New year, new legislation – What should your 2025 resolutions be?

Reflecting on 2024, we’ve seen one of the greatest shake-ups in employment legislation in recent times.

From expanded flexible working rights and the introduction of carers’ leave to extended redundancy protection for family leave, the landscape has dramatically evolved. Add to this a government committed to delivering the “biggest upgrade to rights at work for a generation,” and it’s clear that 2025 will bring both challenges and opportunities for employers.

With uncertainty about which proposed changes will become law (and when), organisations must remain on their toes for the foreseeable future. Here are the key HR trends to watch out for in 2025.

1. Greater emphasis on anti-discrimination practices

Diversity, Equity, and Inclusion (DEI) initiatives are no longer check-box exercises. As of October 2024, under the Worker Protection (Amendment of Equality Act 2010) Act 2023, employers are required to take “reasonable steps” to prevent sexual harassment. This means that heading into 2025, DEI initiatives must be deeply embedded in company culture.

Employers will need to:

• Adopt inclusive policies supporting underrepresented groups.
• Implement proactive measures to address and prevent harassment.
• Provide unconscious bias and cultural awareness training as standard practice.

2. Flexible working rights

As of April 2024, the minimum service requirement to allow employees to make a request for flexible working was removed, allowing employees the right to make a request from their first day in employment. It’s expected that these rights will be enhanced, making it more difficult for employers to refuse reasonable requests. That means an employee can now bring a claim saying the employer unreasonably refused my request.

While this may seem like a challenge for employers, allowing flexible working arrangements can enhance employee wellbeing, satisfaction, and retention.

With enhanced rights making it harder to refuse reasonable requests, organisations can reduce recruitment costs – especially valuable as National Insurance contributions rise. Flexibility is becoming a competitive edge in talent retention.

3. Increased use of AI

Artificial intelligence (AI) continues to transform the workplace. By automating routine tasks, AI frees employees to focus on creative and complex work while providing powerful insights through data analysis.

Despite initial concerns over data security, bias, and the potential for job displacement, AI adoption is expected to grow in 2025 as businesses increasingly recognise its benefits outweigh the risks. Therefore, AI will likely remain a focus for innovation and operational improvement.

4. Hybrid working

At the beginning of 2024, companies like Amazon, Disney, and JPMorgan introduced stricter return-to-office policies, sparking mixed reactions. While some employees value the structure of in-person collaboration, others favour flexibility and are reconsidering their roles.

Despite the push for more in-office work, many companies are still embracing hybrid models with the traditional five-day office week becoming less common. So, heading into 2025, companies are expected to refine remote work policies. Structured, equitable approaches will ensure employees have seamless experiences, regardless of location.

5. Health and wellbeing

With one in four people experiencing mental health issues at some point in their lifetime, workplace stress remains a critical issue, affecting physical health and relationships. Building a culture of trust, support, and psychological safety to improve employee wellbeing and productivity.

Building supportive workplaces can help employees feel empowered, valued, and connected – key drivers of mental health and engagement.

6. Test the temperature with employee surveys

Employee surveys have been a huge success over the past 12 months, proving to be a great way to gage how your employees are feeling. Allowing employees to provide anonymous feedback has help to uncover underlying issues, enabling employers to implement effective solutions. In 2025, expect businesses to refine survey methods, ensuring they are accessible, mobile-friendly, and anonymous to capture honest insights and drive meaningful change.

Further advice and support

Need help implementing these initiatives? From sexual harassment training to launching employee surveys, we’re here to support you.

Call our Advice Line on 0345 073 0240 (option 2) for tailored guidance specific to your organisation.