The trainer was extremely knowledgeable and delivered all aspects of the course with clear and concise information.Without a doubt the best trainer I have experienced in 40 years of attending courses!L. O’Conner - Obedair Construction<a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/courses/mhfaiders">Mental Health First Aiders (MHFAiders®)</a>

Without a doubt the best trainer I have experienced!

As we move through the second half of 2025, UK employers have been, and continue to, navigate a busy year of HR and safety compliance. From new employee rights to major regulatory reforms, the pace of change is accelerating, and the cost of falling behind is significant.Here we summarise three key changes from the year so far and highlight two important upcoming developments. These changes illustrate the breadth of compliance responsibilities facing employers and the importance of proactively reviewing policies, training, and risk assessments. For organisations needing guidance, SSG’s Consultancy and ADVISOR services provide tailored advice and support – <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/advisor">find out more here</a>.<h3 id="c5ee7a70-d228-495d-9e08-ef112e429e80" data-toc-id="c5ee7a70-d228-495d-9e08-ef112e429e80" style="text-align: justify">Neonatal care leave and pay – a landmark for working parents</h3>Since 6 April 2025, employees whose babies require neonatal care within the first 28 days of birth and have a continuous stay in hospital of seven days or longer, are now entitled to up to <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/neonatal-care-pay-leave">12 weeks of statutory Neonatal Care Leave</a>. This is a landmark policy, offering crucial support for parents during some of the most stressful weeks of their lives. For employers, HR systems, payroll software and line manager guidance must already reflect these entitlements. Failure to pay correctly risks not only tribunal claims but reputational damage. This policy builds on a wider legislative drive seen in recent years - from <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/news/parents-to-receive-day-one-right-to-neonatal-care-leave-and-pay">Shared Parental Leave</a> to enhanced <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/news/millions-to-benefit-from-new-flexible-working-measures">flexible working rights</a>.<h3 id="667baf28-4b1d-4189-95e0-4d7f32bde2a6" data-toc-id="667baf28-4b1d-4189-95e0-4d7f32bde2a6">National minimum and living wage - keeping pay policies up to date</h3>In April 2025, new statutory pay rates came into effect. <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/national-minimum-wage-rates">The National Living Wage (NLW)</a> was uplifted once again, alongside adjustments to Statutory Sick Pay (SSP), which now stands at £118.75 per week.For payroll teams, these updates interact directly with neonatal leave entitlements, the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/updates/employment-rights-bill-update">Employment Rights Bill</a>, and other statutory rights. Errors can quickly snowball, creating unlawful deduction claims and reputational risks. In 2024, <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/news/over-500-companies-named-for-not-paying-minimum-wage">HMRC named and shamed over 500 employers</a> for failing to pay the minimum wage, with arrears totaling nearly £16 million.<h3 id="a7807e17-9bf0-4a96-9f93-8999bedcd396" data-toc-id="a7807e17-9bf0-4a96-9f93-8999bedcd396">Failure to Prevent Fraud law - preparing for a new compliance duty</h3>On 1 September 2025, the government’s long-anticipated <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/updates/forthcoming-legislation-the-failure-to-prevent-fraud-law">Failure to Prevent Fraud law</a> will commence, creating a new corporate offence where organisations can be held liable if they fail to prevent fraud committed by employees or agents for their benefit. This forms part of the wider Economic Crime and Corporate Transparency agenda.In practice, this means large organisations must review their fraud risk assessments, staff training, reporting channels, and internal controls – as highlighted by the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.cps.gov.uk/cps/news/organisations-must-prepare-now-new-fraud-prevention-law">CPS</a>.Employers are strongly advised to prepare now. At SSG we have highlighted the importance of readiness – <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/updates/forthcoming-legislation-the-failure-to-prevent-fraud-law">read our update on the Failure to Prevent Fraud Law</a> which explores this more in detail.<h3 id="33f053bd-50de-4161-882b-c560b95f902d" data-toc-id="33f053bd-50de-4161-882b-c560b95f902d">Fire safety - strengthening the regulatory framework</h3>In March 2025, amendments were made to <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/publications/fire-safety-approved-document-b">Approved Document B</a>, which sets out guidance on meeting the requirements of Building Regulations in England. Among the most notable changes is the requirement for sprinklers in all new care homes, alongside tightened standards for fire resistance classifications and clearer handover duties for fire safety information at completion.This is the latest in a series of reforms following Grenfell, including the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/publications/fire-safety-act-2021/fire-safety-act-2021-factscheet-information-on-commencement-of-sections-1-and-3-of-the-fire-safety-act">Fire Safety Act 2021</a>, the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/news/new-fire-safety-guidance-comes-into-force-on-1-october-2023">Building Safety Act 2022</a>, and the creation of the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.hse.gov.uk/building-safety/regulator.htm">Building Safety Regulator in 2023</a>.<h3 id="8bc5e61c-1a9f-47eb-ab2a-ea8125d3000e" data-toc-id="8bc5e61c-1a9f-47eb-ab2a-ea8125d3000e">Furniture and furnishings (fire) regulations - a short compliance window</h3>Coming into force on 30 October 2025, the <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.gov.uk/government/publications/furniture-and-furnishings-fire-safety-regulations/furniture-and-furnishings-fire-safety-amendment-regulations-2025-uk">Furniture and Furnishings Regulations 2025</a> modernise flammability requirements for upholstered furniture and furnishings.The compliance window is short, raising implications for manufacturers, retailers, and both <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.legislation.gov.uk/uksi/1988/1324/contents">commercial and domestic accommodation providers</a>. Such organisations have only a few months to audit supply chains, test products, and update records in order to ensure items meet the new standards from October 30th.<h3 id="bc993853-f8fa-4fb7-9e1e-f24803c6be24" data-toc-id="bc993853-f8fa-4fb7-9e1e-f24803c6be24">The bigger picture - from HR rights to safety standards, and beyond</h3>When viewed together, these five developments illustrate the wide scope of responsibilities facing UK employers in 2025 - from HR entitlements and pay rates, to fire safety obligations and fraud prevention.Each reform strengthens protections for people, and proactive employers who update systems, policies and training will avoid penalties whilst leading safer, fairer workplaces.Looking for guidance and support? We can provide tailored consultancy and ongoing compliance advice through our <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/advisor">ADVISOR membership</a> schemes and range of <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://www.ssg.co.uk/consultancy">consultancy services</a>. Get in touch with one of our team today on 01752 201616 or <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="mailto:info@ssg.co.uk">info@ssg.co.uk</a> to discuss your requirements.

Summarising key updates to employment, health and safety, and HR legislation in the UK this year.

Staying ahead of the curve: Key employer duties in 2025

Constructive dismissal occurs when an employee, with at least two years’ service, resigns because they believe their employer has breached the employment contract, such as when a change of terms is enforced without consultation.But the breach can occur in a more subtle way such as when an employer breaches an “implied” term. One such an implied term is “trust and confidence” which is a mutual obligation between employer and employee.If an employee believes their employer has breached their trust and confidence they can bring a claim for constructive dismissal.Recent tribunal cases have highlighted examples of employer breaches of trust and confidence. These include:<ul><li>An employer hiring a permanent replacement for an employee off sick receiving treatment for cancer.</li><li>A final straw incident (relatively minor on its own) that triggered an employee resignation after a long series of incidents.</li><li>A nurse resigning after years of bullying by a colleague. The acts of bullying by the colleague included not greeting her in the morning and excluding her from tea rounds. The employer failed to deal with the breakdown in the employees’ relationship as they tolerated the bullying.</li><li>The specific desk an employee was asked to sit at contributed to a finding of constructive dismissal as it was seen as symbolically representing a demotion. The employer also made threats of disciplinary action and failed to communicate around changes to the employee’s role and working conditions.</li></ul><h3 id="d3f4fee9-a67f-4662-afda-71405633130c" data-toc-id="d3f4fee9-a67f-4662-afda-71405633130c">Learning for employers</h3><ul><li>Ensure there are clear lines of communication available to all employees to raise and discuss concerns freely</li><li>Ensure managers are aware of and address workplace issues and friction</li><li>Respond promptly, fairly and effectively when complaints and grievances are raised</li><li>Ensure support is offered to complainants and those affected by difficulties at work</li><li>Ensure policies, procedures and training which relate to culture, behaviours, grievances and discipline are up to date, accessible to all and easy to understand</li></ul>

Constructive dismissal occurs when an employee, with at least two years’ service, resigns because they believe their employer has breached the employment contract.

Did you know employees can claim unfair constructive dismissal if they feel their employer forced them to leave?  

Hopefully most of our clients will know that asking an interviewee “are you pregnant?” or “how old are you?” is opening the door wide to claims of discrimination. But there are other questions that employers may want to ask where the question of legality is less clear cut.A starting point for considering if your intended questions might be discriminatory is to consider if they relate to one of the nine protected characteristics. These are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief and sexual orientation. Questions that probe into these areas, either directly or indirectly, are likely to be discriminatory and should be avoided.Here are some of the questions that you might want to ask a candidate but which could be construed as discriminatory and also the safer alternatives to ask:<ol><li>“What are your childcare arrangements?”Questions on childcare arrangements can lead to discrimination based on sex, pregnancy and maternity.<ul><li>Ask instead – “Are you able to meet the attendance requirements of this position?”</li></ul></li><li>“How many sick days did you take in your last job?”Questions on sickness are indirectly checking on a candidate’s health status and if they are disabled. A high level of sickness absence could be due to a long-term health condition that qualifies as a disability.<ul><li>Ask instead – “Are you able to meet the attendance requirements for this role?”</li></ul></li><li>“What school did you go to?” or “What neighbourhood did you grow up in?”Such questions can be used to infer race, socio-economic background or religion. Asking about a school can inadvertently reveal protected information such as a candidate’s religion or belief.<ul><li>Ask instead - “Can you tell me about your educational background and any qualifications relevant to this role?”</li></ul></li><li>“Are you a member of a trade union?”Asking about trade union membership is a breach of the Trade Union and Labour Relations Act 1992, which makes it illegal to discriminate based on union membership.<ul><li>There is no legal way to ask about union membership during recruitment.</li></ul></li><li>“Do you drink alcohol or take drugs?”Questions that delve into private lifestyle choices can be discriminatory under the protected characteristic of disability. Addiction can be considered a disability.<ul><li>Ask instead – “This role requires strict adherence to our drug and alcohol policy. Are you able to comply with this policy?”</li></ul></li></ol>You can read the full article about illegal job interview questions <a target="_blank" rel="noopener noreferrer nofollow" class="link" href="https://hrnews.co.uk/expert-warns-to-not-ask-these-illegal-job-interview-questions/">here</a>.Source: Gavin Parrot

Asking an interviewee “are you pregnant?” or “how old are you?” is opening the door wide to claims of discrimination. 