As we continue to move through 2025, there are a number of important changes to UK employment law that businesses and HR professionals should be aware of. These updates are designed to give workers more flexibility and protection, and they also place new responsibilities on employers.
For this blog, I have pulled together the key changes that are either already in place or coming soon, along with some pointers on what you may want to do next.
Flexible working:
From April 2024, employees no longer need to have 26 weeks’ service before they can request flexible working. In addition to this, employees are able to make two requests in a 12 month period instead of one, and employers now just have two months to respond. When the employee is submitting the request, the employee no longer needs to explain the potential impact of their request (to the business etc.).
Although this was back in April 2024, and we are now in March 2025, if you haven’t reviewed your flexible working policy, I would advise to have a review and ensure that your managers are aware of the changes, and how they can handle these requests fairly.
New entitlement to carer’s leave:
From April 2024, employees who are unpaid carers now have the right to take up to one week of unpaid leave each year. This can be taken in full or half days, and is available from day one of employment.
In addition to this, there is no requirement for employees to provide evidence when requesting this type of leave, which makes it important for employers to have a clear and supportive process in place.
Neonatal care leave:
From April 2025, parents of babies who need neonatal care will be entitled to up to 12 weeks of paid leave. This is in addition to maternity, paternity, adoption, or shared parental leave.
This will be applicable to eligible employees who have at least 26 weeks’s service by the start of the leave, and who earn at least the lower earnings limit (Which changes annually). The rate of pay will be aligned with other family leave payments, like statutory maternity pay, currently £172.48 per week or 90% of average weekly earnings, (Whichever is lower, as of 2024).
Those who do not meet the eligibility criteria for pay, can still take the leave, but as unpaid only.
To find out more information, please head to www.gov.uk
As an employer you need to look at your family leave policies (if not already), before April 2025. Review your payroll and HR systems to ensure they can accommodate the new leave and pay type, ensure you managers are trained and equipped to handle these sensitive conversations and offer compassionate support to their people, and communicate the changes to your policies to your people so they are in the know and feel supported.
Longer protection during redundancy for parents:
Pregnant employees and those returning from maternity, adoption or shared parental leave now have extended protection against redundancy.
This protection begins as soon as a pregnant employee tells you about their pregnancy, and continues until 18 months after the birth or placement of the child.
If you’re planning a restructure or redundancy process, it’s essential to consider these rules and how they might affect selection and consultation processes.
New duty to prevent sexual harassment at work:
From October 2024, employers will have a legal duty to take reasonable steps to prevent sexual harassment in the workplace.
This goes beyond simply having a policy in place. Employers will need to be able to show that they are actively preventing harassment, which could include training, clear reporting procedures and regular communication on expectations and standards.
If this duty is breached, employment tribunals can increase compensation by up to 25%, so it’s worth taking seriously.
Final thoughts:
These changes reflect a growing emphasis on fairness, flexibility and employee wellbeing. For HR teams and business leaders, they’re also a reminder of the importance of keeping policies up to date and supporting managers with the right training and tools. If you want to read a little deeper into the above changes, please visit www.gov.uk to find out more.
At People and Culture Consult Ltd we help businesses of all sizes stay compliant and people-focused through change. If you’d like a fresh pair of eyes on your policies or some advice on preparing for what’s ahead, feel free to get in touch.
