Taking on a new employee has changed

Big Changes to UK Employment Law: Why Your Onboarding Process Matters More Than Ever

The changes in employment law in April 2025 that every UK employer needs to know, especially if you’re planning to take on new staff.

While the world seems to be focused on tariffs, trade issues, and everything happening in the U.S., a major change has quietly taken place in UK employment law, and it could significantly impact your business.

Until recently, UK employers had what many considered a grace period: the two-year rule. This meant you had up to two years to assess a new hire, and if they weren’t a good fit, you could terminate their employment without going through a formal disciplinary process. That rule is now gone.

From day one, new employees are entitled to full employment rights.

This shift means businesses must now rethink how they onboard and train new staff. You can no longer afford to “wait and see” if someone will work out. Instead, you need to proactively prove you’ve offered the right support, training, and clear expectations from the start.

So what should you be doing?

First, put a strong onboarding process in place. Clearly define what success looks like in the role and communicate this from day one. I recommend implementing a structured probation period, anywhere from six to nine months, where you outline key training goals and performance expectations. This gives you a fair and documented way to assess whether the employee is meeting the required standards.

Second, ensure you’re offering the right support during that period. If things don’t work out, you’ll need to demonstrate that the employee was given every reasonable chance to succeed. Without that, letting someone go could lead to legal complications and unexpected costs.

If you haven’t reviewed your onboarding or training processes recently, now is the time. The landscape has changed, and preparation is your best protection.

Need help building or improving your onboarding strategy? Feel free to reach out, I’d be happy to share some best practices that could make all the difference.