20 October 2026.

Published by OTAS Live Ltd · England, Scotland and Wales

Why this matters for event operations

Event work is seasonal and short term. Many crews are hired for a festival season, a tour or a winter run, and some people work for the same employer again and again. Several of the changes below turn on how long someone has worked for you, what you pay them when they are sick and what records you keep. They apply to employees and, for some rights, to workers. Whether a self-employed freelancer is covered depends on the facts of their engagement.

This Brief covers the law in England, Scotland and Wales, where the Employment Rights Act 2025 applies [6]. Northern Ireland has its own employment law, with one exception noted below.

The calendar so far

• 18 February 2026: dismissal for taking part in industrial action became automatically unfair, and newly eligible employees could give notice of day one paternity leave and unpaid parental leave [1][2].
• 6 April 2026: SSP from the first day of sickness and no lower earnings limit. Paternity leave and unpaid parental leave became day one rights. Disclosures about sexual harassment became protected whistleblowing. The maximum protective award for failing to consult on collective redundancies doubled to 180 days' pay. Employers must keep records of annual leave and holiday pay for at least 6 years [1][2][12]. The SSP change applies across the UK, including Northern Ireland. The other changes apply in England, Scotland and Wales [6].
• 7 April 2026: the Fair Work Agency was established. Acas says it brings existing enforcement bodies together and takes on enforcement of other rights, such as holiday pay and SSP [2][11]. The part of the 2025 Act on enforcement extends to the whole UK, but this Brief does not cover how it works in Northern Ireland [6].
• 1 October 2026: the time limit for most employment tribunal claims rose from 3 months to 6 months, for problems on or after that date, in England, Scotland and Wales [9][10]. Some time limit changes also extend to Northern Ireland, which this Brief does not cover [6].

What comes next

These are changes to the law in England, Scotland and Wales [6].

• 30 October 2026: employers must take "all reasonable steps" to prevent sexual harassment, and must not permit harassment of their employees by third parties such as customers and clients [1][2]. Our earlier Insight covers this in full.
• 9 November 2026: the 6 month time limit applies to breach of contract claims in Scotland [1][9].
• By the end of 2026: new tipping rules, including consulting workers on a tipping policy and reviewing it at least every 3 years [1][2].
• 1 January 2027: the unfair dismissal qualifying period falls to 6 months and the cap on compensatory awards is removed [1][3][4]. The government also lists the duty to tell workers of their right to join a trade union, and fire and rehire protections, for January 2027 [1][2].
• Later in 2027: guaranteed hours and notice of shifts for zero hours and low hours workers, regulation of umbrella companies, bereavement leave, flexible working changes and more. Timings depend on consultation [1][2].

The unfair dismissal change in detail

In England, Scotland and Wales, an employee today usually needs 2 years' continuous employment to claim ordinary unfair dismissal [5]. The 2025 Act changes that to 6 months and removes the limit on the compensatory award [3]. The regulations that bring this in say it applies wherever the effective date of termination falls on or after 1 January 2027, even if the dismissal happened before then [4]. So notice given in December 2026 that ends in January 2027 falls under the new rule.

Some dismissals already need no qualifying period, for example for whistleblowing or for raising health and safety concerns [5]. Weeks covered by a contract of employment count towards the period, and some gaps can count too, such as a temporary cessation of work [15]. Whether a run of bookings adds up to 6 months depends on the facts, so take advice on individual cases.

Sick pay from day one

Since 6 April 2026, SSP has been payable from the first day of sickness absence, and there is no minimum earnings level to qualify [2][7]. The government gives the rate as £123.25 a week or 80% of average weekly earnings, whichever is lower [7][8]. The 2025 Act also removed the waiting period and the lower earnings limit for SSP in Northern Ireland, from the same date [4][6][14]. For crews paid by the shift, this means someone who is off sick for a single day may now be entitled to SSP for that day.

What to do

Operational: crew and supervisors

• If you are sick, report it the way your employer asks, from the first day. You may be entitled to SSP from day one [2][7].
• Keep your own note of the dates you worked, your holiday and what you were paid.
• If you have a problem at work in England, Scotland or Wales, the clock for a tribunal claim usually runs for 6 months, and you must contact Acas first [9][10].

Tactical: crew managers, HR and payroll

• List everyone on an employment contract with their start date, and mark who will pass 6 months' service in 2027 [3][4].
• Hold probation reviews before 6 months, record the outcome and give feedback in writing.
• Make sure payroll pays SSP from the first day of sickness, with no earnings threshold [2][8].
• Keep annual leave and holiday pay records for at least 6 years [2][12].
• Diary the time limits: 6 months for most claims, and 9 November 2026 for breach of contract claims in Scotland [9].

Strategic: owners and directors

• Treat any dismissal that will end on or after 1 January 2027 as within the new rule, and take advice first [4].
• Review contracts, probation periods and disciplinary procedures before the season starts.
• Budget for day one SSP across your crewing model.
• Watch for the 2027 changes on guaranteed hours, shift notice and umbrella companies, which may change how you engage crew [1][2].

Action box

Frequently asked questions

When does the 6 month unfair dismissal rule start?

In England, Scotland and Wales, it applies where the effective date of termination is on or after 1 January 2027, even if notice was given before then [4]. Before that date the qualifying period is 2 years [5].

Is there still a cap on unfair dismissal compensation?

In England, Scotland and Wales, the 2025 Act removes the limit on the compensatory award from 1 January 2027 [3][4].

Do the changes apply in Scotland?

Yes. The 2025 Act's employment rights apply in England, Scotland and Wales [6]. One date differs: the 6 month time limit for breach of contract claims in Scotland starts on 9 November 2026, not 1 October [9].

Is Statutory Sick Pay now paid from day one?

Yes, across the UK. Since 6 April 2026 SSP is paid from the first day of sickness and there is no lower earnings limit [2][7]. The government gives the rate as £123.25 a week or 80% of average weekly earnings, whichever is lower [7][8].

What is the Fair Work Agency?

A government agency established on 7 April 2026. Acas says it brings existing enforcement bodies together and will enforce rights such as holiday pay and SSP [2][11].

How long do I have to bring an employment tribunal claim?

In England, Scotland and Wales, usually 6 months less one day for problems on or after 1 October 2026, and 3 months less one day for earlier problems. In Scotland, breach of contract claims move to 6 months from 9 November 2026. Contact Acas first [9][10].

What we don't know yet

Exact 2027 dates for most measures, the commencement regulations for fire and rehire and the trade union information duty, and how tribunals will treat seasonal crew with gaps between contracts. The full report sets these out.

Interest: OTAS Live Ltd, which publishes EPGN, sells event operations services and engages event crew.

Corrections: Errors are corrected openly, on every format, and logged with the date. If you spot one, tell us using the contact details on the OTAS Insights page. To ask for this Brief in another format, use the same contact details.

Get free notifications at otas.live/insights/, or follow @otaslive on X.

Related OTAS Insights: the duty to prevent harassment of crew by the public, https://otas.live/insights/employer-harassment-duty/ and travel safety for crews working abroad, https://otas.live/insights/middle-east-travel-safety/

Related OTAS services: event operations planning, https://otas.live/services/event-operations-planning/ and event operations management, https://otas.live/services/event-operations-management/

Last updated: 20 October 2026. Published by OTAS Insights.

References

All web sources were opened and checked on 20 October 2026.

1. GOV.UK (Department for Business and Trade), Plan to Make Work Pay and Employment Rights Act: timeline update. https://www.gov.uk/government/publications/implementing-the-plan-to-make-work-pay-and-employment-rights-act/plan-to-make-work-pay-and-employment-rights-act-timeline-update
2. Acas, Employment Rights Act 2025 (page last updated 20 October 2026). https://www.acas.org.uk/employment-rights-act-2025
3. Employment Rights Act 2025, section 25 (right not to be unfairly dismissed: qualifying period and compensation). https://www.legislation.gov.uk/ukpga/2025/36/section/25
4. The Employment Rights Act 2025 (Commencement No. 4 and Transitional and Saving Provisions) Regulations 2026, SI 2026/559, regulations 3 and 4. https://www.legislation.gov.uk/uksi/2026/559/made
5. Employment Rights Act 1996, section 108 (qualifying period of employment). https://www.legislation.gov.uk/ukpga/1996/18/section/108
6. Employment Rights Act 2025, section 158 (extent). https://www.legislation.gov.uk/ukpga/2025/36/section/158
7. GOV.UK (Department for Business and Trade), press release, Millions of workers get new access to sick pay and parental leave (7 April 2026). https://www.gov.uk/government/news/millions-of-workers-get-new-access-to-sick-pay-and-parental-leave
8. GOV.UK, Statutory Sick Pay (SSP): employer guide. https://www.gov.uk/employers-sick-pay
9. Acas, Employment tribunal time limits (page last updated 1 October 2026). https://www.acas.org.uk/employment-tribunal-time-limits
10. GOV.UK, Make a claim to an employment tribunal: when you can claim. https://www.gov.uk/employment-tribunals/when-you-can-claim
11. GOV.UK, Fair Work Agency. https://www.gov.uk/government/organisations/fair-work-agency
12. Employment Rights Act 2025, section 35 (duty to keep records relating to annual leave). https://www.legislation.gov.uk/ukpga/2025/36/section/35
13. Employment Rights Act 2025, section 28 (dismissal for failing to agree to variation of contract). https://www.legislation.gov.uk/ukpga/2025/36/section/28
14. Employment Rights Act 2025, table of contents. https://www.legislation.gov.uk/ukpga/2025/36/contents
15. Employment Rights Act 1996, section 212 (weeks counting in computing period). https://www.legislation.gov.uk/ukpga/1996/18/section/212
16. Employment Rights Act 2025, section 10 (statutory sick pay in Great Britain: removal of waiting period). https://www.legislation.gov.uk/ukpga/2025/36/section/10

OTAS Live Ltd. Registered in Scotland, company number SC755102.

Share this article on X (opens x.com) or follow @otaslive

Corrections to published Insights articles are listed in our corrections log.