Navigating the new employment landscape for Social Care

We gathered with social care leaders and industry experts at Kimpton Fitzroy to tackle the topic at the top of everyone’s agenda: the future of the sector under April’s Employment Rights Bill.

The headlines are one thing, but the reality on the ground is another. The big question we kept coming back to was practical: how do care providers adapt to this generation’s biggest shift in employment law?

We wanted to move the discussion beyond theory and offer a constructive look at the road ahead. With insights from Fieldfisher’s Alex Watson and Sona’s own Paul Watson (Vice President) and Zac Da Rocha (Head of Product), we mapped out exactly what the next two years look like for social care.

Here’s what we discussed.

From reactive to proactive

The overarching theme of the morning was modernisation.

Alex and the panel highlighted that the incoming legislation will force a fundamental shift from reactive management to proactive prevention. With major changes set for 2026, including new Day One rights that give workers key protections from their very first shift, the old ways of managing compliance "on the fly" simply won't hold up in the new tribunal landscape.

The operational crunch

For our sector, the biggest impact will likely be the reforms to zero-hours contracts and shift cancellations.

We explored the operational complexity this creates, particularly regarding seasonal staffing and bank management. The consensus was clear: the link between operational efficiency, retention and workplace culture is becoming undeniable. To navigate these changes, providers will need:

• Responsive rostering: Systems that can handle complex scheduling rules and guaranteed hours automatically.
  
• Clear audit trails: The ability to evidence why a shift was changed or offered to avoid penalties.
• Digital record-keeping: Robust data is now essential to defend against claims in an increasingly complex legal environment.

The timeline

While the changes feel sizeable, our speakers also outlined that they are arriving in waves. This is the timeline you need to be considering working toward:

• By April 2026: The first major shifts land, including strengthened trade union access, tougher "fire and rehire" restrictions, and new Day One rights (like paternity leave).
  
• October 2026: This is when the operational heavy hitters likely take effect - changes to flexible working, new bereavement leave and the zero/low-hours reforms.
• January 2027: The biggest shift in unfair dismissal law in decades comes into force. Crucially, this means recruitment decisions made as early as July 2026 will carry significantly more weight.

Preparing early is key

The scale of these legal changes does feel daunting, particularly for a sector that is already under consistent pressure. However, as Paul noted during the discussion, the most effective response is simply early, practical preparation.

By putting the right systems and processes in place now, you can avoid a scramble for last-minute compliance as you adapt to these new requirements. Instead, it becomes an opportunity to embed fairness and consistency into everyday operations. Ultimately, that confidence allows leaders to stop worrying about the tribunal landscape and focus back on what matters most: supporting their teams and delivering high-quality care.

Next steps

Our Breakfast Briefing wrapped up with actionable steps for the months ahead. You don't need to change everything overnight, but providers are really encouraged to review three areas immediately to help with a smooth transition to the new spring standards:

1. Review probation processes: Make sure they’re secure enough for the new unfair dismissal rules.
2. Audit your rostering: Check whether your current system can handle guaranteed hours and shift cancellation penalties.
3. Digitise absence management: Ensure your tracking of sick pay and leave is up to date, transparent and easily auditable.

The road to 2027 might look steep, but providers don't have to face it alone. We’re here to help you build a better, fairer future for social care – together.

If you're ready to find out how Sona can help your organisation, we’d love to chat - get in touch today.