11 March 2025
The Employment Rights Bill 2024 – how changes to employment law will shape recruitment
The UK workforce is undergoing a period of significant change, with new employment laws set to change the recruitment landscape. The Employment Rights Bill 2024, signals a shift towards strengthening workers’ rights while driving long-term economic growth.
For businesses and recruiters alike, these changes present both challenges and opportunities. Employers must be proactive in adapting their recruitment strategies to stay compliant, competitive, and to attract the best talent.
Major employment trends affecting businesses across the UK:
Disengaged employees cost businesses an estimated £340 billion annually – this highlights the need for better engagement, wellbeing, and job satisfaction:
Tribunal cases related to part-time worker regulations have increased by 767% since the pandemic – demonstrating a growing demand for fairness in working hours and dismissals.
Work-related stress, depression, and anxiety impacted 0.8 million workers in 2023/24, with 33.7 million working days lost due to ill health and non-fatal workplace injuries – the annual cost of new work-related ill health cases reached £14.5 billion in 2022/23 (excluding long-term conditions).
Over 36% of UK adults feel they have experienced discrimination in the workplace or during the hiring process – showing the need for stronger diversity, equity, and inclusion policies.
These figures indicate that employment law updates are not just regulatory adjustments but essential measures to address deep-seated workforce issues.
(Statistics from Employment Law Advice Bureau)
Key areas of impact on recruitment:
Stronger protections for flexible and part-time workers
Candidates will seek clearer employment contracts that explicitly outline their rights. Businesses will need to demonstrate fair treatment of part-time workers to attract and retain top talent.
Workplace wellbeing and mental health
Employers will be expected to offer more robust wellbeing initiatives, from mental health first aid training to enhanced employee assistance programmes (EAPs).
Job seekers will prioritise employers with strong mental health policies and workplace culture.Recruitment strategies will need to highlight wellbeing-focused benefits to attract and retain skilled professionals.
Stricter anti-discrimination measures
With over a third of UK adults reporting workplace discrimination, the government is likely to introduce stricter enforcement of equality laws. Employers will need to review and refine hiring processes to ensure fair recruitment practices.
Employee engagement and retention
With £340 billion lost annually due to disengaged employees, businesses will need to go beyond traditional recruitment tactics. Candidates will be drawn to employers that offer clear career progression, training, and development opportunities.
In conclusion
To stay ahead of these employment law shifts, businesses should take proactive steps now to ensure compliance and build a strong employer brand.
The Employment Rights Bill 2024 is set to redefine the UK’s hiring landscape. For businesses, these changes provide a chance to reshape recruitment strategies and enhance their workforce.
Most of these reforms will not come into effect until 2026 at the earliest, but it’s best for employers to stay ahead of the curve and implement the best hiring practices they can.
At Hunter, we help clients navigate the complexities of the future workforce landscape and make successful hires that drive business growth. Get in touch today and trust us to help you build your team.