Welcome to Breathe's employment law hub

Expanded leave entitlements from day one

The new proposal will grant employees immediate access to parental, paternity, and bereavement leave from day one, with clear details on the qualifying relationships and entitlements. Currently, parental bereavement leave allows two weeks at a statutory rate £187.18 per week or 90% of average weekly earnings, whichever is lower.

This proposal extends bereavement leave to cover additional relationships, although the qualifying relationships for this entitlement are yet to be confirmed. It is suggested that this additional bereavement leave would provide one week of leave, potentially paid, to support employees in times of loss.

How will employment law changes impact workplace policies?

Employers will need to review and update HR policies, employment contracts, and onboarding processes to comply with new statutory entitlements - such as immediate access to parental, paternity, and bereavement leave.

Ensuring legal compliance means clear documentation, internal training, and regular policy audits aligned with evolving employment legislation

Upcoming changes to bereavement leave in 2025 

The government’s recent 100-day plan hinted at immediate changes to bereavement leave, but full implementation will be gradual. Updates to bereavement leave rights are expected over the next two years, following the typical employment law update schedule in April and October. While dates remain uncertain, ongoing employment law consultations suggest these changes are on the way.

End of fire & rehire practices 

The government plans to end fire and rehire practices, making it automatically unfair to dismiss employees who reject changes to their contract terms. Employers will now be required to follow a formal consultation process when proposing contract changes, ensuring greater job security for employees.

Automatic right to flexible working

Under the new Employment Rights Bill, employees will gain an automatic right to flexible working from their first day on the job. Currently, employees can request flexible working arrangements a few times a year, but the new employment law will make flexible working standard unless the employer can prove a request is unreasonable - a significant shift toward employee flexibility. 

Enhanced protection against dismissal for pregnant workers and new mothers

The new bill plans to strengthen protections for pregnant workers and new mothers, shielding them from dismissal during pregnancy, parental leave and for up to six months after returning to work. This extended protection aims to support job security for employees during and after maternity leave.

Right to join a trade union in employment contracts

Under the new regulations and UK employment law, written statements of employment (or employment contracts) will need to include a clause affirming employees' right to join a trade union. This change aligns with the government's strong support for trade union rights and aims to reinforce worker protections.

Statutory sick pay changes: Immediate access and lower earnings eligibility

The government plans to reform Statutory Sick Pay (SSP) by removing the three-day waiting period and eliminating the lower earnings threshold. This change will allow 1.3 million lower-paid workers to receive SSP from day one of illness. SSP will be calculated as either a percentage of pay or a flat rate, whichever is lower, potentially increasing costs for businesses.

New requirements for gender pay gap reporting and menopause support

Employers with 250 or more employees will face stricter obligations for gender pay gap reporting and must now also create and submit menopause action plans, as part of UK employment law. These plans are intended to support employees experiencing menopause, aligning with gender pay reporting to promote a more inclusive workplace.

Strengthened sexual harassment protections for employees

As of October 26, 2024, companies with more than 250 employees will have a new duty to take all reasonable steps to prevent sexual harassment at work under employment law. This includes updating policies, conducting risk assessments, and creating clear processes to communicate these changes. Employers must also provide training, particularly for managers and C-Suite leaders, to lead by example. Using tools like Breathe software can help with policy communication and documentation, ensuring compliance and a safer workplace for all employees.

Key changes now live in 2025 

• Employer National Insurance rise from 13.8% to 15% 

• Class 1 National Insurance threshold reduced from £9,100 to £5,000 per year 

• National Living Wage rise from £11.44 per hour to £12.21 per hour 

• National Minimum Wage rise from £8.60 per hour to £10 per hour 

• Income tax thresholds frozen until 2028

• Employment Allowance rises from £5,000 to £10,500 

• Employment Allowance £100,000 cap to be removed 

Introduction to employment law

Employment law can seem like a maze, constantly changing and full of twists and turns. It's all about the rights and duties of employers and employees in the UK, and it can be a bit tricky to navigate.

That's why getting some good employment law advice is super important for everyone involved. It helps both employers and employees get a clear picture of what they can and cannot do in the workplace.

The UK has a pretty solid set of rules when it comes to employment law, covering all the big topics like unfair dismissal, working hours, and holiday entitlement.

Employers need to make sure the workplace is safe and healthy, and employees have every right to speak up if something doesn't feel right, without worrying about any backlash. Keeping up with the latest changes and updates in employment law is key to keeping things running smoothly.

The UK government has a tonne of resources and guidance to help you out. They provide detailed info on everything from employment contracts to issues like discrimination and redundancy.

Plus, there are employment law services out there (just like the Breathe Partner network) ready to give expert advice and support on all sorts of issues, so both employers and employees can feel confident about their rights and obligations.

We've also got lots of guides and templates, to help make it easier to get to grips with what employment law updates are out there.

Employment contracts

Employment contracts are a big deal when it comes to employment law. They spell out the essential details of what both employers and employees are signing up for.

These contracts should cover the basics like job title, what the job involves, and how many hours you'll be working, so everyone knows what's expected.

Employers have to hand over a written statement that lays out the important stuff like pay, holiday entitlement, and how much notice you need to give if you're leaving.

If there are any changes to the contract, employers need to play fair, give you a heads-up, and explain what's happening to keep things clear and honest.

If you want to switch up your working hours or maybe work from home, you can ask for flexible working arrangements. Employers have to take these requests seriously and let you know why if they can't make it work.

Some contracts might also have clauses to keep things confidential and protect company secrets.

Sticking to UK employment law is crucial, and employers need to make sure their contracts follow rules on discrimination and equality.

If you're looking for advice on employment contracts, employment law experts from the Breathe Partner network, are there to help you understand your rights and what you're signing up for, so you're in the know and covered.

Discrimination and equality

Discrimination and equality are super important parts of employment law, and it's up to employers to make sure there's no unfair treatment at work.

Everyone should be treated fairly, no matter their age, gender, race, or if they have a disability.

The Equality Act 2010 is like a rulebook for employers, showing them how to handle discrimination and equality.

Employers need to make sure everyone gets equal pay and chances, and they can't treat anyone differently because of pregnancy or maternity.

If employees see or experience any discrimination or harassment, they can speak up, and employers have to act fast to sort it out.

To keep the workplace fair and welcoming, employers can offer training and resources on these topics.

Employment law experts are there to give advice and tips on sticking to UK employment law, helping employers build a respectful and fair work environment.

Employees can also find lots of resources and support, like online guides and helplines, to get a better grip on their rights and what to do about discrimination and equality.

Keep growing and stay compliant with employment law advice 

Our hub is regularly updated with the latest legal insights, legislative developments, employment law and practical advice aligned with the latest changes.

With our expert guidance and actionable tips, you can confidently embrace these different types of updates, ensuring your business stays compliant and your people valued. 

Explore our employment resources 

Discover up-to-date news, expert blogs, comprehensive guides, informative webinars and practical tools that make handling legislative changes and UK employment law easier.

With us, you can focus on growing your business while staying compliant with the latest rules – whether you're preparing for upcoming changes or planning for the future.  

Employment law advice

Navigating the complexities of employment law can be challenging for both employers and employees.

Seeking employment law advice from a qualified specialist is important to ensure compliance with relevant laws and regulations. Ask to talk to one of Breathe Partners for employment law advice.

For employers, this advice can help avoid costly legal disputes and protect the business’s reputation. For employees, it ensures their rights are safeguarded and they receive fair treatment in the workplace.

Employment law advice covers a broad spectrum of topics, including employment contracts, redundancy, discrimination, and non-disclosure agreements (NDAs).

Specialists in employment law provide guidance on various employment-related matters, such as drafting and reviewing employment contracts, developing workplace policies, and handling procedures.

They also represent both employers and employees in disputes, including employment tribunal claims, offering a comprehensive resource for navigating employment law complexities.

Contracts and agreements

Contracts and agreements form the basis of employment relationships, outlining the terms and conditions of employment, such as working hours, holiday entitlement, and pay.

Employers must ensure that these contracts comply with relevant laws and regulations, including the Employment Rights Act 1996 and the Equality Act 2010.

Employment contracts often include various clauses, such as confidentiality clauses and non-disclosure agreements (NDAs).

These clauses are designed to protect sensitive information, including trade secrets and business strategies. But it is worth noting, that the use of NDAs and confidentiality clauses has sparked controversy, particularly when used to silence victims of harassment or abuse.

Employers need to balance the protection of business interests with the rights and wellbeing of their employees.

Employee rights and protections

Employee rights and protections are fundamental to creating a fair and safe working environment.

Employees are entitled to various rights, including the right to a safe workplace, equal pay, and protection from discrimination.

Employers must comply with laws such as the Health and Safety at Work etc. Act 1974 and the Equality Act 2010 to ensure these rights are upheld.

Additionally, employees are protected from unfair dismissal and redundancy.

Employers have to follow a fair process when dismissing an employee or making them redundant, providing a clear rationale and allowing for an appeal process.

These protections are designed to ensure that employees are treated fairly and that their rights are respected throughout their employment.