Why employers should update their policies in 2025 and what they should include
Author: Swyn Llyr
Key contact: Chris Aldridge
As 2025 begins, updating your staff handbook is not just a best practice – it’s essential. The start of a new year is an ideal time for employers to review and update their staff handbooks, policies, and procedures. With 2025 bringing legislative changes and evolving workplace dynamics, ensuring your policies are up to date can help maintain compliance, improve employee relations, and safeguard against legal risks. We take a look at why employers should update their policies in 2025, and what they should include.
Why update your staff handbook?
UK employment law constantly evolves, and 2025 will be another year of changes, as the new government continues to cement and codify its manifesto pledges. Ensuring your staff handbook remains up to date is essential for legal compliance and to help set the boundaries of the employment relationship.
A well-updated handbook communicates clear expectations and avoids confusion, contributing towards a positive work environment.
Which legislative changes in 2024 and upcoming in 2025 need to be reflected in your staff handbook?
- Flexible working: since 6 April 2024, employees in England, Wales, and Scotland have the right to request flexible working from day one, following the Employment Relations (Flexible Working) Act 2023 and the Flexible Working (Amendment) Regulations 2023. Employees can now make two flexible working requests within a 12-month period, and employers must respond within two months. Updating your flexible working policy ensures employees are informed of these new rights and the process for requesting flexible working arrangements.
- Redundancies during or after pregnancy and maternity leave: since April 2024, the right to be offered a suitable alternative role in a redundancy situation will extend to employees who are pregnant or on maternity, adoption, or shared parental leave, up to 18 months from their expected week of childbirth or adoption. Including this protection in your maternity leave policy is essential for clarity and preventing misunderstandings or legal claims. Employers who are transparent and proactive in safeguarding the rights of pregnant employees and those on maternity leave enhance their reputation as responsible, family-friendly employers.
- Unpaid carer’s leave: since April 2024, employees with a dependent who has long-term care needs are entitled to take up to one week of unpaid carer’s leave each year. This “day one” right, introduced by the Carer’s Leave Act 2023, highlights the importance of caregiving and provides essential support for caregivers. Updating your wellbeing and benefits policy to reflect the introduction of the new unpaid carer’s leave shows your commitment to employee well-being and work-life balance, helping employees manage personal responsibilities while remaining engaged in the workplace.
- Sexual harassment: following the Worker Protection (Amendment of Equality Act 2010) Act 2023, which took effect in October, employers must now take proactive steps to prevent sexual harassment at work. Including a sexual harassment policy in your staff handbook is crucial for clearly stating your zero-tolerance stance and outlining procedures for reporting concerns and manager actions. This approach will help foster a respectful, inclusive, and safe work environment where employees feel valued and protected.
- Neonatal care leave: the Neonatal Care (Leave and Pay) Act 2023 introduces new rights for employees with premature or critically ill newborns requiring extended hospital care. From April 2025, employees will be entitled to up to 12 weeks of neonatal care leave as a day-one right. Ensure your staff handbook reflects this entitlement to demonstrate support for employees during a difficult time and to promote a compassionate and inclusive workplace culture.
- Increase to Statutory Sick Pay (SSP) rates: your sickness absence policy should outline employees’ sick pay entitlements and the procedures for reporting and managing sickness absence. From April 2025, the SSP rate will rise from £116.75 to £118.75 per week. Be sure to update your policy to reflect the latest SSP rates, ensuring transparency and helping employees understand their financial rights when unable to work due to illness.
Essential policies for a comprehensive staff handbook
In addition to the policies mentioned that need updating or introducing to reflect the new statutory changes, there are several other crucial policies that should be included in your staff handbook to ensure a compliant, supportive, and effective work environment:
- Disciplinary and grievance procedure
- Whistleblowing procedures
- Anti-corruption and bribery
- Equal opportunities
- Data protection.
A well-maintained handbook is a cornerstone of effective workplace management and a testament to your commitment to fostering a supportive and productive work environment.
If your staff handbook requires an update to ensure it aligns with the latest legislative changes and best practices, our Employment team is here to assist.
