2024 brought significant updates to employment law, with more on the way in 2025. Key updates from 2024 include changes to flexible working, paternity leave, redundancy protections during and after maternity leave, TUPE, and the introduction of carer’s leave. We’ve also seen a new Code of Practice for fire and rehire and a duty to prevent sexual harassment.

Looking ahead, the Employment Rights Bill outlines an ambitious agenda for reform, which some are calling the most significant overhaul of employment rights in decades. But what do these changes mean for employers?

Our expert employment team at Stevens & Bolton hosted a webinar on 26 November 2024 exploring the practical implications of these reforms and the potential challenges they may bring.

The key reforms covered include:

• Protection from unfair dismissal from day one of employment
• Extended duty to prevent sexual harassment and liability for third party harassment
• Restrictions on fire and re-hire
• Wider application of collective redundancy obligations
• Greater predictability for those on zero-hours and other casual contracts
• Expansion of family friendly rights and of the right to receive statutory sick pay
• Enhanced rights for trade unions

Watch the webinar recording

To access the full recording and gain insights into how these changes could affect your business, email us at events@stevens-bolton.com.