What Employers Are Thinking: The Employment Rights Bill, SARs, and Workforce Compliance
Insights from our December 2025 HR Hub with RWK Goodman
At our final HR Hub of the year, we were joined by Kate Benefer, Employment Partner at RWK Goodman, along with her colleagues Sophie Sheeran, Associate, and Erin Page, Solicitor (Employment & Immigration). Together, they delivered a clear and practical overview of the key legal changes facing HR professionals as we head into 2026.
The session covered the latest updates on the Employment Rights Bill, recent case law developments, and an in-depth look at subject access requests, a topic that generated significant interest and discussion among attendees.
As always, we ran live polls during the webinar to gather real-time insight from HR leaders and employers across our network. Here’s what we learned.
How Do Employers Feel About the Employment Rights Bill?
We asked: “How do you feel about the Employment Rights Bill?”
- 49% said they feel less worried following the recent announcement about unfair dismissal
- 30% said they are worried it will mean lots of changes
- 13% said they are not worried at all
- 8% said they are bored of hearing about it
These results show a noticeable shift in sentiment. While nearly a third remain concerned about the scale of potential change, almost half now feel more reassured, suggesting that recent clarifications around unfair dismissal may be easing some of the uncertainty for HR teams.
Are Trade Unions Still a Factor?
We asked: “Do you recognise a trade union?”
- 27% said Yes
- 73% said No
Although the majority of respondents do not work with recognised trade unions, the 27% who do represent a meaningful minority. This demonstrates that, for some sectors, union engagement remains a key consideration in employee relations and workforce planning.
Subject Access Requests: A Common Challenge
We asked: “Have you ever had to deal with a subject access request for an employee?”
- 71% said Yes
- 29% said No
This high percentage aligns with the speakers’ observations that subject access requests (SARs) are becoming more frequent, often requiring substantial time and care to manage correctly. Their practical guidance on filtering data, redaction, and meeting statutory timelines was particularly well received, with many follow-up questions from participants.
Visa Holders and Sponsored Workers: Is This Affecting Employers?
We asked: “Do you employ individuals who have visas (such as students, dependants or sponsored skilled workers)?”
- 80% said Yes
- 18% said No
- 2% said Don’t know
This reinforces how important it is for organisations to stay on top of their right-to-work processes and remain aware of ongoing immigration rule changes. As sponsorship thresholds evolve, this will remain a priority area for HR leaders.
Final Thoughts
December’s HR Hub highlighted that employers are closely following developments in employment law but are seeking clarity, confidence, and practical advice to support their decision-making.
The session delivered actionable guidance and helped many attendees feel more informed about preparing for legislative changes, managing SARs, and navigating compliance in a shifting landscape.
Thank you to everyone who joined us for this final session of 2025, and to all who have supported the HR Hub throughout the year.
We’ll be back in January with a data-led and thought-provoking session featuring Jack Kennedy, Senior Economist at the Indeed Hiring Lab.
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