Welcome to Breathe's employment law hub

Expanded leave entitlements from day one

The new employment law proposal will grant employees immediate access to parental, paternity, and bereavement leave from day one. Currently, parental bereavement leave allows two weeks at a statutory rate £184.03 per week (£187.18 from April 2025) 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's suggested that this additional bereavement leave would provide one week of leave, potentially paid, to support employees in times of loss. 

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, with some changes possibly starting in April 2025, following the typical employment law update schedule in April and October. While dates remain uncertain, ongoing employment law consultations suggest these changes are coming and will change grievance procedures. 

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

Starting 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.

Autumn budget 2024: Key changes for April 2025 

• Employer National Insurance to rise from 13.8% to 15% 

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

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

• National Minimum Wage to 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 

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.

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.