Important Employment Law Changes in 2025: What You Need to Know

The UK is undergoing significant employment law reforms in 2025, with several key changes that will impact employers, HR professionals, and workers alike. These updates reflect a shift toward greater worker protections and increased employer responsibilities. Below, we explore the most important changes and their implications.

1. Fire and Rehire Reforms

Effective 20 January 2025, stricter rules have been introduced to regulate the controversial practice of "fire and rehire," where employers dismiss employees and re-engage them on new terms. Under the new Code of Practice, employment tribunals can increase protective awards by up to 25% if an employer unreasonably fails to comply with the Code. This means employers could face penalties of up to 112.5 days’ pay per affected employee.

Implications for Employers:

• Employers must engage in meaningful consultation with employees before proposing contractual changes.
• Collective redundancy obligations may apply if a significant number of employees are affected.
  
  

2. National Minimum Wage Increases

From 1 April 2025, the National Minimum Wage (NMW) will rise significantly:

• £12.21 per hour for workers aged 21 and over (up from £11.44)
• £10 per hour for 18–20-year-olds (up from £8.60).
• £7.55 per hour for 16–17-year-olds and apprentices (up from £6.40).
  
  

This increase reflects ongoing efforts to address the cost of living crisis but will also raise payroll costs for employers.

Implications for Employers:

• Businesses must review their pay structures to ensure compliance.
• Budget adjustments may be needed to account for higher wage bills.
  
  

3. Employer National Insurance Contributions (NICs) Increase

Starting 6 April 2025, employer NICs will rise from 13.8% to 15%, with the threshold at which contributions begin dropping from £9,100 to £5,000 per year. This change will increase employer costs significantly, especially for lower-paid workers.

Implications for Employers:

• Employers should factor these changes into financial planning.
  
  
• Payroll systems must be updated to reflect the new rates.
  
  

4. Flexible Working Rights

From 2025, all workers now have the right to request flexible working arrangements from their first day of employment. Employers are required to handle requests fairly and provide decisions within a defined timeframe.

Implications for Employers:

• Policies and procedures must be updated to accommodate flexible working requests.
  
  
• Businesses should prepare for increased demand for remote work, job sharing, or compressed hours.
  
  

5. Pay Gap Reporting Expansion

Employers with over 250 staff are now required to extend pay gap reporting beyond gender to include ethnicity and disability data. This change aims to promote transparency and equality in the workplace.

Implications for Employers:

• Organisations must collect and analyse additional workforce data.
  
  
• Strategies should be developed to address any identified disparities.
  
  

6. Zero-Hours Contracts Restrictions

New rules require employers to offer guaranteed hours to zero-hours workers who regularly work beyond their contracted hours. Additionally, workers will now be compensated for shifts cancelled at short notice.

Implications for Employers:

• Businesses relying on zero-hours contracts must review scheduling practices.
  
  
• Compensation policies need updating to reflect these changes.
  
  

Conclusion

The employment law changes in 2025 reflect a broader trend toward enhancing worker protections while placing greater compliance burdens on employers. Businesses must stay informed and adapt their policies, processes, and budgets accordingly to avoid penalties and maintain a positive workplace culture. By proactively addressing these changes, organisations can ensure compliance while fostering trust and fairness within their workforce.