As we move through 2026, Northern Ireland is poised for one of the most significant overhauls of its legal landscape in years. Driven by the need to modernise workplace protections, align with UK-wide changes, and meet critical climate targets, understanding these updates is crucial for staying compliant and planning.
McPartland & Sons Solicitors provides a strategic overview of the most significant impending changes in legislation and their implications for both individuals and businesses across the region.
Major Reform: The Northern Ireland “Good Jobs” Employment Bill
The year 2026 is expected to see the introduction and implementation of the comprehensive Employment Bill—often referred to as the “Good Jobs” Bill—marking the biggest upgrade to Northern Ireland’s employment legislation since the Good Friday Agreement. This reform impacts almost every business and worker.
Key Updates for Employees and Employers:
- Banded Hours and Zero-Hour Contracts: To tackle exploitative practices, the Bill introduces a right for zero- and low-hours employees to request a banded contract, which guarantees a minimum number of hours reflecting their work pattern over a reference period.
- “Fire and Rehire” Restrictions: It will become automatically unfair to dismiss an employee simply to impose new contractual terms without agreement, except in cases where the employer can prove immediate and serious financial difficulty.
- Right to Flexible Working: The right to request flexible working arrangements is set to become a day-one right (removing the current qualifying period), and employees will be permitted to make two statutory requests per year.
- Enhanced Family-Related Rights: New statutory rights are being introduced, including:
- Neonatal Care Leave: Up to 12 weeks of paid leave for parents whose newborn baby requires neonatal hospital care.
- Carer’s Leave: A new right allowing employees up to one week of unpaid leave each year to care for a dependent with long-term needs.
- Written Terms from Day One: Employers must provide a written statement of core employment terms and conditions to all workers (not just employees) on or before their first day of employment.
Climate Change Compliance and Reporting
The Climate Change Act (Northern Ireland) 2022 continues to drive legislative action, with significant reporting duties coming into effect in 2026. This focuses on making public bodies accountable for both reducing emissions and preparing for climate impacts.
- Public Body Adaptation Reports: The first Climate Change Adaptation Reports for specified large public bodies are due by 31st March 2026. These reports must assess the predicted impact of climate change on the body’s functions and outline proposals and policies for adapting to those impacts over the next four years.
- Sustainable Agriculture Programme: The new Farm Sustainability Payment (FSP) scheme, replacing the previous transitional payment, will commence from January 1st, 2026. This is a major development in Northern Ireland’s agricultural sector, aimed at balancing financial support with environmental sustainability and resilience.
Private Rented Sector (PRS) Landlord Changes
While large-scale rental reforms are ongoing across the UK, changes impacting Northern Ireland landlords and tenants are also due for review and implementation around 2026, though specific NI legislation details remain subject to the Assembly process.
- Renters’ Rights and Eviction: Although the more drastic “Section 21” changes seen in England may not directly apply, Northern Ireland’s own rental laws are constantly being assessed. Landlords should monitor for updates concerning changes to grounds for possession, notice periods, and deposit protection rules, all of which are subject to new legislative alignment and focus on tenant security.
New Immigration and Skills Requirements
Starting January 8, 2026, individuals applying for several UK work visas—including the Skilled Worker route—will face stricter language requirements.
- Higher English Language Threshold: Applicants will need to demonstrate a higher level of English proficiency, increasing the required standard from level B1 to at least B2 on the Common European Framework of Reference for Languages (CEFR) scale. This impacts Northern Ireland businesses relying on international recruitment.
Conclusion
The year 2026 represents a period of substantial legislative change in Northern Ireland, particularly in employment law and climate regulation. These developments are not just legal formalities; they are fundamental shifts that will alter business operations, employer-employee relationships, and environmental obligations.
McPartland & Sons Solicitors is committed to keeping our clients informed and prepared. For businesses, proactive compliance planning, especially concerning the new employment rights, is essential. For individuals, these changes offer new protections and rights in the workplace.
Staying informed and adapting to these changes is vital for individuals and businesses alike. Contact us today for expert legal advice on how these 2026 developments impact your specific circumstances.
Related Blogs