Anticipated Employment Law Changes in Autumn Budget 2025

 

The UK is on the brink of its most significant employment law overhaul in decades, driven by the Employment Rights Bill, expected to receive Royal Assent in late 2025 with phased implementation through 2026–27. Key reforms include:

Day-One Rights:

• Unfair dismissal protection from the first day of employment (currently two years).
• Day-one entitlement to parental leave and statutory sick pay.

Statutory Sick Pay (SSP):

• Payable from day one of sickness.
• Removal of the Lower Earnings Limit, widening access.

Family-Friendly Policies:

• Enhanced protections during pregnancy and six months post-return.
• New statutory bereavement leave entitlement.

Zero-Hours Contracts:

• Ban on exploitative practices; guaranteed hours for regular workers.
• Compensation for last-minute shift cancellations.

Fire and Rehire Restrictions:

• Dismissal and re-engagement on worse terms will be automatically unfair except in narrow circumstances.

Industrial Relations:

• Repeal of minimum service level rules for strikes.
• Dismissal for lawful industrial action becomes automatically unfair.

Equality & Harassment:

• Mandatory gender pay gap and menopause action plans for large employers by 2027.
• New employer duty to prevent third-party harassment.

Other Changes:

• Extended Employment Tribunal claim deadlines (3 → 6 months).
• Creation of the Fair Work Agency for enforcement.

Actions for Businesses

• Recruitment & Dismissal: Revise hiring processes and contracts to reflect day-one rights and probationary procedures. Train managers on fair dismissal protocols.
• Scheduling & Staffing: Audit shift allocation practices to comply with zero-hours reforms; implement guaranteed hours where applicable.
• Family Leave & Sick Pay: Update payroll systems and policies for SSP and new leave entitlements; communicate changes to staff.
• Industrial Action Risk: Strengthen employee engagement and dispute resolution strategies to mitigate strike risks.
• Compliance & Training: Prepare gender pay gap and menopause action plans; train managers on harassment prevention duties.

These changes will increase compliance obligations and HR complexity, but they also align with business values of brands like McDonald’s of Family, Inclusion, and Integrity, reinforcing a people-first culture.

UK Autumn Budget 2025 – Economic Outlook

The Autumn Budget 2025 signals a period of fiscal tightening as the government addresses a significant deficit and commits to reducing debt as a share of GDP by 2029–30. Key measures include potential increases in income tax rates, reforms to inheritance and capital gains tax, and adjustments to ISA and pension allowances. Property taxation may shift toward a seller-based model, and gambling duties are expected to rise substantially.

For businesses, the budget emphasizes digital innovation and R&D incentives, while SMEs may see changes in VAT thresholds and compliance requirements. Economically, the budget is expected to be deflationary, supporting inflation reduction from 3.8% to around 2% by late 2026, paving the way for interest rate cuts. However, GDP growth may slow slightly due to reduced household spending power.

Additionally, the Employment Rights Bill will transform the labour market, introducing day-one rights for unfair dismissal and sick pay, enhanced family leave protections, restrictions on zero-hours contracts, and new compliance obligations around equality and harassment. These changes will increase HR complexity but align with McDonald’s values of Family, Inclusion, and Integrity.

For McDonald’s franchisees, understanding these trends is critical. Tax reforms and consumer behaviour shifts will influence pricing strategies, workforce planning, and long-term investment decisions. Demonstrating adaptability and proactive planning will be essential to thrive in this evolving economic landscape.

Impact on Food & Beverages Franchise Businesses

1. Tax Changes

• Income Tax & CGT Increases: Higher personal taxes may reduce disposable income, impacting discretionary spending on dining out.
  • Action: Implement value-driven promotions and meal bundles to maintain affordability and customer loyalty.
• Property Tax Reform: Seller-based tax could affect commercial property costs.
  • Action: Negotiate long-term leases now to lock in favourable terms before reforms take effect.

2. Consumer Spending & Inflation

• Deflationary Budget + Slower GDP Growth: Expect cautious consumer behaviour.
  • Action: Optimize menu pricing and introduce limited-time offers to attract price-sensitive customers.
  • Action: Enhance digital ordering and delivery channels to capture convenience-driven demand.

3. Workforce & Employment Law

• Day-One Rights & Sick Pay: Increased compliance and cost implications.
  • Action: Update contracts and payroll systems; train managers on new dismissal protocols.
• Zero-Hours Reform: Guaranteed hours and compensation for cancellations.
  • Action: Audit scheduling practices; implement fair shift allocation.
• Family-Friendly Policies & Equality Duties:
  • Action: Prepare gender pay gap and menopause action plans; strengthen harassment prevention training.
• Industrial Relations:
  • Action: Enhance employee engagement and dispute resolution strategies to mitigate strike risks.

4. Operational Costs & Compliance

• National Insurance & Tribunal Changes: Higher employer obligations.
  • Action: Invest in HR compliance tools and workforce planning to manage costs effectively.

5. Opportunities in Innovation

• R&D Incentives & Digital Focus: Government support for tech adoption.
  • Action: Accelerate further investment in self-service kiosks, app-based loyalty programs, and AI-driven inventory management.

6. Risk Mitigation

• Economic Uncertainty: Interest rate cuts may ease borrowing costs but timing is uncertain.
  • Action: Maintain a conservative cash flow strategy and explore franchise financing options early.

Living the English Dream: It’s Not Home Ownership, It’s Entrepreneurship

When I first moved to the UK over 16 years ago, I believed the ultimate goal was home ownership. That’s what everyone talked about, the mortgage, the deposit, the postcode. It felt like the universal benchmark of success. And yes, owning a home is a milestone, a symbol of stability. But over time, I realised something deeper: the real English dream is freedom and for many of us, that comes through entrepreneurship.

Entrepreneurship isn’t just about launching a startup or building a tech empire. It’s about owning your journey, your choices, and your voice. It’s about creating space for your ideas to thrive, even if that means stepping outside the traditional corporate path.

I’ve met women who returned from maternity leave with a fire to do something different not just for themselves, but for their families. One woman I mentored had spent years in a support role, always told she was “too soft” for leadership. After a few months of coaching and confidence-building, she transitioned into a QA lead role and now mentors others herself. That’s entrepreneurship not just in title, but in mindset.

I’ve seen professionals stuck in roles that didn’t value their voice, their ideas, or their potential. And I’ve been there myself, navigating the corporate maze, wondering if there’s more. The turning point came when I stopped asking, “What’s the next promotion?” and started asking, “What impact do I want to make?”

Entrepreneurship is also about community. It’s mentoring others, launching a side hustle, consulting, or simply choosing projects that align with your values. It’s the freedom to say, “I know my worth, and I choose how I contribute.” It’s helping someone else rise while you rise too.

In today’s UK, where the cost of living is high and traditional career paths are shifting, the dream isn’t just about bricks and mortar. It’s about building something meaningful whether that’s a business, a movement, or a legacy.

So if you’re chasing the English dream, don’t just look at property ladders. Look at impact, independence, and growth. That’s the dream worth living.

Beyond Authority: The Human-centred approach to exceptional leadership

A great leader is someone who exemplifies integrity and earns moral authority through their actions. They possess the ability to inspire others to achieve what they might not pursue independently. However, setting an example alone is insufficient. Exceptional leaders master the art of elevating others to meet their own standards of excellence. This is a demanding endeavour, and those who learn to mobilize people effectively acquire a skill set that's transferable to any industry.

True leaders also understand that their role is not to “fix” people. Regardless of whom you are leading, the quickest way to alienate or frustrate someone is by attempting to change them. Instead, uncover what motivates them and position them to succeed at the highest level even if it requires you to shift your perspective. It is unrealistic to believe you can fundamentally change someone. The desire to improve must come from within. Rather than solving their problems for them, strive to understand their deeper aspirations. Often, what people truly seek is someone who listens, asks thoughtful questions, and gently guides them in the right direction. People want to feel heard. Taking the time to understand them is essential for effective leadership. Once they tap into their internal drive to excel, they will self-correct and contribute meaningfully toward their goals. A leader’s responsibility is to understand their team and strategically align the pieces so each individual can maximize their potential. The most critical factor in unlocking that potential is simple: it must genuinely matter to them.

To excel in your leadership journey, the most powerful move you can make is to shadow great leaders. Whatever the situation, do your best to be around leaders who have the skills and success that you are seeking.