April marks the start of significant legislative changes for UK employers. With some changes, like employer National Insurance Contribution (NIC) increases now in place and further reforms on the horizon through the Employment Rights Bill, the employment law landscape is evolving rapidly. We’re expecting to see additional changes and greater clarity on what these reforms will look like as we progress through 2025 and into 2026.
Navigating these changes isn’t just about legal compliance – it’s about staying ahead, protecting your organisation, and building a future-proof culture where people thrive.
To support employers in preparing for these shifts, Roots HR recently ran a webinar breaking down proposed changes and their implications for social sector organisations. If you missed it, you can catch up via our free HR webinars and resources page.
In this blog, we explore some key changes that social sector employers needs to be aware of, potential risks of inaction, some actionable steps you can take now and how HR Consultancy services like Roots HR can provide vital support. If you’re seeking employment law advice for employers, you’re in the right place!
1. Neonatal Care Leave and Pay
From 6 April 2025, eligible employees are entitled to up to 12 weeks of paid neonatal care leave in addition to standard family leave. This is a day-one right, with tiered leave structures and notice requirements.
Actionable steps:
Update your family leave policies to include neonatal care entitlements.
- Develop clear internal guidance for managers on how the two-tier system works and what documentation is required.
- Ensure payroll systems are configured to apply Statutory Maternity Pay (SMP) to neonatal leave where applicable.
- Communicate the policy to all staff to promote transparency and confidence in your support for new parents.
2. Day 1 Rights for Unfair Dismissal (Expected Autumn 2026)
Currently, employees need two years of continuous service to claim unfair dismissal. This will change to a day-one right by Autumn 2026 and will be retrospective for current hires.
Actionable steps:
- Review and strengthen your onboarding, probation, and induction processes. Good documentation from day one will be essential.
- Train managers to use performance management frameworks during probation periods to support fair decision-making.
3. Statutory Probation Periods (Pending)
To balance the new dismissal rights, the government plans to introduce a statutory probation period of up to nine months.
Actionable steps:
- Develop or review your current probationary period structure to align with expected guidance.
- Introduce probation review templates, clear objectives, and milestone check-ins.
- Ensure probation outcomes are clearly documented, including reasons for extensions or terminations.
4. Extended Bereavement Leave
The government plans to expand parental bereavement leave to cover:
- Parents who lose a child before 24 weeks of pregnancy
- One week of unpaid leave for other bereavements (criteria pending)
Actionable steps:
- Monitor guidance for clarification on eligibility and update internal documents accordingly.
- Prepare to support employees with sensitive communication and flexible arrangements during bereavement.
5. Zero-Hour Contracts: Strengthening Worker Protections
While a full ban is unlikely, new rules are expected to include:
- Contracts must reflect actual hours worked
- Compensation for last-minute cancellations
- Clarification on employment status – especially around the “worker” category
Actionable steps:
- Audit your use of zero-hour and casual contracts – are hours worked regularly? If so, seek guidance on what steps you should take. Contact us.
- Implement systems to track scheduling and cancellations to support accurate pay and avoid risk.
- Seek employment law advice from Roots HR to ensure workers are classified correctly and update contracts where needed.
Benefits of preparation
Preparation can offer strategic advantages beyond compliance with legal requirements, it can:
- Ensure business continuity during periods of change by embedding policies and communicating changes ahead of time
- Enhance workplace culture and employee trust, increasing engagement and retention
HR Consultancy Services: Navigating Employment Law for Employers
Preparing now for these employment law changes is essential. At Roots HR, we deliver tailored, jargon-free employment law advice for employers for the social sector.
We can help you to:
- Review and update your HR documentation
- Stay informed and confident in a shifting legal landscape
- Train managers to support fair and lawful people management
Free Employment Law Advice for Social Sector Employers!
As part of our social impact, Roots HR offers up to 1 hour of free HR consultancy to eligible social sector organisations across the UK.
To request your free hour of HR consultancy, simply complete this form and one of our helpful team will be in touch to arrange your session.
Final thoughts…
Employment law in 2025 isn’t just changing – it’s evolving in line with broader cultural shifts around fairness, flexibility, and employee rights.
With Roots HR, you’ll have a trusted HR consultancy partner by your side. Let us help you translate legislation into practical action – so you can protect your organisation and your people alike.
