The workplace is always changing. The laws affecting your workplace and your employees within it are always evolving. Every year brings new trends, new responsibilities, and new employee demands, with employers constantly needing to revisit employment contracts, come up with new benefits packages, and find ways of attracting and retaining talent,

2024 has been yet another year of change, and as workplaces continue to adjust to demands for flexible working and hybrid opportunities. It has become apparent that some industries lend themselves to home, hybrid, and remote working and that more and more employees are seeking opportunities in such roles and industries. For others, this expectation of flexibility from candidates can be notably more challenging to consider, offer, and manage.

But what does 2025 and beyond have in store – and how can employment lawyers help you as you run or manage your business?

A Renewed Approach to Worker Protection

As has been clear from recent government announcements, the new Employment Rights Bill is now being passed through Parliament. The Bill incorporates numerous changes to UK employment law as we currently know it, and we will start to see changes in employer obligations and employee rights coming into force from 2026 and beyond.

Looking further ahead to 2025, employers must commit to workplaces with no space for harassment and discrimination. New positive obligations have recently been brought into UK law, meaning that employers must proactively take steps to anticipate, mitigate, and, where possible, prevent sexual harassment in the workplace.

In 2025, workplaces will, therefore, need to be equipped to adopt better proactive systems and procedures and to roll out tailored training on the prevention of sexual harassment in the workplace to be able to demonstrate that reasonable steps have been taken.  If a sexual harassment claim is brought in the employment tribunal and won, the compensation awarded by the employment tribunal can be increased by up to 25% due to the employer failing to take reasonable preventative steps in those circumstances.  It is simply no longer an option for employers to rely upon their current bullying and harassment policies as a defence.   Having the support of employment lawyers to ensure that you have up-to-date, compliant, and appropriate policies on sexual harassment and that appropriate, tailored training is rolled out throughout your workforce is a must.

Continue to Update Contracts

Legally speaking, certain details need to be committed to writing at the commencement of employment. It is also important for employers to accurately document changes to those written terms as the employment relationship evolves. Any lack of clarity between an employer and employee can give rise to disputes and claims that are best avoided.

With this in mind, many employers call on professional employment lawyers for advice on preparing and introducing legally compliant and usable terms and conditions of employment, which not only clarify the respective obligations of the parties to the contract to each other but can also build in appropriate obligations which help to protect the business.

In businesses where employees aren’t always based in the office, working physically alongside colleagues ad managers, having a clear statement of terms and obligations arguably becomes all the more important.. From core working hours to conditions regarding communication and duties, remote working requires an even firmer handle on employee policy and behaviour – which employers must continue to embrace.

Managing Workplace Culture

It isn’t easy to manage, develop, and maintain a positive workplace culture when flexible working is at play and you don’t necessarily see all your employees daily. However, that doesn’t mean that you can’t or shouldn’t make a positive culture a core part of your goals for 2025.

From implementing regular staff catch-ups and team meetings to ensuring that any connection or interaction with each employee makes them feel like an informed and important part of the bigger picture,  playing a role in the success of the organisation, culture is about leading from a place of positivity and support. The best way to start implementing a good workplace culture, which employees want to be a part of, is to reach out to team members and find out what they value about work, what matters to them, and what they feel could be improved.

From there, the changes you need to make to retain talent and have your team pulling in the same direction will quickly become apparent.  Employment lawyers can help you shape consultative communications for distribution to your employees better to understand the ‘employee voice’ within your organization.  This feedback can, if sought and fed back meaningfully, enhance the employer/employee relationship.

Which workplace trends and needs will you be prioritising in 2025? Reach out to your local employment law team to stay ahead of the curve and adopt positive changes to prepare for the new year.