May 2025 news

Hello and welcome to the latest edition of our newsletter!
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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:

• Unfair Dismissal Rights: The Bill proposes granting employees the right to claim unfair dismissal from day one of employment, though this may be delayed until after a 90-day probation period.
• Zero-Hours Contracts: Employers will be required to offer guaranteed hours to zero-hours workers under certain conditions, with specific details to be developed in future regulations.
• Fire and Rehire Practices: The Bill aims to make it automatically unfair to dismiss an employee for not agreeing to a contract variation or to dismiss them to re-employ them on different terms without attempting to agree a contract variation.
• Trade Union Legislation: The Bill includes provisions to strengthen trade union powers, including easier access to workplaces and changes to industrial action balloting requirements.
• Statutory Sick Pay (SSP): The Bill proposes increasing SSP rates and extending eligibility to more workers.

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:

• Review and Update Policies: Ensure that all relevant HR and family leave policies reflect the new entitlement.
• Prepare for Absenteeism: Given that the law covers up to 12 weeks of paid leave, businesses should plan for potential absences. This might involve cross-training employees or ensuring that there’s a clear process for covering work during an employee’s absence.
• Clear Communication with Employees: It’s important to clearly communicate the available leave options to your employees. Ensure that they understand the process for requesting leave and the financial support they can expect. This could be a valuable opportunity to build trust and show your commitment to their wellbeing.
• Payroll Considerations: Make sure your payroll system is set up to handle this new form of leave and pay. This could involve adjusting calculations for employees taking neonatal leave, and ensuring the correct level of support is paid.

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.

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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.

NEWS

Transgender 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:​

• Review and Update Policies: Ensure that workplace policies such as anti-discrimination and inclusion reflect the new legal definitions and provide clear guidelines on toilet usage and reflect the latest guidelines on transgender employees’ rights.
• Provide Alternative Facilities: Offer unisex or gender-neutral toilets to accommodate transgender employees and prevent discrimination.​
• Train Staff: Educate employees about the new policies and the importance of respecting all colleagues' rights and dignity.​
• Consult with Employees: Engage with transgender employees to understand their needs and concerns regarding toilet facilities.​
• Create a Safe and Inclusive Environment: Ensure that all employees feel safe and comfortable in their workplace, especially in shared spaces like restrooms.

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