Employment law changes you cannot ignore – human resources needed more than ever
27th November 2025
Farming has always demanded resilience in coping with unpredictable weather, fluctuating markets, and rising costs. But today, there is another challenge that cannot be ignored: managing people.
Employment compliance is no longer a box-ticking exercise – it is as critical to your business as soil health or crop yield. With sweeping changes to UK employment law on the horizon, the stakes have never been higher.
Agriculture faces unique workforce pressures. Seasonal labour demands mean farms often need to recruit quickly, but doing so compliantly is essential. Contracts can be complex, covering casual, fixed-term, and permanent staff.
Add to that the growing focus on mental health and wellbeing in a high-stress environment, and the risk of legal disputes becomes very real. Employment law applies to everyone, whether they work in the fields or the office, and ignorance is no defence.
Health and safety are another area where HR plays a vital role. Farming remains one of the UK’s most hazardous industries, with risks ranging from heavy machinery to disease control. The Health and Safety Executive estimates injuries and ill-health in agriculture, forestry and horticulture cost over £190 million last year. Proper policies, training, and documentation are not just good practice – they protect lives and livelihoods.
Employment Rights Bill
Environmental responsibilities add yet another layer of complexity. Farms are under increasing pressure to meet sustainability targets, reduce carbon emissions, and uphold animal welfare standards. HR helps embed these requirements into everyday operations, ensuring staff understand and follow the rules.
And then there are the potential changes on the horizon because of the upcoming Employment Rights Bill, a game-changer for every employer. Under the proposals, employees will have unfair dismissal rights protection from day one, zero-hours contracts will face tighter restrictions, statutory sick pay will become payable immediately (rather than the current three-day waiting period), and flexible working requests will become the norm.
Fire-and-rehire tactics will be banned (apart from in severely restricted circumstances), and employees will have six months to bring employment tribunal claims instead of three. These changes mean businesses must review contracts, train managers, and plan for cost implications now. Compliance is not optional anymore – it is about protecting your business and your people.
Employment law changes you cannot ignore
The upcoming changes to the Employment Rights Bill will reshape the rules. Some key areas to keep an eye on include:
- Day-one unfair dismissal rights – no more two-year qualifying period
- Zero-hours restrictions – predictable hours must be offered
- Statutory sick pay from day one – costs will rise
- Flexible working requests – employers will only be able to refuse a flexible working request if it is reasonable for them to do so
- Ban on fire and rehire – restructuring must follow a fair process
- Family rights – family-related employment rights will expand.
‘Health check for your business’
“An HR audit is like a health check for your business – it identifies gaps in compliance, highlights risks, and ensures your policies and practices meet legal standards,” a spokesperson for Moo HR said.
Think of it as preventative care for your farm. Just as you would not ignore warning signs in your crops or livestock, you should not overlook potential issues in your workforce.
An HR audit digs deep into your contracts, policies, and procedures to uncover areas that could expose you to legal claims or financial penalties. It checks whether your employment practices align with current legislation, from health and safety compliance to fair pay and working conditions.
For agricultural businesses, this is crucial. Seasonal labour, complex contracts, and evolving environmental responsibilities make compliance a moving target. An audit gives you clarity and confidence, helping you fix problems before they become costly disputes. It’s not just about ticking boxes – it is about protecting your people, your reputation, and your bottom line.
What to look for in HR service provider
Choosing the right HR partner can make or break compliance. Here’s what matters:
- Sector understanding – agriculture isn’t like retail or tech. Your provider should know seasonal patterns and rural challenges
- Practical advice – no jargon, just clear guidance you can act on
- Compliance expertise – up-to-date knowledge of employment law changes
- Flexibility – support that adapts to your busy periods and workforce size
- Wellbeing focus – mental health and employee engagement are key to retention.
“I understand the current climate is hard – margins are tight, and labour is scarce. That’s why we’re here to help in any way we can,” a spokesperson for Moo HR added.
The reality is simple: strong HR is no just about avoiding penalties. It is about building a safer, fairer, and more sustainable workplace – one that attracts and retains the talent you need to keep your businesses thriving.
Compliance isn’t optional – it is imperative in protecting your business and your people.
Moo HR said that its team understands farming is tough right now – and they are here to support you. All new clients from agriculture backgrounds will receive 30% off the retainer packages.
For more information, follow on LinkedIn or visit the company website.
Contact by email: hello@MooHR.co.uk or call 0800 043 5600.
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