UK Employment Law in Flux: MPs Push for Maximum Workplace Temperature and Zero-Hours Ban

A new bill to cap workplace heat and renewed calls to outlaw zero-hours contracts are reshaping the UK employment landscape, as businesses brace for tighter regulations and a record number of workers take on multiple jobs.

Maximum Heat Law Gains Cross-Party Support

Green MP Hannah Spencer introduced a bill on July 12, 2026, to establish a legal maximum workplace temperature, backed by Labour, the SNP, and Plaid Cymru. The proposal follows recommendations from the Climate Change Committee to regulate indoor working environments.

Currently, Health and Safety Executive (HSE) guidance only specifies minimum temperatures — 16°C for non-strenuous work and 13°C for physically demanding roles — with no statutory upper limit for heat. The government has said it will launch a public consultation later this year on updating HSE guidance. Supporters argue that rising global temperatures make formal protections essential for employee safety during increasingly hot summers.

With new heat regulations on the horizon, many UK employers are unaware of gaps in their health and safety documentation — gaps that can lead to costly fines. A free toolkit provides ready-to-use risk assessments, checklists, and guidance covering workplace temperatures, fire safety, PPE, and more. Download the free Health & Safety Toolkit and get compliant immediately.

Campaign to End Zero-Hours Contracts Intensifies

The Child Poverty Action Group and the Trades Union Congress (TUC) have stepped up calls for a ban on zero-hours contracts, highlighting the financial insecurity these arrangements create. Workers on such terms often struggle to secure mortgages or plan their personal lives due to a lack of guaranteed hours.

Business leaders have pushed back. Lord Wolfson, chief executive of Next, warned that a ban could lead to job losses through higher costs and reduced flexibility. Data from the Institute of Directors (IoD) showed that 86% of its members believe the Employment Rights Act will negatively affect economic growth.

Working Time Rules and the Rise of Poly-Employment

A guide to the Working Time Regulations 1998, published on July 13, 2026, reaffirmed existing protections. The maximum work week is 48 hours, averaged over 17 weeks, though workers can opt out. The rules also mandate at least 11 hours of daily rest and a 20-minute break for shifts over six hours.

The push for new protections comes as a record 1.35 million UK adults now hold at least two jobs to manage living costs — a trend known as "poly-employment" that is especially common among younger workers. Inflation peaked at 3.8% in summer 2025, while unemployment rose to 4.9% in April 2026. National debt stood at 95.1% of GDP in May 2026.

Upcoming Compliance Deadlines and Welfare Reform

Employers are preparing for key regulatory deadlines. The Employment Rights Act 2025 requires businesses to take all reasonable steps to prevent sexual harassment, including incidents involving third parties. New rules from the Financial Conduct Authority (FCA) and the Prudential Regulation Authority (PRA) on non-financial misconduct are due to take effect in September 2026.

Keeping up with multiple compliance deadlines can feel overwhelming. A free Risk Assessment Toolkit gives you 41 ready?to?use templates and checklists that cover everything from lone working to fire safety — so you can document risks quickly and correctly. Download the free Risk Assessment Toolkit and simplify your compliance workload.

In the welfare sector, a July 2026 report by Sir Stephen Timms described the Personal Independence Payment (PIP) system as not fit for purpose. This follows comments from MP Sojan Joseph, who suggested that individuals with mild ADHD and anxiety should not qualify for welfare payments. The UK benefit bill currently stands at £58 billion and is projected to reach £78 billion by 2030, according to recent parliamentary discussions.

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