Employment Rights Bill moves a step closer, fairer business rates and our top tips to being a greater employer
Today we review the progression of the Employment Rights Bill, explore potential changes to business rates and reveal our top tips to managing staff wellbeing to become a great employer.
Employment Rights Bill Moves a Step Closer
The government’s Employment Rights Bill has returned to the House of Commons, moving another step towards becoming law.
The House of Lords has tabled some amendments in its review of the Bill. However, these include amendments seen as weakening day one protection from unfair dismissal and limiting those who can benefit from the ban on exploitative zero-hour contracts.
Such amendments seem likely to be overturned as the Bill passes back through the House of Commons.
Following the House of Commons’ consideration of amendments, the next stage for the Bill will be Royal Assent.
We’ll continue to update you as the Bill makes its way through Parliament. For now, it’s another reminder to start thinking ahead about how your employment contracts and HR processes may need to adapt.
Government Signals Further Reform to Business Rates
Small businesses looking to expand premises could soon find it easier following new government commitments to make business rates fairer. An interim report from the Treasury says that the Chancellor will examine ways to tackle “cliff edges” in the system – sudden jumps in rates that can discourage investment.
Currently, if a small business opens a second property, it immediately loses all entitlement to Small Business Rates Relief (SBRR). The government now says it will review how SBRR can support business growth.
The report also confirms that from April 2026, permanently lower tax rates will be introduced for shops, pubs, restaurants, and other retail, hospitality, and leisure businesses with a rateable value below £500,000.
Changes to how business rates are calculated are also under review
Business groups have been advocating for changes in the way business rates are calculated. They welcomed the report’s confirmation that the government will also consider moving from the current “slab” model (where the whole property is taxed at the highest rate) to a “slice” model (where tax gradually increases with value).
What happens next
This is an interim report. An update will be provided at the Autumn Budget on 26 November 2025.
If you are looking to expand your business into new premises, business rates are not the only factor to consider. If you would like help formulating or assessing plans for business expansion, why not contact us? We would be happy to help you!
What Does It Take to Be a Great Employer?
Companies House has recently been recognised with the highest-level accreditation from Investors in People for its approach to staff wellbeing.
Their Platinum award reflects their efforts to support employees’ social, physical, and psychological wellbeing, and was achieved following detailed assessments such as staff surveys, interviews, and observations of workplace culture.
So, what can other businesses take away from this achievement? Even if you don’t have the resources of Companies House, there are practical steps you might be able to consider in improving staff wellbeing – and often at low cost.
1. Listen to Staff Feedback
Staff who feel listened to often feel valued. For a smaller business, this could simply mean having regular one-to-one check-ins.
Other options might include running short anonymous surveys using free online tools or creating a scheme for staff to suggest improvements. The key is to show that you’re listening and acting on feedback where possible.
2. Support Physical Wellbeing
This doesn’t have to mean gym memberships or large-scale health programmes. Practical, affordable options might include encouraging regular breaks away from screens or providing some fresh fruit or healthy snacks in staff areas.
3. Look After Mental Wellbeing
Small businesses can support mental health in the workplace by promoting an open culture where it’s okay to talk about challenges.
Managers can be trained to spot early signs of stress or burnout. It may also be helpful to signpost free resources such as Mind, ACAS or NHS wellbeing services.
4. Build a Positive Culture
Wellbeing often comes down to workplace culture. Recognition, respect, and flexibility can make a big difference to employees at all levels.
- Could you consider celebrating achievements, however small? Sincerely acknowledging the contributions employees make can help build a positive atmosphere.
- When changes are needed in the business, being transparent about them can help staff feel respected and give them the opportunity to get on board.
- Allowing flexibility in working hours can help staff balance their work and life commitments and let them feel more positive about their job.
Looking After Staff Can Improve the Business
A focus on staff wellbeing isn’t just about being “nice to have.” Even if your business is at a very different scale to Companies House, the principle is the same: investing time and thought into your team’s wellbeing can bring real benefits.
It can help retain good people at a time when recruitment is costly, reducing absence, boosting productivity, and building loyalty and trust in your team. These are all things that support long-term success in your business.
Employment Rights Bill Moves a Step Closer
The government’s Employment Rights Bill has returned to the House of Commons, moving another step towards becoming law.
The House of Lords has tabled some amendments in its review of the Bill. However, these include amendments seen as weakening day one protection from unfair dismissal and limiting those who can benefit from the ban on exploitative zero-hour contracts.
Such amendments seem likely to be overturned as the Bill passes back through the House of Commons.
Following the House of Commons’ consideration of amendments, the next stage for the Bill will be Royal Assent.
We’ll continue to update you as the Bill makes its way through Parliament. For now, it’s another reminder to start thinking ahead about how your employment contracts and HR processes may need to adapt.
Government Signals Further Reform to Business Rates
Small businesses looking to expand premises could soon find it easier following new government commitments to make business rates fairer. An interim report from the Treasury says that the Chancellor will examine ways to tackle “cliff edges” in the system – sudden jumps in rates that can discourage investment.
Currently, if a small business opens a second property, it immediately loses all entitlement to Small Business Rates Relief (SBRR). The government now says it will review how SBRR can support business growth.
The report also confirms that from April 2026, permanently lower tax rates will be introduced for shops, pubs, restaurants, and other retail, hospitality, and leisure businesses with a rateable value below £500,000.
Changes to how business rates are calculated are also under review
Business groups have been advocating for changes in the way business rates are calculated. They welcomed the report’s confirmation that the government will also consider moving from the current “slab” model (where the whole property is taxed at the highest rate) to a “slice” model (where tax gradually increases with value).
What happens next
This is an interim report. An update will be provided at the Autumn Budget on 26 November 2025.
If you are looking to expand your business into new premises, business rates are not the only factor to consider. If you would like help formulating or assessing plans for business expansion, why not contact us? We would be happy to help you!
What Does It Take to Be a Great Employer?
Companies House has recently been recognised with the highest-level accreditation from Investors in People for its approach to staff wellbeing.
Their Platinum award reflects their efforts to support employees’ social, physical, and psychological wellbeing, and was achieved following detailed assessments such as staff surveys, interviews, and observations of workplace culture.
So, what can other businesses take away from this achievement? Even if you don’t have the resources of Companies House, there are practical steps you might be able to consider in improving staff wellbeing – and often at low cost.
1. Listen to Staff Feedback
Staff who feel listened to often feel valued. For a smaller business, this could simply mean having regular one-to-one check-ins.
Other options might include running short anonymous surveys using free online tools or creating a scheme for staff to suggest improvements. The key is to show that you’re listening and acting on feedback where possible.
2. Support Physical Wellbeing
This doesn’t have to mean gym memberships or large-scale health programmes. Practical, affordable options might include encouraging regular breaks away from screens or providing some fresh fruit or healthy snacks in staff areas.
3. Look After Mental Wellbeing
Small businesses can support mental health in the workplace by promoting an open culture where it’s okay to talk about challenges.
Managers can be trained to spot early signs of stress or burnout. It may also be helpful to signpost free resources such as Mind, ACAS or NHS wellbeing services.
4. Build a Positive Culture
Wellbeing often comes down to workplace culture. Recognition, respect, and flexibility can make a big difference to employees at all levels.
- Could you consider celebrating achievements, however small? Sincerely acknowledging the contributions employees make can help build a positive atmosphere.
- When changes are needed in the business, being transparent about them can help staff feel respected and give them the opportunity to get on board.
- Allowing flexibility in working hours can help staff balance their work and life commitments and let them feel more positive about their job.
Looking After Staff Can Improve the Business
A focus on staff wellbeing isn’t just about being “nice to have.” Even if your business is at a very different scale to Companies House, the principle is the same: investing time and thought into your team’s wellbeing can bring real benefits.
It can help retain good people at a time when recruitment is costly, reducing absence, boosting productivity, and building loyalty and trust in your team. These are all things that support long-term success in your business.