Employment Law Changes: How HR Professionals Can Stay Ahead

As HR professionals, we understand that staying ahead of legislative changes is crucial for maintaining compliant and effective workplace practices. The Employment Rights Bill, introduced by the Labour Government in October 2024, proposes significant reforms set to take effect in 2025 and 2026. While these changes are currently prospective, proactive preparation can ensure our policies, onboarding, and recruitment processes remain robust and aligned with forthcoming regulations.

3 Key Proposed Changes in the Employment Rights Bill

The Employment Rights Bill encompasses a range of reforms aimed at enhancing worker protections and rights. Notable proposals include:

1. Day-one employment rights:

Employees would gain key rights from their first day of employment, these would include:

• Protection against unfair dismissal
• Entitlement to parental leave and paternity leave
• Access to statutory sick pay

This shift could mean a big change for businesses that currently operate probation periods before offering these benefits.

2. Abolition of zero-hours contracts:

The government is proposing to phase out zero-hours contracts, ensuring workers have predictable hours and guaranteed income. Employers may still be able to use flexible contracts, but the emphasis will be on ensuring employees have greater security and control over their working patterns.

3. Flexible working as default:

Flexible working would become the standard, meaning employees could request flexible hours, hybrid working, or remote work from day one. Employers would need to accommodate these requests unless they can demonstrate a clear business reason for refusing them.

5 Proactive Steps for HR Professionals Getting Ahead

Although these changes are not yet in force, taking proactive steps now can position your organisation for seamless compliance:

2. Review and update policies: Assess current employment policies to identify areas requiring revision in light of the proposed reforms. Ensure policies on dismissal, leave entitlements, and harassment are comprehensive and align with the anticipated legal framework.
3. Strengthen onboarding processes: With day-one rights set to expand, it’s never been more important to get onboarding right. In our conversations with clients, one theme keeps coming up: onboarding isn’t just about the first few weeks—it sets the tone for the entire employee journey. A well-structured onboarding process improves engagement, retention, and long-term performance, making it a critical area for organisations to refine ahead of these legal changes.

But onboarding isn’t just about legal compliance—it’s also about helping new employees integrate successfully into the organisation, and that includes adapting to the rise of flexible working as the default. A rigid, one-size-fits-all onboarding approach is no longer enough.

To align with the incoming flexible working model, HR teams should consider:

• Offering remote or hybrid onboarding options: Ensure new employees, whether working remotely or in-office, receive a consistent and engaging onboarding experience.
• Using digital tools: Online onboarding portals, virtual welcome sessions, and recorded training materials can make the process more accessible and efficient.
• Customising onboarding journeys: Tailor the experience based on role, work location, and employee needs to make onboarding as inclusive and effective as possible.

By embracing flexible onboarding, businesses can not only meet the new legal requirements but also improve employee engagement and retention. A well-thought-out onboarding process doesn’t just help employees get up to speed—it sets the foundation for a successful, long-term working relationship, ensuring that new hires feel informed, supported, and ready to thrive.

1. Revise recruitment strategies: Evaluate recruitment practices to ensure they reflect commitments to fair treatment, flexibility, and job security. Clearly communicate these values to prospective employees to attract talent aligned with the organisation’s culture.
2. Implement flexible working policies: Develop or update flexible working policies to accommodate various working arrangements. Establish clear guidelines and processes for employees to request flexible working and train managers to handle these requests effectively.
3. Communicate changes to employees and leaders: A key part of preparation is ensuring that employees, managers, and leadership teams are aware of what’s coming:

• Host informational sessions for staff
• Provide guidance for managers on handling flexible working requests
• Share policy updates in internal communications

While the Employment Rights Bill’s proposed changes are still under consultation, taking proactive steps now can prepare your organisation for the evolving employment landscape. By reviewing and updating policies, enhancing onboarding and recruitment processes, and engaging with the consultation process, HR professionals can ensure their organisations are ready to meet new legal requirements and continue to foster fair and supportive workplaces.

Staying ahead of these developments not only ensures compliance but also demonstrates a commitment to employee well-being and rights, strengthening the organisation’s reputation as an employer of choice.

If you have any queries please do not hesitate to get in contact with Vicky Madigan, or your usual People team contact.