We explore how charity leaders can effectively manage change as new employment laws and practices come into force
As we approach the end of 2025, it is important that charities review the current climate and how their staff are faring, while also taking steps to prepare for the coming year. This includes preparing for changes in employment practices and employment law.
Human resources software provider, Breathe HR, points to the UK government’s new Employment Rights Bill, which they describe as “the biggest set of changes to employment law in a generation”. In their guide, 2025/26 Employment Law Changes: The complete guide for the one-person HR team, Breathe HR acknowledges the pressures on organisations, particularly smaller ones, to keep pace with change and employee management. For charities, this challenge is compounded by rising service demand and a difficult fundraising landscape, which may see other areas prioritised above HR.
But looking after employees and ensuring the organisation is compliant with new laws is a vital part of the work that charities do. Breathe’s guide is aimed at helping HR professionals, especially those in smaller teams, handle the legal changes expected in 2026, from day-one maternity and paternity rights to statutory sick pay entitlements.
With the right information, clear processes, and simple HR tools, charities can stay compliant, protect their teams, and build stronger, fairer workplaces.
Below, we examine what policy shifts charities...
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