Navigating Employment Law: What You Need to Know

Employment law can feel like a minefield for many businesses. It's vast, constantly evolving, and if not handled correctly, can lead to costly consequences. Whether you’re a business owner, manager, or HR lead, understanding the fundamentals of UK employment law isn’t just helpful—it’s essential.

At People Pulse HR, we help businesses of all sizes build compliant, fair, and people-focused workplaces. In this post, we’ll cover the core pillars of employment law, recent developments you need to be aware of, and practical tips to stay compliant. If you’re feeling overwhelmed, don’t worry—we’re here to help guide you through it all.

1. Why Employment Law Matters

Employment law exists to protect the rights of both employers and employees. It sets the standard for fair treatment, safety, and equal opportunity in the workplace. When done right, it promotes a positive working environment and reduces the risk of disputes and tribunal claims.

Failing to follow employment law can result in:

Financial penalties or tribunal awards
Reputational damage
Low staff morale and retention issues
Time-consuming internal conflict

And let’s face it—nobody wants that.

2. The Employment Contract: Your Foundation

The employment contract is your starting point. It’s a legal requirement to provide employees with a written statement of employment particulars on or before their first day. This includes:

Job title and duties
Hours of work
Pay and benefits
Holiday entitlement
Notice periods
Disciplinary and grievance procedures

Top Tip: Make sure your contracts are up to date with current legislation. Generic templates found online often miss vital details or use outdated terms.

Need a contract review? We offer bespoke contract audits to ensure your templates are legally sound and fit for your business.

3. Key Employment Rights (and Where Employers Go Wrong)

Here’s a quick rundown of the fundamental rights that employees and workers are entitled to in the UK:

Employment Right	Applies From
National Minimum Wage	Day one
Itemised Pay Statement	Day one
Paid holiday entitlement (5.6 weeks)	Day one
Protection from unfair dismissal	After 2 years (usually)
Right to request flexible working	Now from day one (as of 2024)
Statutory Sick Pay (SSP)	After 3 days of sickness
Maternity/paternity/shared leave	Various qualifying periods
Protection from discrimination	Day one

Common pitfalls:

Misclassifying workers as self-employed
Ignoring flexible working requests
Not following proper disciplinary procedures
Failing to make reasonable adjustments for disabled employees

Employment law isn't just a list of rules—it's about creating a workplace where people can do their best work without fear of unfair treatment.

4. Recent Employment Law Updates You Should Know (2024–2025)

Keeping up to date is crucial. Here are some key changes in employment law that came into effect or are expected to come soon:

✅ Flexible Working

As of 6 April 2024, all employees have the right to request flexible working from day one of employment. Employers must now respond to requests within two months (down from three), and employees can make two requests per year.

✅ Carer’s Leave

From April 2024, a new statutory right to one week of unpaid carer’s leave per year came into force. This applies to employees caring for a dependent with a long-term care need.

✅ Redundancy Protection for Pregnant and Returning Parents

Redundancy protection has been extended to cover pregnant employees from the moment they inform you of their pregnancy until 18 months after the birth (if they’ve taken maternity leave). This also applies to adoption and shared parental leave.

✅ Neonatal Care Leave

A brand-new entitlement for parents whose babies require neonatal care will offer up to 12 weeks of paid leave in addition to other parental leave.

5. Handling Disciplinary and Grievance Procedures

Many legal claims arise from mishandled disciplinary or grievance processes. ACAS provides a Code of Practice that outlines fair and reasonable procedures—and it’s expected that employers follow it.

Best practice includes:

Investigating allegations promptly and fairly
Providing employees with the opportunity to respond
Allowing representation at meetings
Issuing warnings before dismissal (unless gross misconduct)
Following up with written outcomes

💡 Avoid the tribunal trap: Document everything. A clear, consistent process can help defend your actions if challenged later.

6. Discrimination and Equality: What You Can’t Afford to Ignore

Under the Equality Act 2010, employees are protected from discrimination on the basis of:

Age
Disability
Gender reassignment
Marriage or civil partnership
Pregnancy and maternity
Race
Religion or belief
Sex
Sexual orientation

Examples of unlawful discrimination:

Not shortlisting a candidate due to age
Making derogatory jokes about someone’s religion
Failing to make reasonable adjustments for a disabled employee

Even well-meaning managers can get it wrong without the right training. Equality, Diversity and Inclusion (EDI) isn’t just about compliance—it’s about fostering a workplace where everyone feels respected.

We offer online EDI training to support a positive culture shift. Get in touch for more information.

7. Managing Absence: What’s Reasonable and What’s Not?

Sickness absence is part of working life, but it can cause disruption and frustration. It’s important to balance support for your employees with operational needs.

Key points:

Use return-to-work interviews to identify any ongoing issues
Keep detailed absence records to spot patterns
Apply policies consistently across the workforce
Understand when long-term sickness may trigger disability rights

Sometimes you may need to refer an employee to occupational health or discuss adjustments to their role. Handle these conversations with care and always take legal advice if unsure.

8. Redundancy: It’s Not Just About Numbers

Redundancy is a difficult process for any employer and must be handled sensitively and legally.

A fair process involves:

A genuine business reason (e.g. restructure, closure)
Fair selection criteria
Meaningful consultation
Offering suitable alternative employment where possible

For 20+ redundancies within 90 days, you must carry out collective consultation with employee representatives and notify the government.

💡 Tip: Redundancy is one of the most common areas where employers slip up—particularly with selection criteria and consultation. If you’re considering it, seek support early.

9. Employment Tribunals: Prevention is Better Than Cure

Tribunals are stressful, time-consuming, and expensive. The best way to avoid them is by:

Following proper procedures
Keeping thorough records
Treating employees fairly and consistently
Seeking advice before making difficult decisions

Most claims can be avoided by simply getting support early on. At People Pulse HR, we act as your trusted partner, helping you stay one step ahead of any legal risk.

10. Top Tips for Staying Compliant

Review policies annually – Employment law changes frequently. Update your staff handbook and contracts to reflect the latest legislation.
Train your managers – They’re often the first point of contact for issues, and their actions can create or prevent legal risk.
Document everything – Notes from meetings, investigations, and performance discussions can make all the difference.
Be consistent – Inconsistent treatment often leads to claims of discrimination or unfair treatment.
Stay proactive – Don’t wait for a problem to escalate. Address it early, and seek advice if you’re unsure.

Navigating employment law doesn’t have to be overwhelming. With the right support, you can build a workplace that is legally compliant, productive, and aligned with your values.

At People Pulse HR, we specialise in simplifying employment law for businesses like yours. Whether you need help with contracts, policies, employee relations, or training—we’re here to guide you every step of the way.

Let’s make your workplace work better.

If this post has raised any questions or you're facing a tricky HR issue, don’t leave it to chance. Get in touch today and we'll listen, advice and help you move forward with confidence.