Here are three areas worth checking now:
1. Flexible Working Is a Day-One Right
Employees can now request flexible working from day one of employment.
If your contracts still reference the old 26-week qualifying period, they’re outdated.
Managers also need to understand the updated process — mishandling requests is where disputes often begin.
2. Carer’s Leave
Employees are entitled to one week of unpaid carer’s leave per year.
If you don’t have a policy in place, you have a compliance gap.
Without clear guidance on how it’s requested and recorded, confusion turns into risk.
3. Extended Redundancy Protections
Protections for employees on maternity, adoption and shared parental leave have been strengthened.
If you’re restructuring — or might be — this is critical.
Most employment disputes don’t come from deliberate non-compliance.
They come from policies that haven’t kept pace with legislation.
A short audit of your contracts and HR documentation now is far cheaper — and far less stressful — than defending a claim later.
Is your HR documentation up to date for 2025?
#HRConsultancy #EmploymentLaw #SMEs #HRCompliance #FlexibleWorking #CarersLeave #Redundancy #HRStrategy #BusinessLeadership
