May 2025 Update

What’s New, What’s Coming, (and What You Might’ve Missed)

Time for a fresh HR catch-up to keep you in the know. We’ve got legal changes, handy resources, and a few gentle nudges on the things you might want to get ticked off the list.

  What’s Changed in 2025?

Pay Rates increased (from April 2025)

Minimum wage changes have kicked in – make sure your payroll’s up to date:

• 21+: £12.21/hour

• 18–20: £10.00/hour

• 16–17 & apprentices: £7.55/hour

Neonatal Leave is now law

From April, new parents whose babies are in hospital (born before 28 days old, in for 7+ days) can take up to 12 weeks of extra paid leave. This is on top of maternity/paternity leave – so keep this in mind when supporting new parents.

Statutory Payments Have Also Increased

• Sick pay: £118.75/week

• Maternity/Paternity/Adoption etc: £187.18/week

• Redundancy pay: £719.00/week cap

Got questions on pay or leave entitlements? Contact me – I’m always able to help!

What’s Coming Up Next?

We’re keeping an eye on the Employment Rights Bill, expected to start rolling out later this year. Key proposals include:

• Banning exploitative zero-hours contracts

• “Day one” rights to sick pay, unfair dismissal protection, and flexible working

• Longer time to bring tribunal claims (6 months instead of 3)

• Stricter rules on “fire and rehire”

• A new Fair Work Agency (a watchdog agency)

It’s not all law yet – but it’s coming. We’ll keep you posted as it develops.

Also on the horizon: updates to equality law, including changes to how equal pay works (it might soon cover race and disability too), plus dual discrimination rules and pay transparency measures, although likely to be larger organisations first.

Watch this space.

Sexual Harassment: Your Legal Duty

 

You should know this, but if you’ve missed it:

Since October 2024, the law now says employers must take reasonable steps to stop sexual harassment happening at work – including from customers, clients and visitors. That means:

• Carrying out risk assessments

• Delivering training

• Having a clear, active policy

• Showing you’ve taken it seriously

There’s a legal duty to act, not just react. The Equality & Human Rights Commission will be watching – and fines are coming if organisations don’t step up.

Have you done your training and risk assessment yet?

If not, get in touch with me. I’ve got a toolkit ready and can help you get everything in place (and tick the compliance box while we’re at it).