Employment Law Update!

🚨 What’s New in Employment Law? 

10 Legal Changes Every Employer Should Know (April 2024 – April 2025) 

It’s been a busy year in the world of employment law – and if you’ve been focused on running your business (not reading legislation), we don’t blame you. 

That’s why we’ve pulled together the 10 biggest changes affecting employers in Great Britain (England, Scotland, and Wales). These updates could impact how you manage, pay and support your people in 2025. No jargon, no fluff – just what you need to know. 

1. Flexible Working – Now from Day One 

In force from 6 April 2024 
Employees can now request flexible working from their first day on the job. You must respond within 2 months and consult before refusing. They can also make two requests per year. 

2. Carer’s Leave – A New Entitlement 

In force from 6 April 2024 
Employees now have a day-one right to take up to 1 week of unpaid leave per year to care for a dependent with a long-term illness or health condition. 

3. Redundancy Protection for New Parents 

In force from 6 April 2024 
Employees are now protected from redundancy during pregnancy, while on maternity/adoption/shared parental leave, and for 18 months after the start of that leave. They must be offered suitable alternative roles first. 

4. Paternity Leave – Now More Flexible 

In force from 6 April 2024 
Paternity leave can now be taken in two separate one-week blocks, at any time in the first 12 months. Notice required is now 28 days instead of much earlier in pregnancy. 

5. Holiday Pay – Simplified for Irregular Workers 

In force from 1 Jan 2024 (for leave years starting on or after 1 April) 
Workers with variable or part-year hours now build up holiday at 12.07% of hours worked. Rolled-up holiday pay is allowed again, as long as it's clearly shown on payslips. 

6. Sexual Harassment – New Employer Duty 

In force from 26 October 2024 
You now have a legal duty to proactively prevent sexual harassment at work – not just respond to complaints. This applies to all forms, including harassment from customers or clients. 

7. Tips – New Rules on Fair Distribution 

In force from 1 October 2024 
You must pass on all tips and service charges to workers fairly and transparently. A written policy and three years of records are required. 

8. Fire & Rehire – There’s Now a Code 

In force from 18 July 2024 
If you’re making changes to employee contracts, the new Statutory Code of Practice must be followed. Tribunals can apply up to 25% uplift on awards if you don’t. 

9. National Minimum Wage – Big Rise Incoming 

In force from 1 April 2025 
The National Living Wage rises to £12.21 per hour for workers aged 21+. Other age bands and apprentice rates are increasing too – check your payroll! 

10. Neonatal Leave – New Support for Parents 

In force from 6 April 2025 (for babies born on or after this date) 
Parents of babies needing hospital care can take up to 12 extra weeks of leave. Statutory pay applies if eligibility rules are met. 

What Should Employers Do Next? 

These aren’t just technical tweaks – they could impact how you recruit, support, and retain your team. We recommend: 

• Reviewing contracts and policies 

• Training managers on the new entitlements 

• Checking your payroll and holiday systems are compliant 

👉 Need help and advice on the recent changes, get in touch! 

Disclaimer:
The information provided in this article is for general guidance only and was correct at the time of publication. Employment law and HR best practices may change, so we recommend seeking professional advice tailored to your specific situation before taking action.