What's Changing: UK Health & Safety, Building Safety, HR and Legal Updates 2025–2026
A practical guide to the legislation that matters most for housing providers — and what you need to do about it.
In this briefing
- 01Health & Safety — Mental health, workplace violence and smarter inspection
- 02Building Safety — Grenfell implementation, PEEPs, the Building Safety Levy and cladding remediation
- 03HR & Employment — The Employment Rights Act 2025 and what's changing in 2026 and 2027
- 04Legal — Data protection reform, equality pay gap reporting and Awaab's Law extended
- 05Key actions for housing providers
The UK's regulatory landscape is shifting faster than at any point in a generation. Housing providers, in particular, are navigating an extraordinary volume of simultaneous change — from the biggest overhaul of employment law in decades to the ongoing implementation of building safety reforms rooted in the Grenfell tragedy. This briefing cuts through the noise, setting out what has changed, what is coming, and what it means in practice.
01 · Health & Safety
Health & Safety: A Broadening Duty of Care
The Health and Safety Executive (HSE) continues to evolve its expectations of employers, with 2025 and 2026 seeing a decisive expansion of what 'health and safety' means — stretching from traditional physical hazards to mental wellbeing, and from office environments to remote and hybrid workplaces.
Mental Health as a Legal Safety Obligation
In force 2025
Mental health is no longer a 'nice to have' in health and safety policy. Employers are now expected to conduct formal mental health risk assessments where psychological harm or stress could arise, treating these with the same seriousness as physical hazards. The HSE has confirmed that almost half of all reported ill-health cases relate to mental health conditions — and that stress, anxiety and depression remain significantly higher than pre-pandemic levels. Provision of mental health first aiders is now strongly encouraged in high-pressure sectors, and documented support mechanisms are increasingly expected as evidence of compliance.
Workplace Violence and Harassment — New Legislative Push
In progress
A proposed amendment to the Health and Safety at Work Act 1974 would place a proactive duty on employers to prevent violence and harassment in the workplace — including a specific focus on violence against women and girls. The HSE would be required to publish a new Health and Safety Framework on violence and harassment. This sits alongside the new employer duty to prevent sexual harassment that came into force in October 2024, and means organisations need to review their workplace policies, training, and reporting mechanisms.
Hybrid & Remote Work Safety
Evolving guidance
The widespread adoption of hybrid working has created new compliance questions. Updated guidance on home-office risk assessments and clearer rules on employer responsibilities for remote workers are anticipated, with digital platforms increasingly used to support virtual safety training. Employers must ensure their health and safety obligations extend to employees working from home — including ergonomic assessments and lone worker considerations.
HSE Enforcement — Tougher Stance
Active
The HSE has signalled a tougher enforcement stance, with higher fines and more frequent inspections anticipated across sectors. 124 worker deaths were recorded in the period April 2024 to March 2025 — down from 138 the previous year — but the HSE remains vigilant, with construction, falls from height, and moving objects remaining the leading causes of fatalities. Sentencing Council guidelines may also be updated, meaning greater financial exposure for larger organisations that fall short.
02 · Building Safety
Building Safety: Grenfell's Long Shadow
The Grenfell Tower Inquiry Phase 2 Report, published in September 2024, made 58 recommendations — all of which the government has committed to implementing. The pace of change in building safety regulation is significant and accelerating. For housing providers, the implications are wide-ranging and urgent.
✓
October 2025 — In Force
Awaab's Law (Social Housing) — Sets mandatory timescales for social landlords to investigate and repair hazards including damp and mould. Named after Awaab Ishak, who died in 2020 from prolonged mould exposure. Non-compliance carries serious regulatory and reputational risk.
✓
December 2025 — Completed
Government accepts all 58 Grenfell recommendations. 12 recommendations already completed, including consolidating all government fire safety functions under the Ministry of Housing, Communities and Local Government (MHCLG). Over 40 recommendations expected to be completed by end of 2026.
!
April 2026 — Coming into force
Residential Personal Emergency Evacuation Plans (PEEPs) — New regulations require 'responsible persons' (building owners and managers) in high-rise and higher-risk residential buildings to identify residents who may need evacuation assistance and, where requested, agree written Personal Emergency Evacuation Plans. Applies to buildings 18m+ (seven storeys or more) and some buildings over 11m with simultaneous evacuation strategies.
!
October 2026 — Coming into force
Building Safety Levy — A levy on new residential developments (generally 10+ dwellings) designed to raise £3.4 billion over ten years to fund cladding remediation. Applies to all new dwellings, not just higher-risk buildings. Developers and housing associations developing new stock need to factor this into project appraisals.
→
2026 onwards — In development
Single Construction Regulator — The government has announced plans to consolidate the Building Safety Regulator, Office for Product Safety and Standards, and local authority building control into a single body. This will regulate construction products, building control, and licence contractors working on higher-risk buildings. Full implementation is expected in phases through to 2028.
→
2035 deadline
Cladding remediation — Total taxpayer funding commitment now stands at £5.1 billion. Over 2,100 buildings have started or completed remediation. Works on buildings over 11m are required to be completed by 2035. Social landlords will gain equal access to government remediation funding alongside private landlords.
New second staircases will be required in all new residential buildings over 18 metres — a requirement coming into effect in 2026 as part of Approved Document B reforms flowing from the Grenfell Inquiry recommendations.
03 · HR & Employment
Employment Rights Act 2025: The Biggest HR Overhaul in a Generation
The Employment Rights Act 2025 received Royal Assent on 18 December 2025. Described by legal experts as the most significant overhaul of UK employment law in over a decade, the Act introduces 28 major reforms. Most will be phased in during 2026 and 2027, giving employers a limited window to prepare.
Unfair Dismissal — Qualifying Period Reduced to Six Months
January 2027
The current two-year qualifying period to claim unfair dismissal will be cut to six months. Simultaneously, the cap on unfair dismissal compensation (currently £118,223 or one year's pay) will be removed entirely — significantly increasing financial exposure for employers, particularly for senior staff. Organisations must tighten probationary period policies, performance management processes, and documentation of new hire issues now, ahead of the 2027 implementation date.
Day One Rights — April 2026
April 2026
From April 2026, paternity leave and unpaid parental leave become day one rights — removing the existing requirements for 26 weeks and one year of service respectively. Bereaved fathers and partners will also be entitled to up to 52 weeks of unpaid bereaved partner's paternity leave. Employers should update contracts and parental leave policies ahead of this date.
Zero-Hours Contracts — Guaranteed Hours
2026
Employers will be required to offer guaranteed hours contracts to zero-hours and low-hours workers where actual hours regularly exceed the contracted minimum. Workers must also receive reasonable notice of shift changes and compensation for short-notice cancellations. This is a major change for housing providers using flexible or casual staff for neighbourhood and maintenance functions.
Fire and Rehire — Banned in Most Cases
January 2027
Dismissing an employee and rehiring them on inferior terms will become an automatically unfair dismissal in most circumstances from January 2027. The maximum protective award for failure to collectively consult on redundancies is also doubling from 90 to 180 days' pay. Organisations planning any restructuring should take early legal advice.
Whistleblowing & Sexual Harassment
April 2026
From April 2026, sexual harassment will become a qualifying disclosure under whistleblowing law, giving employees protection from detriment and dismissal for raising concerns. Gender pay gap and menopause action plans will also become voluntary from April 2026, ahead of becoming mandatory in 2027. NDAs that seek to silence claims of discrimination or harassment under the Equality Act will be void.
Tribunal Time Limits Extended
Extended from December 2025
The time limit for bringing most Employment Tribunal claims has been extended from three months to six months. Combined with the new 12-week ACAS Early Conciliation period, employers may not receive a claim until nearly a year after an employee leaves — and could face a hearing well after the events in question. Rigorous HR record-keeping has never been more important.
04 · Legal
Legal Updates: Data, Equality and Tenant Rights
Data (Use and Access) Act 2025
Royal Assent June 2025
The UK's data protection framework has been updated for the first time since Brexit. The Act refines — rather than replaces — the UK GDPR. Key changes include a defined list of 'recognised legitimate interests' that allow data processing without a full balancing test (including safeguarding vulnerable people), new cookie consent exceptions removing the need for consent in some circumstances, and the replacement of the ICO with a new Information Commission with enhanced enforcement powers. Maximum fines for marketing breaches are now aligned with UK GDPR — up to £17.5 million or 4% of global turnover. For housing providers handling large volumes of tenant data, a review of data processing activities and privacy notices is advisable.
Equality (Race and Disability) Bill — In Development
Expected 2026
The draft Equality (Race and Disability) Bill — expected to be published in 2026 — will introduce mandatory ethnicity and disability pay gap reporting for employers with 250 or more employees. Following a consultation that closed in June 2025, organisations should begin auditing their pay data by protected characteristic now. The Bill will also enshrine the right to equal pay for ethnic minorities and disabled people in legislation. Additionally, the Supreme Court's landmark ruling in For Women Scotland v Scottish Ministers (2025) confirmed that references to 'sex' in the Equality Act 2010 mean biological sex — a decision with wide implications for workplace policies, single-sex services, and HR practice.
Awaab's Law Extended to Private Rented Sector
In progress
Having already come into force for social housing in October 2025, Awaab's Law is now being extended to the private rented sector through the Renters' Rights Bill. This will set mandatory timescales for landlords to investigate and resolve hazards — including damp, mould, and structural defects. The Decent Homes Standard will also apply to the private sector for the first time. Housing providers managing mixed portfolios or temporary accommodation should review their inspection and repair processes accordingly.
Martyn's Law — Public Venue Security
Progressing through Parliament
The Terrorism (Protection of Premises) Act — known as Martyn's Law — introduces new requirements for venues and spaces where the public gather. Organisations managing community halls, shared community spaces, or public-facing premises will need to demonstrate stronger security risk assessments, emergency planning, and staff training. Housing providers with community-use facilities should assess their obligations as the legislation progresses.
05 · What To Do Now
Key Actions for Housing Providers
The breadth of regulatory change can feel overwhelming. But behind every piece of legislation is a common thread: the expectation that organisations will demonstrate proactive, documented, people-centred practice — not just reactive compliance. Here is a practical starting point.
Your compliance checklist
Priority actions for 2026
- Conduct a formal mental health risk assessment for your workforce — document controls and support mechanisms in place.
- Review your fire risk assessments and fire door inspection logs ahead of the April 2026 PEEPs regulations — identify residents who may need personal evacuation plans.
- Update employment contracts, probationary period policies, and HR handbooks ahead of the Employment Rights Act 2025 changes coming in April 2026 and January 2027.
- Audit how you manage zero-hours and casual staff — begin tracking hours to prepare for guaranteed hours offer obligations.
- Review your data processing activities and privacy notices in light of the Data (Use and Access) Act 2025 — particularly your use of legitimate interests and direct marketing.
- Begin collecting ethnicity and disability pay data to prepare for mandatory reporting under the forthcoming Equality (Race and Disability) Bill.
- Assess your buildings' cladding and remediation status — review access to government remediation funding and plan for the Building Safety Levy from October 2026.
- Review Awaab's Law compliance — check your damp, mould, and hazard repair timescales are within mandatory deadlines for social housing stock.
Across health and safety, building safety, employment law, and data protection, the direction of travel is the same: more accountability, more documentation, more proactive action — and less tolerance for the reactive, fragmented approaches of the past.
Wavio · Housing Technology
Built for what compliance demands today
From lone worker monitoring and neighbourhood inspections to documented customer visits and manager dashboards — Wavio helps housing providers turn regulatory obligations into operational practice.
Sources: HSE · Acas · CIPD · GOV.UK · Osborne Clarke · Freeths · Pinsent Masons · Gowling WLG · DLA Piper | © 2026 Wavio. This briefing is for general information only and does not constitute legal advice.