 Hello and welcome to the latest edition of our newsletter! As always, we're committed to keeping you informed about the latest updates that impact your business. In this edition, we’ll explore recent legislative changes, including developments to the Employment Rights Bill, a new law on neonatal leave and what employers need to know about the UK government’s latest stance on transgender toilet use. We also include key upcoming dates you’ll want to mark in your calendars. Employment Rights Bill What’s happening next? The Employment Rights Bill has now completed its passage through the House of Commons and is currently under review in the House of Lords. The government has responded to consultations on zero-hour contracts, collective redundancy consultations, "fire and rehire" practices, trade union legislation and statutory sick pay, leading to a series of amendments to the Bill. These amendments were debated in Parliament on 11th and 12th March 2025. Key updates include:
The Bill is expected to be finalised this summer, with a staged implementation during 2025 and 2026. Employers should start preparing by reviewing their current policies to ensure compliance with these upcoming changes. HayesHR can assist in updating your contracts and policies to align with the new law. Neonatal Leave: What Employers Need to Know One of the most significant recent legislative changes is the Neonatal Leave and Pay Act. This law entitles parents to up to 12 weeks of paid leave if their newborn child is required to stay in neonatal care for an extended period after birth. This change will likely affect a large portion of employees and means that companies will need to:
By taking these steps, businesses will not only ensure compliance but also position themselves as employers who genuinely care about the wellbeing of their employees and their families. Offering this support can significantly contribute to higher employee satisfaction, loyalty and retention, which ultimately benefits your Company in the long run. Walking Meetings & Stand-Up Chats – Small Changes, Big Impact As we recognise Mental Health Awareness Week this May, it’s a great time to reflect on the small habits that can make a big difference to how we feel day-to-day. One of the simplest but most effective? Moving a little more throughout the working day. At HayesHR, we know that physical activity is closely tied to mental wellbeing. That doesn’t have to mean a full gym session or a 10k run — it could be as simple as swapping one seated meeting a week for a walking 1:1 or catching up over a stroll outdoors. These moments not only get us moving, but also allow for more open, relaxed conversation and a change of perspective — literally and mentally. Even small shifts like standing up during a video call, stretching between meetings, or taking your lunch break outside can break up long periods of sitting and help reset your focus. Research shows that regular movement boosts energy levels, reduces stress, and improves concentration — all key ingredients for maintaining a healthy mind at work. So, during Mental Health Awareness Week, why not schedule a walking catch-up with a colleague or try a ‘stand-up’ check-in? Sometimes, stepping away from the screen is the best way to reconnect — with ourselves and each other. NEWSTransgender Toilet Usage: What Employers Need to Know The Equality and Human Rights Commission (EHRC) has issued interim guidance stating that access to men's and women's toilets in workplaces and public services should be based on biological sex. This means that, legally, trans women (assigned male at birth) may be excluded from women's facilities, and trans men (assigned female at birth) from men's facilities. However, the guidance also emphasises that employers must ensure there are alternative facilities available for transgender employees, such as unisex or gender-neutral toilets, to prevent discrimination and uphold dignity and privacy Implications for Employers Employers should:
It's crucial for businesses to act promptly to comply with these legal requirements and to foster an inclusive and respectful workplace environment. If you need assistance in reviewing or updating your workplace policies to align with these changes, please don't hesitate to contact us. KEY DATES FOR DIARY:8th May – Ovarian Cancer Day
12th May – Mental Health Awareness Week 17th May – International Day Against Homophobia, Transphobia, and Biphobia: A day to promote diversity, inclusion, and workplace equality for all employees, regardless of sexual orientation or gender identity. June – Pride Month I hope you found this edition helpful — as always, we’re here to support you in navigating these changes and creating a workplace where everyone can thrive. I look forward to hearing from you soon. Jo
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