{"id":192861,"date":"2025-03-03T17:25:18","date_gmt":"2025-03-03T17:25:18","guid":{"rendered":"https:\/\/legalvision.co.uk\/?p=192861"},"modified":"2025-03-03T17:28:14","modified_gmt":"2025-03-03T17:28:14","slug":"2025-employment-law-changes","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/2025-employment-law-changes\/","title":{"rendered":"Employment Law Changes in 2025 Businesses Must Prepare For"},"content":{"rendered":"\n

2024 brought significant reforms to employment law, introducing key changes that reshaped workplace rights and protections.<\/p>\n\n\n\n

In April, for example, new regulations took effect<\/a> granting employees greater flexibility in their working arrangements, expanding leave entitlements for carers, strengthening redundancy protections for pregnant workers, and providing more adaptable options for paternity leave.<\/p>\n\n\n\n

Building on these developments, businesses should prepare for further important changes set to take effect in 2025 and beyond. Some proposed updates are still under review, and new developments are likely to emerge in the near future.<\/p>\n\n\n\n

In this article, we will reflect on the anticipated changes to employment law in 2025, to include those introduced by the new UK government under the Employment Rights Bill, which is expected to become law in 2026.<\/p>\n\n\n\n

What is the Employment Rights Bill?<\/h2>\n\n\n\n

The Employment Rights Bill, which was presented to the House of Commons on 10 October 2024<\/a>, is poised to enact the most substantial transformation of UK labour laws in a generation. Most of these changes are scheduled to take effect in 2026, whilst other key employment law updates are expected as early as April this year.<\/p>\n\n\n\n

The Bill is set to introduce extensive employment law reforms covering unfair dismissal, firing and rehiring, collective redundancies, zero-hour contracts, trade unions, industrial action, workplace sexual harassment, statutory sick pay, flexible working, and family leave.<\/p>\n\n\n\n

The reforms will affect England, Scotland and Wales, but not Northern Ireland as employment law here is devolved<\/a>.<\/p>\n\n\n\n

Employment Law Changes April 2025<\/h2>\n\n\n\n

Upcoming Wage Increases<\/h3>\n\n\n\n

Starting 1 April 2025, the National Living\/Minimum Wage will rise, with rates increasing from \u00a311.44 to \u00a312.21 per hour for workers aged 21 and over, and from \u00a38.60 to \u00a310 per hour for those aged 18-20.<\/p>\n\n\n\n

Wages for 16\u201317-year-olds and apprentices will also rise from \u00a36.40<\/a> to \u00a37.55<\/a> per hour, marking a significant 18% increase.<\/p>\n\n\n\n

Statutory Leave Payment Changes<\/h3>\n\n\n\n

In addition, statutory payments for sick leave (access to which will be strengthened<\/a> by the removal of the Lower Earnings Limit and the elimination of the waiting period), maternity leave, and other family-related absences will see an increase from 1 April.<\/p>\n\n\n\n

Introduction of Neonatal Care Leave<\/h3>\n\n\n\n

From 6 April 2025, the right to \u2018Neonatal Care Leave\u2019 will take effect from an employee\u2019s first day of work. This entitlement applies to parents whose newborns are admitted to neonatal care within their first 28 days of life and require a hospital stay of at least seven consecutive days.<\/p>\n\n\n\n

Those who qualify will have the right to take up to 12 weeks of additional leave\u2014alongside existing maternity or paternity leave\u2014with the possibility of statutory pay if they qualify.<\/p>\n\n\n\n

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2025 Key UK Employment Law Changes<\/div>\n
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This factsheet outlines key developments in 2025 affecting workforce management. In particular, the proposed Employment Rights Bill (2024) will drive significant changes, anticipated to start late 2025.<\/p>\n <\/div>\n \n\nDownload Now<\/a> <\/section>\n <\/div>\n\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n

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