Significant changes are coming in employment law for 2025. While it's still unclear what will be finalised, HR professionals should pause and wait for more details before making significant changes.

Here’s what to focus on in the meantime:

✔️ Stay on top of the duty to take "reasonable steps" to prevent sexual harassment and ensure robust processes are in place.
✔️ Prepare for the increase in National Insurance rates from 13.8% to 15% in April 2025.
✔️ Anticipate the usual increase in national minimum wage rates in April 2025.
✔️ Watch for the introduction of rights to neonatal care leave and pay.
✔️ Audit your contracts and staff handbook to highlight sections that might need updates.

Additional changes to be aware of:

✔️ Unfair dismissal rights could become a day-one entitlement.
✔️ Statutory sick pay might apply from the first day of sickness.
✔️ Zero-hours contracts could see new rules allowing workers to request guaranteed hours and reasonable shift notice.
✔️ Employers might become liable for sexual harassment by third parties.
✔️ Family leave rights may be extended further.

How are you preparing for these potential changes?  Stay informed and ahead of the curve.

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