Navigating the New Landscape: Key UK Employment Law Changes Employers Must Know
The world of work continues to evolve—and UK employment law is evolving with it. Several significant legislative changes have expanded employee rights and increased employer obligations. Staying informed isn’t just about legal compliance—it’s about fostering a fair, efficient, and future-ready workplace.
Here’s a breakdown of the most important legal updates every employer should know:
Flexible Working: A Day-One Right
The right to request flexible working is now available from the first day of employment. Employees can make two requests per year, and employers must consult with the employee before refusing. The decision period is reduced to two months. Employers should update their policies and train managers to handle requests fairly and lawfully.
Carer’s Leave: A New Statutory Entitlement
Employees now have the right to one week of unpaid leave each year to care for a dependant with a long-term care need. This is a day-one right and does not require medical evidence—employees can self-certify. Employers must update policies and ensure protection from detriment for staff exercising this right.
Redundancy Protections for Pregnant and Family Leave Employees
Employees who notify their employer of pregnancy or take maternity, adoption, or shared parental leave are entitled to priority status for suitable alternative roles in redundancy situations. This protection can extend up to 18 months after birth or adoption. Employers must track affected employees and carefully handle redundancy processes to avoid unfair dismissal claims.
Right to Request Predictable Working Patterns
Workers with at least 26 weeks of service and unpredictable working hours (including agency staff and zero-hours workers) will be able to request a more predictable working schedule. Employers must follow a statutory process for handling such requests and provide legally sound justifications if refusing.