Workplace reform in focus: what the latest employment laws mean for you

The UK employment landscape is evolving, with recent legislative updates offering not just compliance challenges but strategic opportunities.

Rather than viewing these changes as tick-box exercises, forward-thinking employers can use them to shape a more inclusive, engaged and successful workforce.

Here we highlight recent and forthcoming changes in UK employment law – covering flexible working, carer’s leave, enhanced family protections and menopause considerations – and explain how employers should strategically adapt.

Embracing change to meet modern workforce expectations

Today’s employees increasingly expect flexibility, support and inclusivity.

Legislation reflects this shift. But adapting to these new norms is not just about legal compliance for employers, it’s a chance to align workplace practices with what people value.

Those who embrace this change can strengthen their appeal to top talent, boost morale and retention, and create a more resilient and productive organisation – which, in turn, can support stronger business performance and improve profitability.

Supporting working carers

The Carer’s Leave Act 2023¹, which came into effective from April 2024, introduces a day-one right to one week of unpaid leave per year for employees caring for someone with long-term care needs.

The Act provides a broad definition of a dependant, extending beyond immediate family and traditional living arrangements to include anyone who reasonably relies on the employee for care. With an estimated 5.8 million unpaid carers in the UK according to the 2021 Census, the impact of these changes on a significant portion of the workforce is clear.

Creating a culture that supports carers – through clear internal guidelines, empathetic management and, where possible, enhanced leave entitlements – can help reduce stress-related absence, foster loyalty and demonstrate a genuine commitment to employee wellbeing. This also extends to being mindful of carers when planning work events and team activities, ensuring they can participate and feel included wherever possible.

Flexible working: a fundamental shift

The Employment Relations (Flexible Working) Act 2023², also effective from April 2024, introduces several significant changes to how flexible working requests are handled.

Most notably, it gives employees the right to request flexible working from day one of employment. Employees can now make two requests per year, and employers must respond within two months, engaging in a meaningful consultation before reaching a decision. Employers can still decline requests on valid business grounds.

This is more than just a regulatory update for employers – it’s an opportunity to promote work-life balance, reduce operational costs and tap into a wider talent pool.

By updating flexible working policies and equipping managers to handle requests consistently and fairly, organisations can better support their people while enhancing productivity.

Enhanced protections for working families

Several legislative updates have strengthened workplace support for employees during key life stages:

Extended redundancy protection under the Protection from Redundancy (Pregnancy and Family Leave) Act 2023³, effective from April 2024, ensures that pregnant employees and those returning from family leave must be offered suitable, alternative roles in redundancy situations.
Paternity leave flexibility has been improved through the Paternity Leave (Amendment) Regulations 2024⁴, enabling leave to be taken in two separate one-week blocks within the first year and allowing a reduced notice period.
Neonatal care leave, which came into force in April 2025 under the Neonatal Care (Leave and Pay) Act 2023, gives eligible parents up to 12 additional weeks of leave if their newborn requires at least seven consecutive days of neonatal care.

Employers must also remain alert to annual updates in statutory pay rates for maternity, paternity, adoption and shared parental leave.

By updating family leave policies in line with these changes and preparing for future entitlements, employers can better support working parents and reinforce their reputation as a family-friendly organisation.

Menopause in the workplace: moving towards best practice

Although there is no dedicated menopause legislation at present, employers already have obligations under the Equality Act 2010⁵ and Health and Safety at Work Act 1974⁶.

Notably, these were recently reinforced by EHRC guidance⁷, which clarifies the legal duty to provide a safe and inclusive working environment for those experiencing menopause.

Employers can also refer to BS 30416:2023, the British Standard for Menstruation, menstrual health and menopause in the workplace, which offers practical guidance for creating a supportive environment.

Taking proactive steps – such as introducing a dedicated menopause policy, offering reasonable adjustments and delivering awareness training – can improve retention, reduce absenteeism and support a more inclusive workplace culture.

Aligning employee benefits with regulatory change

An effective employee benefits strategy can enhance your organisation’s response to these legislative updates.

Challenges such as caring responsibilities or the impact of menopause can take a toll on employees’ mental health and wellbeing. Offering access to an Employee Assistance Programme (EAP) can be a valuable first step – particularly when it includes dedicated support for carers or those affected by menopause.

There is also a growing range of targeted benefits that support employees through key life stages – from menopause and menstruation support to carer-focused resources – which can complement foster a more inclusive workplace.

To maximise impact, all benefits should be clearly and regularly communicated and be easily accessible, ensuring employees know what’s available and feel confident using it.

Preparing for future

In addition to the recent legislative updates, UK employers should begin preparing for several significant changes expected over the coming months.

The Employment Rights Bill⁸ proposes wide-ranging reforms. These include a day-one right against unfair dismissal, restrictions on “fire and rehire” practices, stronger protections for flexible workers – such as guaranteed hours and advance notice of shift changes – as well as day-one access to statutory sick pay and a new right to paid bereavement leave. Furthermore, it is expected that companies with more than 250 employees will be required to complete an Equality Action Plan, which is anticipated to include specific reference to menopause support.

The forthcoming Equality (Race and Disability) Bill may further extend equality legislation, while the Paternity Leave (Bereavement) Act 2024⁹ will provide a day-one right to paternity leave in cases of maternal bereavement shortly after birth – a vital step in supporting grieving families.

Seizing the opportunity to build a better workplace

Recent and upcoming employment law changes give UK businesses a valuable opportunity to reimagine their approach to people management.

By creating a culture rooted in support, flexibility and inclusion, employers can build workplaces that attract, retain and empower their people – benefiting both today’s workforce and the next generation.

Disclaimer:

This guide is intended for general informational purposes only and does not constitute legal, HR or financial advice. While we endeavour to ensure the information is accurate and up-to-date, the content of this guide should not be relied upon as a substitute for professional advice.

Readers should seek independent legal advice from a qualified employment law specialist regarding any specific employment law queries or before making any decisions based on the information provided herein. Towergate Employee Benefits accepts no responsibility for any loss or damage arising from reliance on the information contained in this guide.

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