Whether you’re a growing SME or a well-established business, keeping up with employment law is a non-negotiable part of running a compliant, fair, and legally sound workplace. But with legislation evolving each year, and more changes introduced in the past 12 months alone, it can feel overwhelming to keep track of what matters most.
At HRM Derbyshire Peaks, we often work with business owners and managers who want clarity on their legal responsibilities but don’t always have the time (or the headspace) to read every update from ACAS or the UK Government. That’s where we come in.
While there are dozens of employment laws UK businesses must follow, there are three core areas that underpin most of your day-to-day HR decisions. These are the laws that, if misunderstood or ignored, can result in costly tribunal claims, reputational damage, and serious disruption to your team. If you only focus on three legal pillars, let it be these.
1. The Equality Act 2010
The Equality Act remains one of the most important pieces of legislation governing the workplace today. It protects individuals from discrimination, harassment, and victimisation and applies to every stage of the employment lifecycle, from recruitment and onboarding, through to performance management and redundancy.
Under this law, it is unlawful to discriminate against someone on the basis of any of the nine protected characteristics. These include age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
In July 2025, equality and inclusion are not just legal requirements, they’re cultural expectations. Candidates and employees expect fairness in how they’re hired, promoted, paid, and supported. Employers need to show that they’re embedding inclusive practices not only to avoid legal risk but also to attract and retain talent in an increasingly values-driven labour market.
HR teams play a central role in ensuring compliance with the Equality Act. This includes designing inclusive job adverts, managing reasonable adjustments for disabled employees, supporting fair disciplinary processes, and ensuring that any form of workplace harassment is dealt with swiftly and properly. In light of the updated sexual harassment protections that came into effect earlier this year, the responsibilities under this act have only deepened.
Failing to comply with the Equality Act can result in employment tribunal claims that are not capped in terms of compensation. That’s why every policy, decision, and manager training programme should be rooted in a clear understanding of this law.
2. The Employment Rights Act 1996 (and its amendments)
The Employment Rights Act is another cornerstone of UK HR law. It sets out a wide range of rights that employees and workers are entitled to, including written contracts, protection from unfair dismissal, redundancy pay, and notice periods.
Over the years, this legislation has evolved significantly. And in 2024 and 2025, we’ve seen a wave of new updates that are directly linked to this Act. The right to request flexible working from day one of employment, extended redundancy protection for pregnant employees and new parents, and the introduction of statutory carer’s leave are just a few of the key changes that businesses have had to adapt to.
As we move through July 2025, businesses need to make sure their contracts, staff handbooks, and internal policies reflect these changes. For example, many employers still haven’t updated their flexible working procedures to reflect the shorter decision window or the new right to make multiple requests in a year. Others may be unaware that returning parents are now protected from redundancy for six months after coming back from maternity or adoption leave.
HR professionals are responsible for ensuring that businesses understand these evolving rights and implement the correct processes. Whether it’s ensuring new starters receive a contract on or before their first day, or handling redundancy consultations lawfully, the Employment Rights Act underpins many of the most common HR tasks.
3. The Health and Safety at Work Act 1974
While it’s easy to think of health and safety as something more relevant to factories or construction sites, this legislation applies to every workplace, including offices, hybrid set-ups, and remote teams.
Under this law, employers have a legal duty to protect the health, safety, and welfare of their employees while at work. This includes conducting risk assessments, providing appropriate training and equipment, and managing both physical and psychological hazards.
In recent years, the definition of “workplace health” has broadened considerably. It’s not just about avoiding slips, trips, and falls anymore, it’s about protecting mental health, managing stress, and ensuring that remote employees have safe and ergonomic home workspaces.
By July 2025, the bar for workplace wellbeing has been raised. Employees now expect employers to take proactive steps to support mental health and to create a culture that recognises stress and burnout as legitimate concerns. For HR teams, this means going beyond compliance and embedding wellbeing into policies, processes, and day-to-day culture.
At a practical level, HR must ensure that managers are trained in identifying stress-related issues, risk assessments are kept up to date, and that support is accessible for employees, whether they’re in the office, at home, or on the move. With the increase in hybrid working, this duty of care has become more complex, but no less important.
Breaching health and safety laws can result in legal penalties and even criminal prosecution. But equally, getting this right can reduce absenteeism, improve morale, and demonstrate your commitment to a healthy, productive workforce.
Why These Three Laws Matter Most
While UK employment law is broad and ever-changing, the Equality Act, the Employment Rights Act, and the Health and Safety at Work Act continue to form the foundation of good HR practice.
Together, they define how people should be treated, what they are entitled to, and what employers must do to keep them safe and supported. They influence everything from how you recruit and onboard new employees to how you manage performance, resolve conflict, and shape workplace culture.
These laws also interact with one another. For instance, failing to provide reasonable adjustments (as required under the Equality Act) could lead to health and safety concerns or breach an employee’s contract rights. That’s why it’s essential to understand these laws not as standalone obligations, but as interconnected principles that work together to protect both the employer and the employee.
The July 2025 Landscape: What Employers Should Be Doing Now
This summer, there’s a lot on the HR and compliance agenda. From bedding in the latest statutory changes to preparing for potential employment reforms expected later this year, businesses must stay alert.
If you haven’t yet reviewed your employment contracts, flexible working policies, or health and safety risk assessments this year, now is the time. It’s also worth reviewing your equality and inclusion strategy, particularly in light of the new mandatory Code of Practice on workplace harassment.
At HRM Derbyshire Peaks, we’re helping businesses across the UK adapt to these changes with confidence. Whether you need help updating your policies, training your managers, or reviewing your contracts and documentation, we offer expert HR support tailored to the realities of small and medium-sized teams.
Final Thoughts
Employment law doesn’t have to be overwhelming, but ignoring it can be costly. By focusing on the three pillars of equality, rights, and safety, you can create a compliant, ethical, and high-performing workplace.
HR’s role is to make sure your people practices aren’t just legally sound, but also human, supportive, and fit for the future. At HRM Derbyshire Peaks, we’re here to help you build a workplace that works, for you and your team.
If you’re unsure whether your HR practices are up to date, or you’d like to take a proactive approach to compliance and employee support, get in touch today. We’re here to make employment law feel a little less daunting, and a lot more manageable.