Last year, the continued cost-of-living crisis, global conflicts and UK change of government dominated the headlines and added to the challenges faced by UK businesses. So, what does 2025 have in store for employers, in the employment law arena at least?
Following the Labour Party’s success in the general election last year, it has proposed wide-ranging reform to employment law under the Employment Rights Bill.
The Bill is currently passing through parliament and several amendments have already been proposed to the original draft of the Bill. Although changes need to be made to the Bill, it is likely to receive Royal Assent by Summer 2025. However, the majority of the provisions under the Bill will require implementing regulations or codes of practice to bring them into force, and these will require a consultation process before being finalised. As a result, it is likely that the more significant provisions of the Bill will not take effect until 2026.
However, what we will see in 2025 are consultations on those key provisions, including:
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