This week, two more changes in employment were confirmed by the UK government. Whilst they are not yet in force, employers should start to prepare for these new duties now, as both are likely to come into effect by late 2025 or early 2026.
At Thrive Law, we welcome these forward-thinking reforms, which place empathy and integrity at the centre of employment practices. The changes carry significant practical and legal implications for all UK employers.
Misconduct NDAs Will Be Made Unenforceable
What’s changing?
The government has confirmed its intention to introduce legislation that will void non-disclosure agreements (NDAs or also known as Settlement Agreements) used to prevent people from discussing publicly harassment nd other forms of discrimination the matter is settled.
The legislation is expected to pass within the 2025-2026 parliamentary session, so employers should start considering how this might affect their business now.
Key implications for employers:
- Any NDAintended to silence victims or witnesses of harassment or discrimination will be rendered legally unenforceable.
- NDAs for genuine business purposes, such as, trade secrets or financial confidentiality, and other employment tribunal claims will still be valid.
- All existing settlement templates and internal policies should be reviewed before the law comes into force.
What to do now:
- ✅ Audit all NDAs and settlement agreements
- ✅ Train your HR, people, and legal teams to spot improper NDA use
Bereavement Leave Will Be Extended to Include Miscarriage
What’s changing?
The government has announced that employees who experience a miscarriage before 24 weeks, including both the mother and their partner, will be entitled to statutory bereavement leave.
This right will be introduced through secondary legislation, expected by the end of 2025 following a short consultation period. The current law only applies after this period.
Key points:
- Entitlement will include at least one week of unpaid leave
- Applies to miscarriages before 24 weeks gestation
- Policy aims to bring greater compassion and parity to pregnancy-related leave
Employer action checklist:
- Prepare to update family and bereavement leave policies
- Train managers on how to respond supportively
- Consider offering paid miscarriage leave as part of your wellbeing agenda over and above the statutory minimum
How can we help?
While these reforms are not yet in legal force, employers do not have to wait. They signal a clear expectation from both the government and your workforce.
At Thrive Law, we can support you with:
✅ Settlement agreement and policy audits
✅ Bespoke policy rewriting
✅ Management training
✅ Enhanced wellbeing and inclusion guidance
Want to speak to a member of our team about implementing these changes?
Drop us a line at enquiries@thrivelaw.co.uk or call us directly on 0113 861 8101.
Finally, don’t forget to read our blog on The Employment Rights Bill and what’s changing. Click here to read.
