HR Hub March 2025: Key Employment Law Updates Every HR Professional Should Know
Thank you to everyone who joined our in-person HR Hub event, co-hosted by Allen Associates and employment law specialists RWK Goodman. With senior HR professionals and business leaders in attendance, the session focused on the latest legislative developments and case law updates that will shape HR strategies and employer responsibilities in 2025 and beyond.
Here’s a round-up of the key takeaways from the morning:
- Flexible Working and Family Leave – A New Era of Rights
In 2024, there were a number of changes to family friendly rights: flexible working became a day-one right for all employees. Employers must not only consider requests but also consult meaningfully and respond within two months.
Enhanced redundancy protection was introduced for employees during and following family leave. For example, pregnant employees are now protected from the point they inform their employer of their pregnancy, up to 18 months after the child’s birth or adoption.
Paternity leave can now be split into two one-week blocks and taken any time within the first year.
Action point for HR teams: Review and update your family leave and flexible working policies to reflect the new entitlements, especially around consultation requirements and notification periods.
- Sexual Harassment – A Legal Duty to Prevent
As of October 2024, employers are required to take proactive steps to prevent sexual harassment in the workplace. This extends to harassment by third parties, including clients and customers.
Failure to demonstrate that “reasonable steps” were taken could result in a 25% uplift in tribunal awards. The Equality and Human Rights Commission (EHRC) recommends clear policies, risk assessments, robust training for staff and managers, and confidential reporting channels.
Practical reminder: Simply having a policy is not enough – you must be able to show it's embedded in practice and culture.
- Disability and Reasonable Adjustments – A Rising Risk Area
With a sharp increase in tribunals referencing neurodiversity and mental health, employers were reminded of their obligations under the Equality Act 2010 to make reasonable adjustments – not only to physical environments but also to workplace policies, recruitment practices and job roles.
Recent case law (Rentokil v Miller) confirmed that offering a trial period in a new role may be a required adjustment and that failing to consider future potential vacancies (Cairns v Royal Mail) can be discriminatory.
Action for employers: Document your approach to identifying and implementing adjustments, and consider developing an “adjustment passport” for employees with ongoing needs.
- Employment Rights Bill – Major Reforms on the Horizon
The session also looked ahead to the Employment Rights Bill, which is expected to take effect from 2026. Among the most talked-about proposals were:
- Day one rights to claim unfair dismissal, with a lighter-touch “statutory probation period”
- Banning exploitative zero-hours contracts and introducing the right to guaranteed hours
- Bereavement leave for close family members as a day-one entitlement
- Stronger protections against third-party harassment, codified in law
These reforms mark a significant shift in employment protections and will require careful implementation once passed.
- Menopause in the Workplace – From Awareness to Action
Menopause continues to be a workplace issue gaining traction. While it is not a protected characteristic, symptoms may amount to a disability under the Equality Act, triggering legal obligations. Employees may also be able to pursue claims relating to to age, sex and gender reassignment.
Several tribunal cases have found employers liable where symptoms were misunderstood, unsupported or dismissed. The EHRC now provides clear guidance on support measures including flexible hours, temperature control, and tailored workplace adjustments.
Key recommendation: Create or update your menopause policy and ensure training is in place to equip managers with the confidence to handle conversations sensitively.
- Case Law Highlights – Implications for HR Practice
The presentation also featured insightful recent case law, including:
- Tesco v USDAW: Reinforcing that employers cannot use “fire and rehire” tactics to remove permanent contractual benefits.
- British Airways v Rollett: Confirming that individuals without a protected characteristic can still bring claims if they suffer the same disadvantage as a protected group (now set out in Section 19A of the Equality Act).
- Higgs v Farmor’s School: Employers must balance reputational risks with respect for employees' protected religious or philosophical beliefs.
Final Thoughts
The evolving legal landscape means that HR leaders need to stay on the front foot, updating policies and practices to reflect new obligations while managing risk. The March HR Hub highlighted the importance of preparedness – from flexible working and family leave to harassment prevention and disability support.
We’ll be back next month with our next session on What Agentic AI Means for HR and Recruitment, featuring Surendra Phatak, GenAI Lead at PwC.
Interested in attending? Register here
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