Quick guide: UK employment law in 2025/26
You’ll find a recap of the most important changes below, plus links to more detailed guides for each topic.
Here’s what employers and HR teams need to know this year.
EMPLOYMENT RIGHTS
Employment Rights Act 2024-25
The Employment Rights Act extends workers’ rights significantly by offering greater protections and flexibility. Several day-one rights - new entitlements that are valid from day one of an employee’s work contract - will be in place soon.
With many of the changes effective from 2025 and 2026, employers and HR teams should make sure they are prepared.
Read more: Employment Rights Act 2024-25: How HR teams should prepare
Unfair dismissal
Employees are now protected from unfair dismissal from day one of their employment (previously, the qualifying period was two years). This could have a significant impact on employers - making the best hiring decisions is now more important than ever, to avoid being stuck with a bad hire.
Read more: Unfair dismissal changes: How employers should prepare
Fire and rehire
As part of the Employment Rights Act, loopholes that previously allowed for firing employees and replacing them or rehiring them under changed contract conditions will be closed.
Employees will receive enhanced safeguards around contract negotiations. The new law will be effective from autumn 2026.
Read more: An end to ‘fire and rehire’: What employers need to know
Zero hours contracts
While zero hours contracts won’t be banned, workers will receive the right to guaranteed working hours by requesting a contract based on their regular hours.
Read more: Zero hours contracts UK: What employers need to know
Flexible working
Workers now have the right to request a flexible working pattern from day one of their employment. They can do this up to two times per year - and employers must demonstrate legitimate grounds for refusal. Check if your business is compliant with the new law.
Read more: Changes to flexible working: What employers should know
LEAVE AND PAY
National Living Wage and National Minimum Wage
Effective from 1st April 2025, the National Living Wage (the statutory minimum rate paid to workers aged 21 and over) will increase to £12.21 per hour.
The new National Minimum Wage (the statutory minimum hourly rate for workers aged up to 20) will increase to £10 per hour for 18 to 20-year-olds and £7.55 for under 18s.
Read more: National Living Wage and National Minimum Wage
Parental leave
Some parental leave and pay laws have been updated, including the day-one right to take parental leave.
Maternity leave and pay
Read this detailed guide to maternity leave and pay in the UK, including rights and protections, notification requirements and communication methods.
Read more: Maternity leave and pay
Paternity leave and pay
This guide explains how much leave and pay new fathers are entitled to. It also explains leave and pay entitlement for two-father families.
Read more: Paternity leave and pay
Shared parental leave and pay
When new parents are sharing their pay and leave entitlement, different rules apply. Find out how to calculate shared parental leave and pay.
Read more: Shared parental leave and pay
Adoption leave and pay
The leave and pay entitlements for adoptive parents are similar to maternity and paternity leave entitlements, with some exceptions. This guide explains when adoptive parents can take leave, including if they plan to share leave.
Read more: Adoption leave and pay
Neonatal care leave and pay
New protections are in place for workers whose newborns require neonatal care. This includes additional leave and pay entitlements. The changes will be in effect from April 2025.
Read more: Neonatal Care (Leave and Pay) Act 2023
Carer’s leave
The Carer’s Leave Act allows employees in England, Wales and Scotland to up to one week of unpaid leave per year to care for someone with long-term care needs. This entitlement applies from an employee’s first day on the job.
Read more: Carer’s Leave Act: How to calculate carer’s leave
Statutory sick pay (SSP)
Employees will soon be entitled to sick pay from the first day of their illness, removing the previous qualifying period. The new law aims to reduce presenteeism, and encourage those with both short and longterm illnesses return to work sooner.
WORKPLACE EQUALITY
Equality Act updates
An amendment to the Equality Act 2010 (called the Worker Protection Act) came into force in 2024. Under the new law, employers must do more to prevent sexual harassment, safeguard parents taking maternity leave and respond to cases of indirect discrimination. Check if you’re compliant.
Read more: Workplace discrimination: Equality Act 2024 updates
Preventing sexual harassment
Previously, businesses were only required to respond to sexual harassment complaints from employees. Under the new law, they must now take reasonable steps to prevent sexual harassment from occurring in the workplace, or at events associated with work.
Read more: Preventing sexual harassment: Are you compliant with the new law?
