SECTION GUIDE
The Fair Work Agency is the new UK employment enforcement body for employment rights, officially launched on 7th April 2026.
It brings together multiple existing enforcement organisations into one central authority, making it easier for both employees and employers to understand, access, and comply with workplace laws.
The Fair Work Agency is responsible for enforcing key areas of employment law, including:
It has the authority to:
The UK Government introduced the Fair Work Agency as part of wider employment law reforms under the Employment Rights act.
The key goals are to:
For many businesses, this marks a shift from reactive enforcement to a more proactive and visible regulatory approach.
While the Fair Work Agency does not create new employment rights, it significantly changes how those rights are enforced.
Employers can expect:
To stay compliant under the Fair Work Agency, employers should:
The Fair Work Agency applies to most employers across the UK, regardless of size or sector.
It is particularly relevant for businesses with:
Not if your business is already complaint. For employers who follow best practice, the Fair Work Agency should provide:
However for businesses with gaps in compliance, it introduces a higher risk of investigation and penalties.
If you’re unsure whether your business would stand up to scrutiny, getting expert HR support can help you stay compliant.
Your Questions Answered
The Fair Work Agency has the authority to:
This means employers may face more direct and joined-up enforcement than before.
The Fair Work Agency applies to all UK employers, regardless of size or sector. However, SMEs may be particularly impacted as enforcement becomes more proactive and data-driven.
Absolutely. While larger organisations may already have structured compliance processes, small businesses are often at greater risk of unintentional non-compliance, making it essential to stay informed and prepared.
Businesses can seek support from HR professionals. At impact HR we have a team of HR specialists who can review your processes, identify risks, and ensure your business is fully compliant before enforcement ramps up.
The Fair Work Agency will have a more ambitious remit that goes further than the previous ‘single enforcement
body’ proposal. It will take on enforcing domestic agency rules, the minimum wage, licensing
standards for gangmasters and certain aspects of the Modern Slavery Act 2015. In time, it will also
take on additional rights such as holiday pay and statutory sick pay. As mentioned above, there will
be flexibility to bring in additional legislation as new challenges emerge.
The Employment Rights Act requires us to produce an annual report on the work of the Fair Work Agency and an
enforcement strategy every three years. Both the reports and strategies, as well as any updates,
must be published and must be laid in Parliament and the Northern Ireland Assembly. They will be
subject to parliamentary scrutiny in the usual way.
article / 14th Apr 2026
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