Legislation 2025 – Changes

Given that it’s mid-July 2025, here’s a summary of key new or recently introduced requirements (since late 2024 / early 2025) and those anticipated for later in 2025 or early 2026 that impact UK workplace health, safety, and wellbeing:

Key Health, Safety and Wellbeing Legislation in 2025 for UK Workplaces

I. Recently in Force (Effective since April 2024 / Early 2025):

• Day-One Right to Request Flexible Working (Effective April 6, 2024): Employees now have the legal right to request flexible working arrangements from their first day of employment (removed the previous 26-week qualifying period).
• Carer’s Leave (Effective April 6, 2024): Employees can take up to one week of unpaid Carer’s Leave per year to care for a dependant with a long-term health condition. This is a day-one right.
• Expanded Fit Note Issuers & Digital Certification (Ongoing through 2024/2025): The list of healthcare professionals who can issue fit notes has expanded to include nurses, occupational therapists, pharmacists, and physiotherapists. Digital fit notes are becoming standard.
• Fire Safety (England) Regulations 2022 (Fully in effect, particularly for multi-occupancy buildings): Introduced under the Fire Safety Act 2021, these regulations require more rigorous fire risk assessments by a “responsible person,” with additional duties for high-rise residential and mixed-use buildings. Mandatory fire door checks and safety instructions are key. There’s ongoing work around Personal Emergency Evacuation Plans (PEEPs) from the Grenfell Inquiry which may see further regulations.
• Personal Protective Equipment at Work (Amendment) Regulations 2022 (Post-Brexit, in effect 2025): UK-specific rules now apply. Employers must provide suitable PPE to both employees and certain “limb (b) workers” (those who work under a contract but are not employees, e.g., some contractors). PPE must be free, properly fitted, and maintained. UKCA marking is relevant here instead of CE marking for some items.
• Terrorism (Protection of Premises) Act 2025 (Martyn’s Law) (Received Royal Assent April 2025, but regulations to follow, with a two-year transition): Applicable to public venues (200+ capacity, with enhanced duties for 800+ capacity) to be better prepared for terrorist attacks, including risk assessments and protective measures.

II. About to Come Into Force (Later 2025 / Early 2026):

• Voluntary Occupational Health Framework (Expected Mid-to-Late 2025):

  A government initiative (from the ‘Occupational Health Taskforce’) to outline minimum standards for OH service provision and encourage early intervention. While voluntary, it will set clear baseline expectations. Expect increased emphasis on OH within workplaces and heightened focus on mental health in the workplace:

  Employers are increasingly expected to carry out mental health risk assessments under the Management of Health and Safety at Work Regulations. The provision of mental health first aiders is strongly encouraged. The Mental Health Bill [HL] 2025 is progressing through Parliament, primarily modernising the Mental Health Act 1983. Full implementation for some duties (e.g., for councils) is anticipated from 2026/27.

• Review of Older Health & Safety Regulations (HSE Review in 2025):

  Government and HSE are reviewing some existing regulations (e.g., for pressure systems, gas safety, incident reporting) to ensure they are fit for purpose and do not unnecessarily limit growth.This review could lead to amendments or updates to specific regulations.

• Tighter Focus on Hybrid and Remote Work Risk Assessments (HSE emphasis):

  HSE is placing renewed emphasis on employer responsibilities for health and safety in non-traditional work environments (e.g., home offices, co-working spaces).

• Climate-Related Safety Protocols:

  While no specific new legislation yet, growing awareness and reports (e.g., from the Environmental Audit Committee) are pushing for organisations to adapt safety plans for extreme weather (heat stress, flooding), air quality issues, and the mental wellbeing impact of climate change.

• Neurodiversity in the Workplace:

  Building on the Equality Act 2010, there’s an increasing expectation for employers to understand and implement “reasonable adjustments” to support neurodivergent individuals (e.g., autism, ADHD, dyslexia).

Employment Rights Bill Implementation Roadmap (Measures Phased in from late 2025/2026 onwards): A significant overhaul of employment law with many components that impact wellbeing and safety and includes:

• Changes to Statutory Sick Pay (SSP): From April 2026, SSP may be paid from day one, and the minimum earnings rule scrapped, benefiting lower-paid workers.
• Compulsory Parental Leave: From early 2026, “day one” paternity leave and unpaid parental leave rights are expected to be introduced.
• Strengthening Whistleblower Protections: Expected to introduce tougher protections for whistleblowers, requiring secure and anonymous reporting channels.
• Sexual Harassment Duties: From October 2026, employers will likely face a new responsibility to take “all reasonable steps” to prevent sexual harassment in the workplace, including from third parties.
• Guaranteed hours for zero-hour workers: Expected to provide greater security and rights to request contracts reflecting actual hours worked.
• Pregnancy loss leave: Potentially 1 week unpaid leave for miscarriage before 24 weeks (anticipated 2027).

Important Note: The precise timing and final details of some of these changes can be delayed. Always refer to official sources like the Health and Safety Executive (HSE) website (www.hse.gov.uk), Gov.uk, and reputable legal or HR publications for the most up-to-date and specific information. If you have enjoyed this article please share it with a friend or join my mailing list