Some significant employment law developments are on the horizon for UK employers. Bills in parliament that could advance this year include those addressing flexible work arrangements, pregnancy and family leave protections, carer’s leave, neonatal care leave, diversity and inclusion, among others.

After the past two years, following the impact of Covid-19 and the cost-of-living crisis, you would be forgiven for hoping, even if just for a moment, that 2023 might be calmer and less eventful than the previous two years. On the contrary, 2023 is looking even busier in the world of UK employment law, with some seismic developments predicted. We set out below what we can expect to see in 2023.

Life outside of work: increasing employer obligations?

Bloggers and campaigners alike have been calling for increased obligations on employers to recognise and respect that employees have lives outside of work—in particular, that employees’ rights should be protected when they are navigating significant life events (such as pregnancy or miscarriage) or playing important societal roles (such as caring for family or older relatives). Several Private Members Bills taking the lead in this area have now been introduced into parliament. The following Bills have received government backing, meaning that they are more likely to become law in 2023:

• Employment Relations (Flexible Working) Bill – In its response to the consultation on flexible working, the government has given its...

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