A major shift in UK employment law is on the horizon. The new Employment Rights Bill is set to reshape approaches to flexible working, pay transparency and staff protections. For universities and colleges, planning ahead now will help boost engagement, widen access to talent and build fairer, more resilient workplaces.
For higher and further education institutions, the legislation presents both opportunities and challenges. It will influence how organisations manage their people, policies and culture. Those that prepare early will strengthen workforce practices, enhance wellbeing and attract professionals who make an impact from day one.
Employees will be able to request flexible working from their first day of employment, once the Bill’s reforms are fully enacted. For higher and further education employers, this is not simply about compliance; it is also about improving retention, supporting wellbeing and attracting experienced talent.
However, this change also introduces challenges. Is your recruitment and selection process robust enough to explore working pattern expectations early without introducing bias or overlooking operational requirements? Many institutions are already piloting hybrid approaches within professional services teams. While early feedback shows improved engagement, success depends on consistent and transparent implementation.
According to the Chartered Institute of Personnel and Development (CIPD), 91% of UK employers already offer some form of flexible working, yet fewer than half of employees have discussed flexible arrangements with their manager. This gap between policy and reality shows the need to embed flexibility in everyday working life.
Proposed changes to pay transparency will give larger institutions the opportunity to lead by example. With future reporting expectations likely to expand beyond the existing gender pay gap requirements, universities and colleges would be wise to prepare now. Clear, accessible pay and progression frameworks not only support fairness but also help build trust, something professionals increasingly prioritise when choosing where to develop their careers.
However, transparency brings its own challenges. Are your pay and progression frameworks consistent, up to date and communicated effectively? Institutions that act early will be better positioned to engage and retain committed and motivated people.
Non-academic and professional services roles make up around 40% of the higher education workforce, representing more than 150,000 positions across UK universities. These teams deliver operational, financial, estates, HR and student-facing services that are essential to institutional success.
Yet professional services staff often face distinct challenges around recognition, workload and progression. Research indicates that only around 63% of professionals in these roles feel able to manage their workload effectively. This presents a valuable opportunity to strengthen wellbeing, structure and career development.
The Bill is expected to strengthen protections around dismissal and redundancy. Now is the ideal time for HR teams in higher and further education to review existing policies and processes to ensure they are compliant, consistent and clearly communicated. During periods of change, open dialogue will be key to maintaining trust and morale.
Candidates are becoming more selective and values driven. They want employers who demonstrate flexibility, fairness and a supportive culture, not just a job description. Meeting those expectations while also delivering institutional goals requires a balanced approach. Is your recruitment structured enough to avoid a mismatch between what candidates expect and what you can realistically offer?
At Dawson Jones Recruitment, we work with higher and further education institutions to align recruitment and workforce strategies with evolving legislation. We support our partners in reducing risk, promoting fairness and securing professionals who will make a lasting impact.
If you would like to explore how the Employment Rights Bill could affect your recruitment strategy, please get in touch. We will help you navigate both the opportunities and challenges with confidence and compliance.
