The complete HR compliance checklist for 2025-2027

Employment law is changing fast. With the Employment Rights Bill and other new employment legislation, UK SMEs are facing big updates to flexible working, sick pay, family leave, dismissal rights, minimum wage, trade union rules and more. 

This free HR compliance checklist for 2025 and beyond pulls everything together. It lists the key changes already in force, plus the updates we expect between now and 2027 - along with the earliest dates they’re likely to become law under the Employment Rights Bill and related new employment laws. 

Employment Rights Bill: key changes at a glance 

The Employment Rights Bill is reshaping core employment rights for UK workers and employers. This compliance checklist shows when the Employment Rights Bill affects unfair dismissal, day-one rights, pay, leave and trade union protections and much more, so you can see the impact on your policies and people plans in one place. 

Employment rights and HR compliance 

Stronger employment rights - including wider unfair dismissal protections and clearer rules around flexible working and harassment - mean HR compliance is more important than ever. This compliance checklist helps you link those employment rights to practical actions, policies, and processes. 

What the checklist covers 

The checklist gives you a clear view of the main employment law changes affecting UK SMEs, including: 

• Flexible working rights and sexual harassment protections driven by the Employment Rights Bill 

• National Insurance and National Minimum Wage / National Living Wage increases 

• Statutory sick pay, paternity leave and unpaid parental leave moving to day-one rights 

• Trade union rights, collective redundancy rules, unfair dismissal risks and tribunal time limits 

• Menopause and gender pay gap action plans - voluntary at first, then compulsory for larger employers 

• From 2027: six-month qualifying period for unfair dismissal, zero-hours contract changes, bereavement leave and tighter umbrella company rules under the Employment Rights Bill 

• New rights and protections linked to equality, pay gap reporting and domestic abuse leave 

Who the compliance checklist is for 

This checklist is designed for: 

• HR managers in UK SMEs 

• Business owners and directors 

• Line managers and team leaders 

• Ops and finance leaders who support HR compliance

It gives you a single, reliable reference point. 

HR compliance: why it matters now 

With a six-month qualifying period for unfair dismissal, a new statutory probation period and extended rights on the horizon through the Employment Rights Bill, HR compliance is no longer just about “ticking boxes”.  

It’s about protecting your business, reducing the risk of unfair dismissal claims, supporting fair decisions and keeping clear records that show you’ve followed the right process as employment legislation evolves. 

The compliance checklist also highlights changes to the statutory probation period so you can review contracts, onboarding and performance management before the new rules take effect. 

The compliance checklist is correct as of November 2025 and is designed as a practical planning tool - not formal legal advice. Use the compliance checklist to stay organised, brief your leadership team and prepare your people processes before the law changes. 

*All information on this checklist is correct at the time of writing (November 2025). It is provided for general information only and does not constitute legal or professional advice. It is not a legal document. If you need expert HR or employment law advice, please contact one of our Breathe Partners or a qualified legal professional.

If you need tailored advice on a specific situation, you can also speak to a Breathe Partner – an HR or employment law expert who can help you apply the Employment Rights Bill and wider changes in employment law to your business or organisation, and reduce the risk of unfair dismissal disputes.