A seismic shift is brewing in the world of UK employment law — and it’s about to redefine how we hire, fire, manage, and engage talent. More and more frequently, our clients are asking us our opinions on what these law changes will mean when it comes to recruitment and our answer is simple – now more than ever, it is imperative that the right candidate is found for the job.
The UK Government’s “Make Work Pay” plan isn’t just a rebrand of policy; it’s a full-blown overhaul of the rules of the employment game. From the moment someone signs a contract, everything changes — and businesses need to keep pace or risk being left behind.
At the heart of the reform is the Employment Rights Bill (ERB). Still winding its way through Parliament, the ERB is evolving fast — and the latest wave of amendments, published on 4 March 2025, makes one thing crystal clear: this is a government trying to walk the tightrope between pro-business and pro-worker. Whether they succeed is another story, but the direction of travel is undeniable.
Let’s break it down.
What’s Actually Changing? A Lot.
The ERB touches nearly every stage of the employee journey. While many of the proposals are still in consultation, here are the headlines that demand attention:
- Statutory Sick Pay: No more waiting until day four. SSP kicks in from day one of sickness, and from day one of employment.
- Unfair Dismissal Protections: The days of “try before you buy” employment are numbered. Dismiss someone for not accepting new contract terms? That could be automatically unfair.
- Flexible Working: What used to be a perk is now a right. Employees can request flexibility from day one, and refusals must be reasonable, documented, and justified — no more shrug-and-deny.
- Parental Rights, Upgraded: Maternity and paternity leave as day-one entitlements, with enhanced protections against dismissal during pregnancy, leave, and up to six months after returning to work. It’s a new era of accountability.
- Probation Periods, Reimagined: Perhaps the most radical shift — unfair dismissal rights from day one. The old two-year wait is being axed. A new “initial period of employment” (expected to be around nine months) is coming — but the traditional legal safety net of probation? Gone.
- While the law catches up, the workplace has already changed. The House of Lords’ inquiry into hybrid working — which closed evidence submissions in April 2025 — is examining how remote work is reshaping productivity, mental health, creativity, recruitment, and even the nation’s use of office space. Their report, due November 2025, could further fuel change.
Nothing’s landed yet, and we’re unlikely to see it until Autumn 2026 at the earliest. But make no mistake: the momentum is real.
What This Means for Hiring
For employers, the message is blunt: get it right the first time.
No more “wait and see” hires. No more last-minute reversals. With legal protections kicking in on day one, a mis-hire is no longer just a temporary glitch — it’s a potential legal and financial liability.
And as the legal playing field levels, candidate expectations are rising. Employees are walking in the door knowing their rights. The companies that lead with transparency and values will attract the best talent — and those that don’t? They’ll be playing catch-up.
How Sherrington Associates Can Help: Beyond the CV
At Sherrington Associates, we know the cost of a poor hire. That’s why we go far beyond ticking experience boxes.
Our behavioural and values-based approach — using Barrett Values Assessments, structured interviews and our proprietary 4A Self-Assessments — ensures candidates align not just with the role, but with the culture, mission and pace of your organisation.
We don’t stop when the contract is signed. Our Coaching and Mentoring programmes support the transition from hire to high-performer, helping resolve early friction, address culture mismatches and boost retention.
In a world where employment law no longer gives you a margin for error, we help you make the right call — first time.
The rules are changing. Your hiring strategy should too.
Talk to Sherrington Associates about how to build a future-proof, values-led workforce that thrives in the new employment era. Contact us to continue the conversation.
