Employment Law: what agricultural employers need to know
The Employment Rights Act 2025 introduces significant reforms that will affect employers across England, including farms and agricultural businesses. Given the sector’s reliance on seasonal workers, flexible working arrangements and family-run operations, these changes require careful consideration.
Statutory Sick Pay
From April 2026, Statutory Sick Pay (SSP) is payable from the first day of sickness, and the lower earnings limit has been removed. More agricultural workers, including many seasonal and lower-paid employees, will therefore qualify for SSP, increasing costs for employers.
Day-One Employment Rights
Employees are now entitled to day-one rights to paternity leave and unpaid parental leave. Employers should ensure that contracts and workplace policies reflect these changes.
Unfair Dismissal
From January 2027, employees will generally gain protection from unfair dismissal after six months’ service, rather than two years. Employers should ensure that dismissals are supported by fair procedures, clear evidence and appropriate documentation, even where employment has been relatively short.
Seasonal Workers
Farms relying on seasonal labour should monitor forthcoming reforms affecting zero-hours and low-hours contracts. Proposed measures include rights to guaranteed hours based on regular working patterns, reasonable notice of shifts and compensation where shifts are cancelled at short notice. These changes may affect workforce planning during lambing, harvesting and other busy periods.
Workplace Harassment
Employers will be expected to take all reasonable steps to prevent workplace harassment, including harassment by third parties such as contractors and visitors. Agricultural businesses should review policies and provide appropriate training, particularly where staff work in isolated locations or shared accommodation.
Fair Work Agency
The new Fair Work Agency will strengthen enforcement of employment rights, including National Minimum Wage, holiday pay and statutory entitlements. Agricultural employers should ensure compliance, particularly where accommodation is provided or seasonal workers are engaged.
Practical Considerations
Farm businesses should review:
- employment contracts
- sickness absence procedures
- disciplinary and grievance policies
- National Minimum Wage compliance
- arrangements for seasonal workers, and
- record-keeping practices.
The employment law reforms represent a significant shift for agricultural employers. By reviewing employment practices now and ensuring compliance with the new requirements, farms and rural businesses can minimise legal risk and adapt more effectively to the changing employment landscape.
If you need more information on employment law, or any aspect of agricultural, commercial or company law, please contact Umberto Vietri on 01274 352056 or email umberto.vietri@awbclaw.co.uk.
8 July 2026
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