As 2024 comes to an end, we reflect on the year's developments and turn our attention to the significant employment law changes that await employers in 2025 and beyond.
Reflecting on 2024
2024 was indeed the busy year we had predicted it would be! To name a few, 2024 delivered the following:
- We started the year with new codified rights in respect of holiday pay and equalities (and later in July amendments in respect of TUPE) as a result of changes to how assimilated EU laws operate (see our earlier article here).
- During spring we saw new rights come into force, including unpaid carer’s leave (here), changes to paternity leave (here), extensions to the protection from redundancy for pregnant employees and employees on maternity, adoption or shared parental leave (here) and changes to flexible working (here).
- In the summer, stricter rules came in via a Code of Practice in respect of the practice of fire and rehire (here).
- Autumn saw new rules regarding the allocation of tips (here) and the new duty to prevent sexual harassment (here) come into force.
And of course, we cannot ignore the main development this year - the general election which took place in July and saw the election of a new Labour Government. During its election campaign, the new Government promised a huge package of employment reforms in its Plan to Make Work Pay and is now full steam ahead with bringing these to fruition, beginning with the introduction of the Employment Rights Bill into Parliament back in October 2024, which we discuss in more detail below.
Looking ahead to 2025
Below, we set out below the key legislative changes anticipated for 2025, from which it is clear that 2025 and 2026 are set to be the busiest years for employment law in a generation.
Legislative changes
Pay and tax changes
Government reforms – the Employment Rights Bill and beyond
In conclusion...
Employers should get ready for a busy 2025! Employers will need to keep up with the wave of legislative reforms in the Employment Rights Bill, Data (Use and Access) Bill and, once introduced in draft, the Equality (Race and Disability) Bill and beyond. In particular, employers should keep an eye out for implementation dates as they become clearer and any additional guidance or codes of practice published in due course.
We will of course be tracking the reforms via our Policy Hub and any key employment law updates via our monthly newsletter.
If you have any questions about how to stay on top of these changes or have any questions regarding any of the developments in this article, please contact your usual GQ|Littler contact. In respect of training enquiries, please reach out to Natasha Adom.