As 2024 draws to a close, it is a good time to reflect on the transformative changes that have shaped the employment landscape, particularly within the social sector. This year has seen several key legislative updates aimed at enhancing employee rights and fostering a more flexible, supportive work environment.
Flexible Working Rights
One of the most significant changes in 2024 has been the expansion of flexible working rights. The traditional 9-to-5 workday is becoming a relic of the past as employees seek greater flexibility to facilitate a better work-life balance. The amended regulations, effective from April 2024, introduced several key changes, including that employees can now make a flexible working request from their first day of employment.
The changes implemented aimed at striking a balance between organisational needs and employee wellbeing, promoting a more flexible and responsive work culture.
Carer’s Leave
April 2024 also saw the introduction of Carer’s Leave, a new statutory entitlement granting up to one week of unpaid leave within a 12-month
period for employees caring for a dependant with a lon
g-term care need, supporting employees in balancing their work responsibilities with their caregiving duties.
Extended Redundancy Protection for Family Leave
Protections from redundancy for those who are pregnant or on family leave have been significantly extended, including:
- Pregnant employees are protected from the point of notifying their employer of their pregnancy.
- For those on statutory maternity leave ending on or after April 2024, protection extends to 18 months after childbirth.
- Similar protections apply to those on statutory adoption leave and shared parental leave.
These measures provide greater security for employees while pregnant or when spending time with their family, ensuring they are not unfairly disadvantaged.
Other employment law changes also took place in Spring and Summer 2024, including changes to how and when paternity leave and pay can be taken and consultation with employees and, where appropriate Trade Unions, during TUPE transfers.
New Government
July 2024 brought a new Labour government, which has proposed significant changes to employment law through their manifesto, “Labour’s plan to make work pay: Delivering a New Deal for Working People.”
Despite these legislative , in 2024 the social sector continued to face funding challenges, with local authorities cutting spending and fundraising efforts hampered by the ongoing cost of living crisis.
Looking Ahead to 2025
As we look forward to 2025, we anticipate further developments in employment law as outlined in the Employment Rights Bill. Key areas to watch include:
- Changes to statutory sick pay.
- Adjustments to eligibility requirements for some family leave and pay.
- Reforms to “fire and rehire” practices.
- Unfair dismissal becoming a “day one” employment right.
- Ending exploitative zero-hours contracts.
- Liability for harassment by a third party.
One critical change to note is that unfair dismissal will become a day one right in Autumn 2026. This means that the clock is already ticking. For example, employees starting in January 2025 will have unfair dismissal rights after approximately 20 months of employment (excluding any automatically unfair dismissal claims, which are already a day one right).
While many of these changes are still taking shape, and it is not anticipated that the majority of these key changes will come into effect until 2026, the message for 2025 is clear: adaptability and compliance will be critical to ensure your organisation is prepared for the road ahead.
2025 will see at least one change to employment legislation. The Neonatal Care (Leave and Pay) Act will likely come into force from April 2025, granting parents a new statutory right to pay
and leave for parents who have a child placed in neonatal care within the first 28 days after the child’s birth. Details on how this will be applied is yet to follow and we will keep you up to date on our website and newsletter.
Partnering for Success
At Roots HR CIC, we are the UK’s specialist HR consultancy for the social sector, committed to driving performance and sustainability through effective people management.
Our team comprises fully qualified professionals with extensive social sector and senior management experience, ensuring that our solutions are tailored to your organisation’s needs and aligned with your culture.
We take pride in our technical accuracy, outstanding customer service, and a reputation built on excellence. Recognised as finalists in both HR and social sector awards, we are proud to have a proven track record, as demonstrated by our fantastic clients.
Whether navigating legislative changes, restructuring for sustainability, or enhancing employee engagement, we are here to support you every step of the way. Let us help you meet the challenges of 2025 and beyond with confidence and compliance.
For expert guidance tailored to your organisation’s needs, get in touch today!
