With the Labour government preparing to introduce workplace safety reforms, UK businesses are facing a major shift in how they manage health and safety. While these changes are still proposals, they could mean significant changes to how employers approach health and safety.
These potential reforms are expected to improve protections for workers and modernise outdated rules. For employers, this means adjusting policies and procedures to meet new requirements.
The plans may seem challenging at first, but they also provide a chance to strengthen your business by creating a safer, healthier environment for your employees. Here’s a look at what might change and how your business can prepare.
One of the most talked-about proposals is the ban on exploitative zero-hour contracts. These contracts, which leave workers with no guaranteed hours, have been criticised for creating financial instability – and adding stress. Moving forward, businesses will need to adopt more secure arrangements for their staff, such as fixed-hour contracts.
“This is a big win for workers,” says Steve Hembury, Managing Director of Eyton Solutions. “When people know they have steady hours, they’re more engaged and less distracted by outside worries. That can only be a good thing for safety on the job.”
Another key measure is Labour’s plan to end “fire and rehire” practices—a controversial tactic where companies dismiss workers and then rehire them under worse conditions. While this practice is aimed at cost-saving in the short term, its removal could lead to long-term gains by improving trust between employees and employers.
“Safety culture thrives when there’s trust,” Hembury explains. “If workers don’t fear unfair treatment, they’re much more likely to flag safety risks or suggest improvements.”
Also on the table is a “right to switch off”—a policy designed to prevent after-hours communication and help employees maintain work-life balance. In a world where work emails often spill into evenings and weekends – amplified by the rise in remote and flexible working – this reform has the potential to reduce burnout and improve focus during working hours. This switch in mindset will be easier for some businesses than others, but if managed properly, everyone will benefit from clearer boundaries and reduced unnecessary communication outside work hours.
Finally, there’s a push to improve sick pay provisions, encouraging workers to prioritise their health rather than working through illness. For employers, this is an opportunity to foster a “health-first” culture that values well-being over presenteeism—a win for both safety and productivity.
Labour also aims to bring workplace safety laws into the modern era, tackling risks that didn’t exist when many regulations were first written.
For instance, we all know that AI and automation are rapidly reshaping the workplace. These technologies can make certain tasks safer, but they also introduce new risks, such as unexpected system errors or potentially an over-reliance on machines.
“AI can’t replace human intuition,” says Hembury. “It’s a tool—one that needs careful oversight. Businesses that balance automation with real human expertise will be the ones that truly benefit from these advances.”
Another area of focus is climate change. With more frequent heatwaves, freezing conditions, and unpredictable weather, Labour plans to strengthen protections for outdoor and climate-exposed workers. For businesses, this might mean rethinking policies around hydration, protective clothing, or shifting work schedules during extreme conditions.
“These changes aren’t just practical—they’re necessary,” Hembury adds. “As our climate shifts, so do the risks our workers face.”
The Labour government plans to give the Health and Safety Executive (HSE) more funding to carry out inspections and enforce compliance. A new Single Enforcement Body will streamline the process while involving trade unions to advocate for workers.
For employers, this means more oversight. Now is the time to audit your health and safety practices, fix any gaps, and involve employees in building a culture of safety.
“Being proactive now will save you from headaches down the line,” says Hembury. “It’s not just about avoiding penalties—it’s about showing your team you’re serious about their well-being.”
Labour is prioritising mental health in the workplace. Proposals like the right to switch off and flexible working as the default aim to reduce stress and help employees maintain a healthy balance between work and home life. These initiatives are working in parallel with their wider ‘Back to Work’ plans designed to reduce economic inactivity across the workforce.
This is an opportunity for businesses to lead. Introducing employee assistance programmes (EAPs), offering mental health training for managers, and encouraging open communication can make a real difference. “Mental health at work is no longer a side issue, it’s a central one,” says Steve Hembury, Managing Director of Eyton Solutions. “It’s about making staff feel supported and empowered.”
The workplace plays a big role in mental health. Long hours, tight deadlines, and constant emails can wear people down. Simple changes, like flexible schedules, regular breaks, and switching off after work, can help.
“When employees feel supported, they work better and stay longer,” says Hembury. “It’s good for them and good for business.”
Another potential change is extending health and safety protections to freelancers and self-employed individuals, who are often excluded from traditional frameworks. This means businesses that rely on gig workers or contractors will need to include them in their safety policies.
For businesses that rely on contractors or freelancers, this means reviewing their policies to ensure these workers are covered by safety measures.
“Freelancers aren’t second-class workers,” Hembury says. “They deserve the same respect and protections as anyone else. Clarifying these responsibilities is a step in the right direction—for workers and for the companies that hire them.”
Labour’s planned reforms are a chance to strengthen your business by creating a safer and more supportive workplace. Here’s what you can do now:
“These changes are coming quickly,” says Hembury. “Businesses that take action now will have an easier time adapting. It’s not just about meeting the rules—it’s about building a workplace where people want to stay and contribute.”
Need help? Eyton Solutions can guide you through these updates. Get in touch to make your workplace safer, stronger, and ready for the future.
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