Lucy Hayes, HR Director at Q3, shares her thoughts on the UK’s Employment Rights Act 2025

This new Act is set to bring some of the most significant changes to UK employment law in a generation, and for FM, it represents a mix of welcome improvements and practical challenges. From a people perspective, many of the changes are long overdue. Giving employees day-one rights for sick pay and family leave, alongside earlier protection from unfair dismissal at six months, will provide much-needed security for a workforce that is largely operational and customer-facing.

For people in FM roles, these changes are a real step forward in giving employees the support and security they deserve. Day-one rights for sick pay and family leave, along with earlier protection from unfair dismissal, mean employees can focus on their wellbeing and their work with confidence. This isn’t just beneficial for individuals though; it strengthens teams and helps ensure smooth, reliable service. When employees feel secure and valued, everyone benefits.

The Act also reinforces the importance of fairness and trust in the workplace. Ending “fire and rehire” practices and putting clearer expectations around dismissal procedures encourages businesses to step up their people management. At Q3, fairness, transparency and respect have always been central to how we manage our teams, so we wholeheartedly support the intent of this legislation. Employees knowing their rights, and that they will be upheld, helps build a stronger, more loyal workforce.

It’s important to consider both sides of the coin, however. The ban on zero-hours contracts, for example, removes a level of flexibility that can work well for both employers and employees when used responsibly. In a sector where demand can fluctuate daily, that flexibility is often vital. Then there’s the cost side: sick pay, parental leave, and other entitlements come with real financial implications, particularly in an industry like FM. We could see recruitment becoming more cautious, especially for entry-level roles, which could slow workforce mobility and even affect operations.

There’s also a practical element. Every business will need to review contracts, policies and procedures to ensure compliance. For smaller providers, that can place a real strain on time and resources. The intention behind the Act is unquestionably positive, but the realities for FM businesses need careful consideration if these changes are going to work in practice.

Overall, the Act is a step in the right direction for employees, and at Q3, we’re proud to already operate with fairness and transparency at the heart of what we do. At the same time, I hope policymakers continue to engage with our sector so that businesses can remain sustainable while delivering the protections and security employees rightly expect. The direction is right, but the sector’s unique challenges must not be overlooked.