As we approach 2025, significant changes in UK employment law are starting to reshape workplaces nationwide.
Understanding these changes and preparing for future developments will allow businesses and employees alike to handle these transitional years smoothly and make the most of these changes by being ahead of the curve.
Continue reading to learn more about what these changes mean for you and how you can thrive in the new year as new laws start to come into effect.
Recapping Employment Law Changes of 2024
This year has been transformative in terms of the laws and regulations that have already been put in place.
As of the 26th of October, employers have been expected to take ‘reasonable steps’ to prevent the sexual harassment of employees. This means that employers must actively take preventative steps to protect their teams from sexual harassment before it can occur.
Flexible working legislation has also undergone notable reform, with employees now having the right to request flexible working from day one. Employers must handle these requests within two months and can only refuse based on specific business grounds.
Perhaps one of the most significant changes involves enhanced redundancy protections for pregnant employees and new parents. The law now provides extended protection periods and requires employers to offer suitable alternative employment where available.
Employment Law Changes for 2025: Predictions and Trends
Looking ahead to 2025, several significant changes are anticipated.
In April 2025 the National Living Wage is set to see a significant increase, rising to £11.44 per hour for workers aged 21 and over. Workers aged 18-20 will receive £10.00 per hour, up from £860, the biggest hike to wages in this age bracket on record. This represents a meaningful step toward ensuring fair compensation across all age groups.
It should also be noted that new rates for:
- Statutory maternity pay
- Statutory paternity pay
- Shared parental leave
- Adoption pay
- Statutory parental bereavement pay
- Statutory sick pay
Should be announced at the end of the year, ready to come into effect in April 2025.
As of now, there is no information on when many of these laws, such as the changes to zero-hour contracts and unfair dismissal, will come into effect. It has been speculated that these laws may not begin to come into effect until 2026.
Employers should use this time to review their current policies and operations and discuss how they can make the changes necessary to remain compliant with changing employment laws.
Upcoming Employment Law Trends in 2025
Industry insights suggest several emerging trends that will shape workplace regulations:
As flexible work becomes the default in workplaces across the country, employers will have to decide how they will handle requests, safeguarding (data sharing and protection), and the wellbeing of their teams as more people potentially begin to work remotely.
In its Next Steps document, the government has also announced it would like to implement the right to switch off. This would prevent employers from contacting employees outside of their working hours unless exceptional circumstances apply. Employers will have to factor this into how they manage and communicate with their remote workers, ensuring that the lines between work and rest time do not blur.
The government has also announced its commitment to ending pay disparity, starting by making it mandatory for large employers to report their ethnicity and disability pay gaps. Employers will need to ensure that employees, particularly those who are part of a racial minority or have a disability, are being compensated correctly for their work and treated fairly in the workplace at the risk of more severe repercussions.
How Employers Can Prepare for 2024 and 2025 Legal Changes
Proactive preparation is essential when it comes to ensuring compliance with both current and upcoming changes.
Start by conducting a thorough compliance audit of your current policies against 2024 requirements. This should include reviewing:
- Wage structures and payment systems
- Flexible working policies
- Parental leave and protection measures
- Health and safety procedures
Looking ahead to 2025, begin planning for potential changes by reviewing internal policies and considering how they might need to adapt. Engage with HR teams and legal advisors early to ensure your business stays ahead of developments.
The Role of Legal Experts in Navigating UK Law Changes
Navigating these complex legal changes often requires expert guidance. At Tann Law, we specialise in helping businesses understand and implement employment law changes effectively. Our expertise ensures your business not only complies with current legislation but is also prepared for future developments.
We provide:
- Detailed guidance on implementing new regulations
- Support with policy development and updates
- Strategic advice for long-term compliance planning
- Regular updates on legal developments and their implications
Get in touch today or view our services to find out how we can help.
Conclusion
Whether you’re dealing with current compliance challenges or planning for future changes, professional legal support can make the difference between merely following regulations and truly thriving within them.
Contact Tann Law today to discuss how we can help you navigate these changes and prepare your business for the future. Our experienced team is ready to provide the guidance you need to ensure your employment practices remain both compliant and competitive.