Cameron Miranda
The UK's employment law landscape is ever-evolving, with 2025 marking a pivotal year for transformative changes. It is crucial for employers, employees, and legal professionals to stay informed on these developments to effectively navigate the complex legal environment. The Employment Rights Bill, Equality (Race and Disability) Bill, and the plan to Make Work Pay are significant legislative changes that will impact multiple aspects of employment law. To keep up-to-date, individuals can refer to resources like CIPD, which offers insights, trackers, and timelines on upcoming changes, or Acas, which provides advice on employment law and good practices for workers and employers across England, Scotland, and Wales.
| Characteristics | Values |
|---|---|
| Employment Rights Bill | Removal of the statutory sick pay waiting period, new right to unfair dismissal protection, and further changes to workplace harassment laws |
| Equality (Race and Disability) Bill | Equal pay for men and women, disability discrimination |
| Plan to Make Work Pay | Removing the two-year qualifying period to claim unfair dismissal and introducing a new statutory probation period |
| Northern Ireland 'Good Jobs' Employment Rights Bill | Similarities and differences with the Employment Rights Bill |
| Immigration | Immigration white paper |
| Tribunal | Tribunal outcomes |
| Data protection, surveillance, and privacy in the workplace | |
| Terms and conditions of employment | |
| Employment tribunal claims | |
| Health and safety at work | |
| TUPE transfers | |
| Religion and belief discrimination in the workplace | |
| Parental rights | |
| Age discrimination in the workplace | |
| Recruitment process | |
| Employment law advice | Acas offers advice on employment law for every worker and employer across England, Scotland, and Wales |
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What You'll Learn
Employment Rights Bill
The UK government's Employment Rights Bill is set to bring about a "major shake-up" of workers' rights, with the government claiming it will be the "biggest upgrade to rights at work for a generation". The bill, which was introduced to Parliament on 10 October 2024, is the first phase of delivering the Plan to Make Work Pay.
The Employment Rights Bill will apply to England, Scotland and Wales, but not Northern Ireland, where employment law is devolved. It will amend the law relating to employment rights, redundancy procedures, and the treatment of workers involved in the supply of services under certain public contracts. It will also impose duties on employers in relation to equality and amend the definition of "employment business" in the Employment Agencies Act 1973.
One of the most significant changes is the removal of the two-year qualifying period for employees to claim unfair dismissal against their employer. This will be replaced by a nine-month probation period, during which employers can dismiss someone more easily and without the full process required. The bill will also ban "fire and rehire" practices, where employers dismiss workers and hire them back on worse terms and conditions, in most circumstances.
Other measures included in the bill are:
- The right to time off for employees if a dependent dies.
- Guaranteed-hours contracts for zero-hours workers based on the hours worked over a 12-week period.
- Reasonable notice for shift changes and compensation for cancelled or early-ended shifts for zero-hours workers.
- Removal of the Statutory Sick Pay waiting period.
To keep up to date with the progress of the Employment Rights Bill and other changes to UK employment law, you can refer to official government websites, such as GOV.UK, which provides factsheets and other resources. Websites like CIPD also offer thought leadership briefings and round-ups of employment law changes, including the Employment Rights Bill. Additionally, ACAS provides free advice and resources on employment law and good practices for workers and employers across England, Scotland, and Wales.
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Equality (Race and Disability) Bill
The UK government has committed to creating a more equal society with the Equality (Race and Disability) Bill, which is still being drafted. The bill aims to improve equality and justice for ethnic minorities and disabled people in the UK, and to strengthen the country's multicultural fabric.
Key Features of the Bill
The Equality (Race and Disability) Bill has several key features, including:
- Mandatory ethnicity and disability pay gap reporting for large employers.
- Strengthening protections against dual discrimination.
- Addressing racial inequalities, including the pay gap experienced by most ethnic minority groups.
- Reversing the Conservatives' decision to downgrade the monitoring of antisemitic and Islamophobic hate.
- Improving public services, such as providing anti-racism training for the police and introducing curriculum reviews to enhance diversity in schools.
- Monitoring and expediting compensation for those affected by the Windrush scandal.
Keeping Up to Date with the Bill's Progress
To stay informed about the progress of the Equality (Race and Disability) Bill and other employment law changes in the UK, individuals can refer to official government websites, such as GOV.UK, and organisations like CIPD, which offers resources and round-ups of employment law changes. Additionally, seeking advice from experts in employment law, such as Peninsula UK, can provide insights and guidance on complying with upcoming legislation.
Have Your Say
The UK government encourages individuals and organisations to participate in the consultation process for the Equality (Race and Disability) Bill. This can be done by submitting responses online or by post, with alternative formats available upon request. The government seeks input on measures to include in the bill, such as the proposed mandatory ethnicity and disability pay gap reporting. By engaging in the consultation, individuals can directly contribute to shaping the draft legislation and ensuring that their voices are heard.
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Make Work Pay plan
The UK government's Next Steps plan outlines its strategy to Make Work Pay, with the core objectives of growing the economy, raising living standards, and creating opportunities. This plan is a response to the UK's outdated labour market, which has resulted in low growth, low productivity, poor working conditions, and low pay.
The Make Work Pay plan aims to modernise the UK labour market to address the challenges presented by new trends and technologies. This includes making work more flexible, secure, and family-friendly, which will enable more people to stay in work. Additionally, the plan will increase the income of the lowest-paid workers by changing the Minimum Wage and extending equal pay rights to protect against discrimination based on race or disability.
The Employment Rights Bill is the first phase of the Make Work Pay plan. This bill includes measures such as removing the Statutory Sick Pay waiting period and introducing a new right to unfair dismissal protection from day one. The bill also repeals anti-union legislation, such as the Strikes (Minimum Service Levels) Act 2023, to encourage a cooperative and negotiated approach to industrial relations.
The Make Work Pay plan is part of a broader set of reforms aimed at improving the UK's economic performance. This includes planning reform, a skills revolution, a modern industrial strategy, and tackling inactivity. These reforms will contribute to upgrading the UK labour market to make it fit for the modern economy and address the issues of insecurity and stagnant living standards.
To keep up to date with the Make Work Pay plan and other employment law changes, individuals can refer to resources such as the CIPD website, which offers timetables of upcoming legislation and thought leadership round-ups. Additionally, ACAS provides free advice and templates for workers and employers on various employment law topics, including contracts, annual leave, managing absence, and discipline and grievance procedures.
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Workplace harassment laws
In the UK, the Equality Act 2010 creates a legal obligation for equal pay for men and women, performing equal work. It also covers three types of workplace harassment:
- Harassment related to a protected characteristic: This includes harassment based on sex, sexual orientation, race, religion, belief, or disability. It can involve spoken or written words, imagery, gestures, jokes, pranks, or physical behaviour that creates an intimidating, hostile, degrading, humiliating, or offensive environment for the target.
- Sexual harassment: This is unwanted behaviour of a sexual nature that does not need to be related to a protected characteristic. For example, someone who has been sexually harassed does not need to prove that it was because of their sex or sexual orientation.
- Retaliation harassment: This is when someone experiences less favourable treatment because of how they responded to previous harassment. For example, if Jade received a poor performance score from her manager after rejecting their sexual advances, this could be considered harassment.
In addition to the Equality Act 2010, the Protection from Harassment Act 1997 provides further protection against workplace harassment in the UK.
If you believe you are being harassed at work, you should raise the issue with your employer, either informally or formally. You can also contact a helpline for advice and support. It is recommended that you collect as much evidence as possible, including a diary of events, to support any potential claims. Employers should take harassment complaints very seriously and investigate them promptly. They can also implement anti-harassment policies to prevent such issues from occurring in the first place.
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Health and safety at work
Government Guidance
Stay informed about the latest government guidelines and regulations regarding health and safety in the workplace. In the UK, the Health and Safety Executive (HSE) provides guidance and support to employers. Acas also offers advice and resources to both employers and employees across England, Scotland, and Wales.
Industry-Specific Considerations
Understand the specific health and safety requirements for your industry. Different industries have unique hazards and risks that need to be addressed. For example, construction, health and social care, agriculture, and the use of pesticides or chemicals may pose distinct challenges. Keep yourself informed about industry-specific guidance and best practices to ensure compliance and maintain a safe working environment.
Risk Assessments and Consultations
Employers should regularly conduct risk assessments to identify potential hazards and implement control measures. If any changes are proposed that may affect the written terms of an employee's contract, it is essential to consult with the employee or their representative, such as a trade union representative. This open communication ensures that employees are aware of any potential risks and allows for their input in maintaining a safe working environment.
COVID-19 Considerations
Stay up-to-date with the latest public health advice and guidelines regarding COVID-19 in the workplace. Employers should follow the relevant guidance for England, Scotland, or Wales, and ensure that employees follow the recommended protocols if they exhibit COVID-19 symptoms or test positive. This may include self-isolation, social distancing, enhanced cleaning protocols, or other measures advised by the respective public health authorities.
Training and Education
Invest in regular health and safety training for both employers and employees. This can help to identify risks, promote a culture of safety, and ensure that everyone understands their roles and responsibilities in maintaining a safe working environment. Stay informed about health and safety best practices and attend workshops, webinars, or industry events to stay abreast of the latest developments and share experiences with peers.
Continuous Improvement
Encourage a culture of continuous improvement when it comes to health and safety. This includes regularly reviewing and updating health and safety policies, as well as learning from incidents or near misses. By fostering a culture where employees feel comfortable reporting hazards and potential risks, employers can proactively address concerns and make the workplace safer for everyone.
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Frequently asked questions
The CIPD website provides a lot of information on UK employment law. It includes a timetable of recent and upcoming legislation, thought leadership round-ups, and a tracker table for members to keep track of developments. Acas is another resource that offers advice for workers and employers across England, Scotland, and Wales.
The UK employment law landscape continues to evolve in 2025, with the Employment Rights Bill (ERB) being a significant development. The ERB introduces changes to workplace harassment laws and proposes limits on zero-hours contracts. It is expected to be passed into law no earlier than summer 2025, with reforms taking effect in 2026.
UK employment law covers a range of topics, including equal pay, race and disability rights, parental rights, recruitment processes, data protection, health and safety, and discrimination based on age, religion, or belief.
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