AUGUST 2025 NEWS

Hello and welcome to the August edition of our newsletter! 

As summer moves along, we’re continuing to track the Employment Rights Bill and other key legislative changes that could reshape the workplace over the next two years. 

Back in May, we summarised the Bill’s major proposals including day-one unfair dismissal rights. Since then, the House of Lords has voted to replace that proposal with a six-month qualifying period. The government is expected to try to reinstate day-one rights when the Bill returns to the House of Commons in September, so the final position isn’t settled. 
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​Alongside this headline change, the Bill still contains other significant measures: reforms to zero-hours contracts aimed at predictable/guaranteed hours, stronger trade union powers, tougher “fire-and-rehire” rules, and expanded Statutory Sick Pay eligibility. We also looked at the Neonatal Care (Leave and Pay) Act 2023, which gives parents up to 12 weeks’ leave (paid where eligible) if their newborn is in hospital. This applies to babies born on or after 6th April 2025. 

This month, we focus on how these proposals are evolving, plus other legal updates you should know about, and a recent tribunal case with lessons for all employers. 

Employment Rights Bill - Latest Updates 

The Bill continues its passage through Parliament and is now expected to receive Royal Assent between September and October 2025, with staged implementation across 2026–2027. While the proposals are not yet law, timelines and details are becoming clearer.
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Statutory Sick Pay (SSP) 
Current law: 

• SSP currently begins on the fourth day of absence. 
• Only employees earning at or above the Lower Earnings Limit qualify (currently £125/week for 2025/26).
• The current SSP rate is £118.75 per week for up to 28 weeks.

Proposed changes (from April 2026): 

• SSP payable from day one of illness. 
• Eligibility expanded by removing the Lower Earnings Limit and paying 80% of average weekly earnings or the flat rate (£118.75), whichever is lower.

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Impact for employers: 

• Absence policies and payroll systems may need updating. 
• Enhanced sick pay arrangements may need reviewing to avoid duplication. 
• Managers may require updated training on short-term absence management.

Paternity & Parental Leave  
Current law:  

• Paternity leave: 26 weeks’ service required; up to 2 weeks’ paid leave. Since 6th April 2024, it can be taken as one 2-week block or two separate 1-week blocks at any time in the first 52 weeks after birth or adoption placement.
• Parental leave (unpaid): 1 year’s service required; up to 18 weeks per child (generally up to 4 weeks per year unless the employer agrees otherwise).  

Proposed changes (from April 2026):  

• Day-one eligibility for both paternity and unpaid parental leave.  
• Additional protections for pregnant employees and new mothers may follow in 2027. 

Impact for employers:  

• Family leave policies will need updating.  
• HR systems will need to manage more flexible leave patterns.  
• Line managers should be ready to support greater flexibility in when leave is taken.

​Zero-Hours Contracts 
Current law: 

• No obligation to offer guaranteed hours. 
• Little notice of shifts is common. 
• Exclusivity clauses banned in most cases, but predictable hours are not legally required.

Proposed changes (from 2027): 

• Employees with regular hours may have the right to request guaranteed hours.
• Employers may need to provide reasonable shift notice and compensation for cancellations.
• A new Fair Work Agency will enforce compliance.

Impact for employers: 

• Review zero-hours arrangements, especially for regular patterns of work. 
• Update scheduling and rota systems to meet notice requirements. 
• Train managers on new rights and obligations for shift allocation.

Other Key Legal Changes to Note
Neonatal Leave - In force from April 2025  
Parents of babies in hospital for more than 7 days now have a day-one right to up to 12 weeks’ paid leave, in addition to maternity, paternity, or shared parental leave.  
Action: Update policies, payroll, and manager guidance to ensure compliance.  

NDAs in Harassment & Discrimination Cases - Ban Proposed  
The Employment Rights Bill proposes making any confidentiality clause unenforceable if used to prevent someone from speaking about harassment or discrimination.  
Action: Review template settlement agreements and ensure clauses are future-proof.  
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Corporate Fraud Liability - From 1st September 2025  
Large employers (250+ staff or £36m+ turnover) will face criminal liability for failing to prevent fraud by employees unless they have robust prevention systems.  
Action: Audit fraud prevention measures and train staff on reporting concerns. 


Final Thoughts  
While most of these changes won’t take effect straight away, the employers who start preparing now will be in the strongest position when the new laws arrive. Thinking ahead not only avoids last‑minute compliance headaches, it also shows your people that you’re committed to fairness, flexibility, and wellbeing.  
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Hayes HR are here to help you navigate every stage of that journey, from updating policies and training managers to creating workplace practices that work for both your employees and your business. The future of work is evolving, let’s make sure you’re ready for it!  ​

NEWS

​A British Airways flight attendant has won her tribunal claim for disability discrimination, failure to make reasonable adjustments, and unfair dismissal after nearly 40 years of service with the airline. 

Jennifer Clifford, 58, developed anxiety and stress following the pandemic and was declared unfit to fly. Despite medical recommendations for a phased or adjusted return to work, she was dismissed rather than redeployed to a ground-based role. 

The tribunal found that British Airways had not taken adequate steps to explore reasonable adjustments or alternative positions and had therefore discriminated against Ms Clifford on the grounds of disability. Her length of service and the circumstances of her dismissal were considered significant factors. 

Compensation will be decided at a separate hearing, with the award expected to reflect her long career, loss of earnings, and injury to feelings. 
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What employers can learn: 

• When employees are unable to perform their original duties due to a disability, explore all reasonable adjustments and alternative roles before considering dismissal. 
• Work closely with occupational health and act promptly on their recommendations.
• Train managers to respond to mental health disclosures with empathy and ensure they are aware of legal obligations under the Equality Act 2010. 
• Keep detailed records of all discussions, assessments, and decisions to evidence fair treatment.

HAYES HR TEAM:  
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We’ve had some changes to our team this month! Please join us in welcoming Seb Kitchin, our new HR Apprentice; Vicky Eales, joined us as Employee Experience Partner; and Will Craggs, supporting the team as HR Administrator for the month of August. At the same time, we said goodbye to Kim, who has started a new role as a Teaching Assistant at the local Primary School - we wish her all the best for this next chapter. ​

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        Please also join us in congratulating
        Daisy, whose job title has changed
        to HR Generalist to better reflect
        her role and responsibilities. ​

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KEY DATES FOR DIARY:

• 22nd September-28th September - Recycle Week
• 9th September - World Suicide Prevention Day
• 21st September - International Day of Peace
• 10th October - World Mental Health Day
• October - Black History Month
• September-October - Employment Rights Bill expected to receive Royal Assent

WHATS NEXT:

​Curious how artificial intelligence is really changing HR? In our next blog, we dive into the ways AI is reshaping recruitment, onboarding, training, and pay. We’ll also break down the legal and ethical questions that every employer should be asking as technology evolves. Whether you’re looking to boost efficiency or simply want to see what “human-led, tech-supported” means in practice, this is a discussion you won’t want to miss! 

WHAT JO'S UP TO THIS MONTH !

A huge thank you to Lead with Humanity (and Bruce Perry) for an unforgettable, life-changing experience in South Africa. Jo is back from the Human Centric Leadership Programme, re-energised and ready to bring fresh insights into our work with clients. Here’s to growth, bravery and transformation! 
 
The Gift of Time: Reflections from Durban 
There are moments in life when the world seems to press pause, and you’re invited to truly notice the passage of time. For me, one of those moments came on day one of the Lead with Humanity Leadership Programme in Durban, South Africa. 
From the very beginning, we were encouraged to step back from the noise of daily life and to consider time not as a commodity to be managed, but as a gift to be honoured. 
 
Looking Back 
The programme opened with a reflection on where we’ve come from. We were asked to trace the path of our own stories: the moments that shaped us, the choices that redirected us, and the lessons that continue to echo in our lives. 
As I thought back, I realised how rarely we give ourselves permission to pause and honour our own journeys. It is easy to celebrate the milestones, but what about the quieter steps? The moments of uncertainty, the unexpected detours, the times of growth that only reveal their importance in hindsight? 
Those reflections reminded me that leadership is not only about moving forward; it is also about recognising and respecting the ground we’ve already covered. 
 
Looking Ahead 
From reflection came curiosity. We were invited to look ahead with courage and to ask what the next chapter of our story might hold. 
There was an energy in the room, a sense that each of us was standing at the edge of something not yet defined. The programme reminded us that life’s journey is far from over. If anything, it is only just beginning. 
This reframing was powerful: the future doesn’t have to be a destination already mapped out. Instead, it can be an open invitation to step forward with curiosity, trusting in what we’ve already learned and willing to keep discovering. 
 
The Galileo Reminder 
A quote shared that day has stayed with me: 
“We cannot teach people anything. We can only help them discover it within themselves.” 
- Galileo Galilei 
It felt like a gentle call to action. Leadership is not about providing all the answers but creating the space where discovery is possible, for ourselves and for others. 
 
A Lasting Reflection 
Durban offered me more than beautiful landscapes and rich culture; it gave me the gift of time. Time to reflect, to honour the past, and to lean into the future with openness. 
As I look back on that first day, I carry forward the reminder that leadership is as much about self-discovery as it is about guiding others. And sometimes, the greatest gift we can give, to ourselves, to our teams and to the world is simply time. 

​I look forward to hearing from you soon.
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Jo