HR calendar 2026: Key people dates for UK businesses

Planning is central to effective HR management. Without a clear view of upcoming deadlines, legislative updates, and key awareness dates, businesses risk falling into compliance issues, missing opportunities to engage employees, and resorting to reactive rather than strategic approaches to managing their workforce.

The year 2026 brings substantial changes for UK employers. The Employment Rights Act 2025 introduces phased reforms throughout the year, including day-one rights for paternity leave and statutory sick pay from April, followed by further legislative changes in October and beyond. Payroll teams face new National Minimum Wage rates from 1 April, statutory pay increases from 6 April. Meanwhile, awareness days and cultural observances provide structured opportunities to support employee wellbeing and reinforce inclusive workplace practices.

From statutory rate changes and employment law reforms to awareness campaigns, our calendar helps HR teams plan the year ahead with confidence.

Summary

• Bank holidays vary by UK nation: England and Wales have eight, Scotland has nine, and Northern Ireland has ten in 2026 [1].
• Employment Rights Act 2025 changes are phased throughout 2026: day-one paternity leave and SSP reforms in April, fire-and-rehire restrictions and extended tribunal time limits in October, and unfair dismissal qualifying period reduction to six months in January 2027.
• Awareness dates offer opportunities for employee engagement: Mental Health Awareness Week (11-17 May), Pride Month (June), Black History Month (October), and numerous wellbeing-focused days throughout the year.
• School holidays typically fall in February half-term, Easter (late March-early April), May half-term, summer (July-August), October half-term, and Christmas, though exact dates vary by local authority and country.

January 2026

Brew Monday on 19 January, a Samaritans initiative, reframes the so-called "Blue Monday" as an opportunity for connection. Research from the CIPD indicates that mental health remains the most common cause of long-term absence, accounting for 63% of long-term cases [6].

January presents particular challenges: post-holiday financial pressure, reduced daylight, and a long stretch until the next break can affect mood and energy levels. Informal team check-ins require no budget and can surface concerns before they escalate - though they work best as part of year-round practice rather than a one-off gesture.

February 2026

February marks LGBT+ History Month. Stonewall research indicates that more than a third of LGBT+ staff have hidden their identity at work for fear of discrimination [7]. Visible organisational support - reviewing policies, sharing educational resources, or highlighting LGBT+ role models - can signal inclusion, though one-off activity without year-round follow-through risks appearing tokenistic.

Time to Talk Day on 5 February focuses on reducing stigma around mental health conversations. Line managers play a central role: ensuring they know how to respond when employees disclose difficulties, and where to signpost for further support, is more practical than general awareness-raising alone.

Ramadan is expected to begin around 18 February, with Muslim employees fasting during daylight hours for approximately 30 days. Practical accommodations include flexibility around break times, avoiding scheduling intensive meetings in late afternoon when energy may be lower, and being mindful of team lunches or events centred on food. These adjustments typically require minimal cost or disruption but do require advance planning.

March 2026

Employee Appreciation Day falls on the first Friday in March - 6 March this year. Recognition influences retention: Gallup research links regular recognition to lower turnover and higher productivity [8]. The gesture need not be elaborate - a written thank-you, public acknowledgment in a team meeting, or a small token can be effective. The risk lies in one-off recognition that highlights the absence of appreciation throughout the rest of the year; organisations with embedded recognition practices tend to see better results than those relying on annual gestures.

Neurodiversity Celebration Week runs from 16 to 20 March. Around one in seven people are neurodivergent [4], yet employment rates for some groups remain low - just three in ten autistic adults are in work, for example. Adjustments that support neurodivergent employees often benefit others: clearer written communication, advance notice of meeting agendas, and reduced reliance on open-plan seating can improve focus for many. Reviewing recruitment processes is a practical starting point - traditional interviews often assess confidence and social fluency rather than job-relevant skills, potentially screening out capable candidates.

For businesses closing their financial year on 31 March, HR teams should coordinate with finance on headcount, payroll, and benefits data required for year-end reporting. The transition into April brings substantial statutory and legislative changes, making March an important month for preparation.

April 2026

Several provisions of the Employment Rights Act 2025 take effect in April 2026:

• Day-one paternity and parental leave: Entitlement to both paternity and parental leave will no longer depend on a qualifying period of service-employees will be entitled to these rights from their first day of employment. The restriction preventing employees from taking paternity leave following shared parental leave will also be removed.
• Statutory Sick Pay reforms: SSP becomes payable from day one of sickness absence, removing the previous three waiting days. The lower earnings limit that determined eligibility will no longer apply, meaning all employees will be entitled to SSP regardless of how much they earn.
• Whistleblowing protections: Reporting sexual harassment will be specifically considered a protected disclosure in its own right, subject to the existing conditions for whistleblowing complaints.
• Collective redundancy protective award: The compensation awarded to employees when employers fail to comply with collective consultation requirements doubles from 90 to 180 days' pay per employee.
• Fair Work Agency: A new enforcement body will be created with powers to enforce wages owed to employees (including minimum wage and holiday pay), raise tribunal claims on behalf of employees, and enter business premises for inspections. Detailed regulations are awaited.
• Trade union recognition: The 10% membership threshold for statutory recognition applications could be reduced to anywhere between 2% and 10% through secondary legislation. The requirement to demonstrate likely majority support at application stage is removed, as is the 40% support threshold from recognition ballots. The government is also introducing secure electronic balloting to replace postal ballots.

May 2026

Mental Health Awareness Week runs from 11 to 17 May, organised by the Mental Health Foundation with a new theme each year. Mental ill-health costs UK employers an estimated £51 billion annually through absence, presenteeism, and turnover [9]. The CIPD's research indicates that while 81% of employees understand what neurodiversity means, only 38% feel their organisation provides meaningful support [5] - a gap that suggests awareness alone is insufficient. Practical steps include ensuring managers know how to respond to disclosures, reviewing workload and working conditions that contribute to stress, and auditing whether existing support (such as Employee Assistance Programmes) is actually being used.

International Human Resources Day on 20 May recognises the HR profession's contribution to organisational success. For HR teams that spend most of their time supporting others, the day offers a prompt for professional development investment or internal recognition - though the same principle applies as with Employee Appreciation Day: sporadic acknowledgment is less effective than sustained support.

June 2026

Pride Month runs throughout June. Stonewall's research indicates that one in five LGBT+ employees have experienced negative comments from colleagues, and 35% have hidden their identity at work [7]. Reviewing policies for inclusive language, supporting employee resource groups, or participating in local Pride events are common approaches. The challenge lies in maintaining visible support beyond June - inconsistency can undermine trust more than doing nothing at all.

Carers Week, typically mid-June, recognises the estimated 5 million people in the UK who combine work with unpaid caring responsibilities [11]. Carers UK research suggests that 600 people leave work every day to care for a family member, often because they cannot access the flexibility they need. Reviewing flexible working policies, ensuring managers understand how to have supportive conversations, and signposting available support (such as the right to request flexible working or carers' leave under the Employment Rights Act) are practical steps.

Men's Health Week from 15 to 21 June addresses documented disparities in health-seeking behaviour. ONS data shows men account for approximately three-quarters of suicides in the UK [10], and men are statistically more likely to present with conditions at later stages. Workplace initiatives - promoting health screenings, sharing information about support services, normalising conversations about physical and mental health - can reach employees who might not engage with health messaging elsewhere. Practical options include inviting occupational health providers to run drop-in sessions or circulating self-assessment tools for common conditions.

New HMRC Advisory Fuel Rates for company cars typically take effect from 1 June, so mileage and expense policies should be updated accordingly.

July 2026

As school summer holidays begin in July, leave requests typically peak. Communicating annual leave policies and any blackout periods well in advance helps manage workload distribution and ensures adequate cover for essential functions.

International Self-Care Day on 24 July, chosen for its 24/7 symbolism, highlights the importance of daily habits that support physical and mental health. While self-care is often framed as personal responsibility, employers can play a supporting role by creating conditions that make healthy routines easier to maintain. This might include encouraging no-work lunch breaks, ensuring annual leave is taken rather than lost, and modelling sustainable working practices at management level. The day offers an opportunity to reflect on how workplace culture and day-to-day norms can complement the wellbeing resources and support already available to employees.

August 2026

August typically sees high levels of annual leave as families take advantage of the school holidays. Ensuring adequate cover for essential functions and communicating clear expectations for out-of-office responses helps maintain service levels during this quieter period.

Some organisations conduct mid-year performance conversations in August or September. If your cycle follows this pattern, ensuring managers are prepared and employees understand the process ahead of time prevents last-minute scrambling when the autumn term begins.

September 2026

Many organisations welcome graduate cohorts in September. Research from the CIPD indicates that 41% of new hires leave within 12 weeks [5], with inadequate onboarding frequently cited as a factor. Structured programmes that include clear objectives, regular check-ins, and assigned buddies tend to produce better retention outcomes than informal approaches. With the Employment Rights Act 2025 changes extending more protections to newer employees, the cost of early turnover - both financial and reputational - increases.

World Suicide Prevention Day on 10 September addresses a leading cause of death for people under 35 in the UK [10]. Employers are not expected to act as mental health professionals, but they can ensure crisis resources are visible (such as Samaritans contact details on intranet pages), train managers to recognise warning signs and respond appropriately, and review whether workload or workplace culture may be contributing factors. The challenge is striking a balance between supportive communication and content that could be distressing - established guidelines from Samaritans on safe messaging provide a framework.

October 2026

Several legislative changes arising from the Employment Rights Act 2025 take effect in October 2026.

• Harassment prevention: Employers face a strengthened duty to take "all reasonable steps" to prevent sexual harassment, including harassment from third parties such as customers and clients.
• Fire-and-rehire restrictions: Dismissing employees to re-engage them on different terms becomes significantly harder, with the practice effectively restricted except in genuine cases of financial distress.
• Trade union rights: Employers must inform staff of their right to join a union, with easier recognition processes and enhanced protections for union representatives.
• Extended tribunal time limits: The time limit for raising most employment tribunal claims increases from three to six months.
• Tipping law changes: Employers must consult with workers or their representatives before creating a tipping policy.

Beyond these legislative changes, October also includes several awareness opportunities. Black History Month runs throughout the month. ONS labour market data shows persistent employment and pay gaps for Black employees compared to white counterparts [12], and representation at senior levels remains disproportionately low across most industries. Educational events, reviewing recruitment and progression data by ethnicity, and examining whether informal networks and sponsorship opportunities are equally accessible are practical approaches. The risk with any heritage month is that activity remains superficial - employee feedback and measurable outcomes provide a check on whether initiatives are landing as intended.

World Menopause Day on 18 October draws attention to a transition that affects roughly half the workforce at some point. CIPD research indicates that two-thirds of working women aged 40-60 with menopause symptoms say they have had a negative impact on work [13], and some reduce hours, decline promotions, or leave employment as a result. Practical steps include developing a menopause policy (or integrating guidance into existing wellbeing policies), training line managers to have informed conversations, ensuring affected employees know how to request adjustments such as flexible working, access to ventilation, or modified uniforms. For smaller organisations without dedicated HR resource, template policies are available from MentorDigital.

November 2026

Movember runs throughout November, raising awareness of prostate cancer, testicular cancer, and men's mental health. The campaign complements Men's Health Week in June - repetition across the year can reinforce messaging for a demographic that statistically underutilises health services. Supporting employee participation (such as sponsored moustache-growing or physical challenges) provides a low-cost engagement opportunity, though organisations should be mindful that not all employees will want to participate in visible campaigns.

National Stress Awareness Day falls on the first Wednesday in November - 4 November this year. HSE data shows that stress, depression, and anxiety accounted for 49% of all work-related ill health cases in 2022/23 [14]. The day provides a focal point for reviewing workload distribution, management practices, and available support - though addressing root causes (such as understaffing, unrealistic deadlines, or poor management) tends to be more effective than individual coping strategies alone. Sharing resources and reminding employees of available support is straightforward; examining whether working conditions contribute to stress requires more sustained effort.

Many organisations finalise budgets in November. HR teams should prepare workforce planning data, headcount forecasts, and business cases for any additional investment in people initiatives ahead of the new financial year.

December 2026

International Day of Persons with Disabilities on 3 December provides a prompt to review accessibility and inclusion practices. The disability employment gap remains substantial: the employment rate for disabled people is around 53% compared to 82% for non-disabled people [15]. For specific conditions the gap is wider - just three in ten autistic adults are in employment. Reviewing job adverts for unnecessary requirements, ensuring interview processes are accessible, and auditing whether reasonable adjustments are being implemented consistently are practical steps. The Business Disability Forum and ACAS provide guidance for organisations without specialist expertise.

The festive period requires advance planning: communicating holiday arrangements, emergency contacts, and any business continuity plans helps employees switch off with confidence. For employees experiencing bereavement, family difficulties, financial pressure, or loneliness, workplace celebrations can be challenging. Offering participation rather than mandating it, avoiding excessive alcohol focus, and ensuring managers check in with team members who may be struggling are reasonable accommodations.

December is also an opportunity to review the year's HR metrics, evaluate what worked, and plan initiatives for the year ahead. With the January 2027 changes to unfair dismissal qualifying periods approaching, employers should use the quieter weeks to finalise any updates to probationary period policies and performance management processes.

Bank holidays at a glance: 2026

England and Wales (8 days)

Scotland (9 days)

Northern Ireland (10 days)

Note: Employers are not legally required to give employees paid time off on bank holidays. Whether bank holidays are included in annual leave entitlement depends on the employment contract.

Compliance calendar summary

Using this calendar effectively

A calendar is only useful if it informs action. Consider the following approaches:

• Add key dates to shared calendars: Ensure payroll, HR, and management teams have visibility of compliance deadlines and awareness days relevant to their responsibilities.
• Plan communications in advance: Draft internal communications for awareness campaigns ahead of time, rather than scrambling at the last minute.
• Review policies before changes take effect: Use the months before April and October 2026 to review employment contracts, policies, and procedures affected by the Employment Rights Act 2025 changes.
• Engage managers early: Brief line managers on upcoming changes - particularly day-one rights and SSP reforms - so they understand the implications for their teams.
• Budget for statutory increases: Factor NMW/NLW increases and statutory pay changes into workforce cost projections.

Effective people management requires forward planning. By using this calendar as a foundation for your 2026 HR strategy, you can move from reactive firefighting to proactive, strategic support for your organisation and its employees.

This article is intended for informational purposes only and does not constitute legal advice. Dates, events, and information are accurate at the time of writing but may be subject to change. For advice specific to your situation, please consult a qualified professional.

[1] GOV.UK, UK bank holidays, 2025.

[2] GOV.UK, Rates and thresholds for employers 2025 to 2026, 2025.

[3] GOV.UK, Self Assessment tax returns, 2025.

[4] Microsoft, Neurodiversity Program: case study, 2025.

[5] CIPD, Neuroinclusion at Work Report, 2024.

[6] CIPD, Health and Wellbeing at Work Report, 2024.

[7] Stonewall, LGBT in Britain: Work Report, 2018.

[8] Gallup, Employee Recognition: Low Cost, High Impact, 2022.

[9] Deloitte, Mental health and employers: The case for investment, 2022.

[10] ONS, Suicides in England and Wales, 2024.

[11] Carers UK, State of Caring Report, 2024.

[12] ONS, Labour market overview, 2024.

[13] CIPD, Menopause in the Workplace, 2023.

[14] HSE, Work-related stress, anxiety or depression statistics in Great Britain, 2023.

[15] GOV.UK, Disability employment gap, 2024.