Mid-Year Employment Law Update: What UK Employers Need to Know in June 2025
19 June 2025
Mid-Year Employment Law Update: What UK Employers Need to Know in June 2025
The first half of 2025 has brought several important developments to UK employment law, some already in effect and some due later in the year. For SMEs, staying compliant can be challenging but at Schofield & Associates we can assist you to stay compliant, reducing the risks of legal claims.
The following list highlights some key legal changes as of June 2025 that every employer should be aware of, along with practical steps that can be taken now.
Neonatal Care Leave and Pay
Under the Neonatal Care (Leave and Pay) Act 2023, from April 2025, parents of babies who require neonatal care (within 28 days of birth and at least 7 continuous days) will be entitled to:
- Up to 12 weeks' leave, in addition to other parental entitlements
- Leave available from day one of employment
- Statutory pay will be available for those who meet eligibility
How we can assist at Schofield & Associates:
- Update maternity, paternity and family leave policies
- Train managers to support affected employees
- Plan for cover and continuity in cases of unexpected extended leave
Flexible Working - Now a Day One Right
The Employment Relations (Flexible Working) Act 2023 came into force on the 6th of April 2024, giving all employees the right to request flexible working from day one of employment.
Key changes:
- Employers no longer need 26 weeks' service before making a request
- Employers must respond within 2 months, down from 3 months
- Employers must consult with the employee before rejecting a request
How we can assist at Schofield & Associates:
- Update your flexible working policy and application form
- Train managers on consultation requirements
- Advise on keeping written records of all requests and decisions to ensure transparency
Holiday Pay and Leave Reform
Following the changes introduced by the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023, which took effect from the 1st January 2024, some of the following updates are not in force:
For irregular hours and part-time workers:
- Employers can now use rolled-up holiday pay at 12.07% of pay
- Annual leave accrues in hours based on hours actually worked
Carryover of leave:
- Holiday must now generally be used within 18 months of the end of the relevant leave year if carried over due to illness
How we can assist at Schofield & Associates:
- Identify affected workers in your business
- Update employment contracts and leave policies
What We Can Do
At Schofield & Associates, we can assist with employment law compliance, by:
- Drafting and reviewing employment contracts, policies and handbooks
- Assisting in the understanding of new legal requirements
- Advising on complex legal matters
- Providing representation and advice in event of tribunal claims
At Schofield HR, we can assist in:
- Interpreting and applying new policies and entitlements in a tailored and practical way
- Providing day-to-day HR advice and guidance
- Handling performance concerns and absence management
- Delivering training and support on new responsibilities
Conclusion
As we move into the second half of 2025, it's clear that employment law continues to change and affect the running of businesses. For SMEs, this means taking proactive steps to ensure compliance with new laws. Whether you need advice, or hands on legal and HR support, we're here to help.
If you're looking for advice, please contact:
Eileen Schofield for Employment Law advice on eileen.schofield@schofieldandassociates.co.uk - 01564 334614
Derri Moran for HR advice on derri.moran@schofieldhr.co.uk - 07508 741505
For our Main website pages:
https://www.schofieldandassociates.co.uk/
https://www.schofieldandassociates.co.uk/hr