What’s In The Pipeline – Employment Law Changes In 2025

30th January 2025

Tyler Ross, Trainee Solicitor

20 January – a 25% uplift of compensation for failing to comply with the statutory code of practice on fire and rehire.

1 April – the increase in statutory rates come into force

    • National living wage for overs 21s – £12.21
    • National minimum wage for 18–20-year-olds – £10
    • National minimum wage for 16–17-year-olds and apprentices – £7.55
    • Statutory sick pay – £118.75 per week
    • Statutory maternity pay and other family leave pay – £187.18 per week

6 Aprilthe Neonatal Care (Leave and Pay) Act 2023 comes into force, providing parents the right to up to 12 weeks’ leave and pay when their baby requires neonatal care.

Other changes to expect in 2025
  • The Paternity Leave (Bereavement) Act 2024 – making paternity leave a day one right in cases where the mother of a child dies.
  • Draft Equality (Race and Disability) Bill – the Government intends to introduce a bill which will set out the right to equal pay for ethnic minorities and disabled people.
  • A statutory code of practice for the “right to switch off”, giving employees the right to disconnect outside of their regular working hours.
Employment Rights Bill (ERB)
  • The majority of the ERB’s changes won’t come into effect next year. For a detailed summary of the proposed changes, see our previous article here.
  • The Bill will go through the legislative process, with parliamentary scrutiny and proposed amendments considered throughout the year.
  • The Government will also be carrying out consultations throughout 2025. Employers should keep an eye out for any consultation announcements, in order to submit their views.
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