The UK is preparing for the most wide-ranging reforms to employment law in more than a decade. Through the Employment Rights Bill, new measures will reshape workplace rights and obligations for employers and employees across all sectors. In sport, these reforms will affect professional athletes, clubs, and governing bodies alike, creating both opportunities and challenges.

The proposed changes aim to strengthen protection against unfair dismissal, expand leave entitlements and modernise working practices such as flexible working requests. At the same time, employers will face tighter duties on issues like preventing sexual harassment, trade union recognition and holiday pay calculations. Many of these reforms are now in the final stages of progressing through Parliament, with royal assent expected by 2027.

Understanding these new regulations is essential for those in the sports industry. Short-term contracts, cross-border transfers and the visibility of athletes create unique legal considerations. This article explains what the employment law changes in 2025 will involve, how they affect the sporting sector and the practical realities for both employers and workers - and highlights where Switalskis’ specialist sports solicitors can provide support.

Upcoming employment law changes 2025 (UK)

The government’s proposed reforms will bring wide-ranging changes to the workplace. Headline measures include:

• Expanded unfair dismissal rights, removing the qualifying period so employees are protected from day one.
• Reform of statutory sick pay, including the removal of the lower earnings limit and changes to the waiting period.
• A new duty on employers to take reasonable steps to prevent sexual harassment, supported by a statutory code of practice.
• The right to make a flexible working request from the first day of employment.
• Gender pay gap reporting enhancements and the introduction of menopause action plans.
• Reforms to industrial relations, including the trade union recognition process, electronic and workplace balloting, and minimum service levels during strikes.

For the sports sector, these reforms have clear practical implications:

• Zero hours contracts: common for casual staff, coaches and event workers. Stronger protections will affect scheduling and dismissal decisions.
• Settlement agreements: these remain a tool for resolving disputes, but employers will need to show they acted fairly in line with new regulations.
• International transfers: cross-border moves mean contracts must comply with UK rules as well as international regulations.
• Athlete visibility: harassment protections and whistleblowing duties carry higher stakes where reputation is central.
• Employment tribunal claims: greater access to tribunals means more scrutiny of employment practices, including high-profile disputes in sport.
• Holiday pay: reforms to calculations will directly impact irregular hours workers in clubs and agencies.
• Trade union measures: unions representing staff in large sporting organisations will have more tools to influence negotiations and industrial action.

Together, these changes underline how closely employment law will now intersect with the realities of professional sport, making clear legal guidance essential for clubs, governing bodies and athletes alike.

Employment rights changes

Beyond the headline reforms, the Employment Rights Bill also focuses on making existing entitlements more workable in day-to-day practice. For example, proposals around unpaid parental leave and bereavement leave give staff greater flexibility during family emergencies, while new duties on employers to adopt menopause action plans and address the gender pay gap aim to promote long-term fairness across the workforce.

For sports professionals, these measures add an extra layer of security in a career path that can be unpredictable and short-lived. Athletes and support staff who rely on irregular income will have clearer access to statutory protections, while clubs and governing bodies will need to show they are implementing these requirements consistently.

Action to prevent sexual harassment

Employers are already under a legal duty to take reasonable steps to prevent sexual harassment in the workplace, backed by a new statutory code of practice. This emphasis has now moved from simply responding to incidents to proving that preventative measures are actively in place.

In sport, where many roles involve close contact, public engagement and high-pressure environments, these protections are particularly relevant. Clubs, governing bodies and agencies that fail to comply face not only tribunal claims and legal liability but also reputational risks that can be damaging in a highly visible industry.

Beyond this general duty, the reforms will also:

• Reinstate third party harassment protections, holding employers accountable for safeguarding employees against harassment by fans, sponsors or media representatives.
• Restrict the use of non-disclosure agreements in harassment cases.
• Require employers to demonstrate compliance with the code of practice if challenged at tribunal.

For sports organisations, this means proving they are actively safeguarding staff through written policies, but in how complaints are handled, how training is delivered and how risks from fans or sponsors are managed. Those that fail to show they have taken genuine preventative steps risk legal claims, regulatory scrutiny and reputational damage that can be far harder to repair than to prevent.

When will these new measures come in?

The Employment Rights Bill is scheduled for phased implementation, with the measures expected to be in place by 2027. While exact dates may shift as further consultation takes place, the government has set out a clear timetable for change and employers are expected to adapt in line with it.

For the sports sector, the practical response remains the same: commercial contracts, pay structures, grievance procedures and safeguarding policies should be reviewed in good time. Even if certain provisions are amended, the overall direction of reform is fixed, and preparation now will help clubs, governing bodies and athletes adjust more smoothly when the measures take effect.

Preparing for the employment rights bill

The employment law changes coming in 2025 mark a turning point in workplace regulation. From unfair dismissal rights and sick pay reform to harassment protections and trade union measures, the new rules will affect every part of the employment relationship.

Employers in the sports sector who prepare early will be better placed to deal with the costs, claims and obligations that come with the new regulations. Athletes and other workers, meanwhile, will benefit from stronger rights, greater fairness, and clearer protection under the law.

Get in touch with Switalskis to understand how these changes may affect your organisation or career in sport. Call us on 0800 138 0458 or contact us via our website .