JOURNAL
Preparing for the Renters’ Rights Act: What Landlords and Estates Need to Know.
The Renters’ Rights Act 2025 has now passed into law, marking the most significant reform of the private rented sector in England for a generation. The legislation seeks to create a fairer and more transparent system for both landlords and tenants, strengthening tenant security while demanding higher standards of property management and compliance.
Although implementation will be phased in from 2026, the direction of travel is now clear. Landlords, agents, and property owners should begin preparing immediately.
Key Changes
End of fixed-term tenancies
All new tenancies will become periodic, continuing on a rolling basis without a set end date. This removes the traditional six or twelve-month term and gives tenants greater flexibility to move on with two months’ notice.
Abolition of no-fault evictions
Section 21 notices will be abolished. Landlords will need to rely on specific legal grounds to recover possession, such as breach of tenancy or legitimate plans to sell or move back into the property.
Tighter rules on rent increases
Rents may be reviewed only once every twelve months, with at least two months’ written notice and justification that the rent reflects market value.
Restrictions on upfront rent and bidding
Landlords and agents will be limited to requesting no more than one month’s rent in advance. Practices that involve tenants bidding against each other for a property will be prohibited.
Right to keep pets
Tenants will have the right to request a pet, and landlords must not unreasonably refuse. Landlords may require pet insurance to cover potential damage.
National Landlord Register and Ombudsman
All landlords will need to register their properties on a new national database and will fall under the oversight of a Private Rented Sector Ombudsman. This is designed to improve transparency and create a straightforward route for tenants to resolve complaints.
Decent Homes Standard
A legally enforceable Decent Homes Standard will now apply to private rental properties, setting clear minimum requirements for safety, heating, repair, and general condition.
What This Means in Practice
For landlords, this legislation demands a shift from short-term letting models towards more structured and compliant management. The ability to end tenancies at will is removed, which makes careful tenant selection even more important. Properties that fail to meet the new standards may not be lawfully let.
For tenants, the Act brings increased stability, predictable rent reviews, and the right to challenge unfair practices.
Steps to Take Now
Review tenancy agreements and identify clauses linked to fixed terms or Section 21 notices that will need to be updated.
Audit property condition to ensure compliance with the forthcoming Decent Homes Standard.
Revisit rent review procedures and ensure documentation and notice periods meet the new requirements.
Update marketing and onboarding processes to remove references to bidding, adjust deposit and rent-in-advance practices, and create a clear pet policy.
Plan for registration under the new national landlord database once it becomes operational.
Implications for Estates and Landed Portfolios
The Renters’ Rights Act carries particular significance for estates that let cottages, converted outbuildings, or tied accommodation alongside agricultural and heritage assets.
While many estate lettings currently fall under the Assured Shorthold Tenancy framework, a substantial number rely on informal agreements or long-standing terms that will no longer align with the new legal structure. Estate owners should therefore:
Review all residential tenancies, including those provided to staff, contractors, or family members, to confirm their legal status under the new regime.
Identify which properties will transition to the new assured periodic tenancy model, and ensure updated documentation and notice procedures are in place.
Consider succession and operational implications, especially where tied accommodation is linked to employment or agricultural tenancy agreements.
Audit housing standards across the estate to ensure every dwelling meets the Decent Homes Standard, including cottages that may not have been modernised recently.
Plan communication with tenants and employees to explain how the changes will affect notice periods, rent reviews, and maintenance responsibilities.
For large or mixed estates, this reform will require close collaboration between estate management, HR, and compliance teams. The move to assured periodic tenancies will also make the timing of possession and refurbishment programmes more complex, so early planning is essential.
Historic and Protected Tenancies
Older tenancy types such as regulated or protected tenancies under the Rent Act 1977 are not directly altered by the new legislation, and existing statutory rent control mechanisms will remain in place. However, estates should still review these arrangements within the wider context of compliance. The new Decent Homes Standard and the increased visibility created by the national landlord register will raise expectations for all rented dwellings, regardless of their age or legal category.
Any property let under a historic tenancy should be assessed for safety, heating, and repair standards to ensure it meets inspection benchmarks. Where tenants have succession rights or long-term residency, estate owners may also wish to review how these arrangements are documented and recorded, particularly in anticipation of a unified database that could bring older agreements under greater scrutiny.
Implementation Timeline
Although the Act received Royal Assent in October 2025, most measures will come into force during 2026 once the secondary legislation is complete. A staged introduction is expected, beginning with the abolition of Section 21 and the creation of the national landlord register.
Our View
This reform represents more than a compliance exercise. It signals a wider cultural shift towards professionalism and accountability within the private rented sector. Landlords, agents, and estates who act early, reviewing documents and embedding best practice, will be in a far stronger position once the new regime takes effect.
Hay Consulting can assist with:
Reviewing and updating tenancy documentation
Conducting property compliance audits
Preparing implementation plans for landlords, agents, and estate owners
Advising on risk management and communication during the transition
Note: This briefing is intended for informational purposes and does not constitute legal advice.
Navigating the UK Supreme Court Ruling on the Definition of 'Sex' in the Equality Act
On 16 April 2025, the UK Supreme Court delivered a landmark ruling in the case of For Women Scotland Ltd v The Scottish Ministers, clarifying that the terms "man", "woman", and "sex" in the Equality Act 2010 refer exclusively to biological sex assigned at birth .
This decision permits single-sex services—such as women's refuges, hospital wards, and sports—to lawfully exclude transgender individuals, including those with Gender Recognition Certificates (GRCs), when such exclusion is a proportionate means of achieving a legitimate aim .
Importantly, the ruling does not diminish the protections afforded to transgender individuals under the Equality Act. Trans people remain protected against discrimination, harassment, and victimization under the protected characteristic of gender reassignment .
Implications for Employers and Service Providers
1. Review of Single-Sex Spaces and Services
Action: Audit all single-sex spaces (e.g., toilets, changing rooms, hospital wards) to ensure policies align with the clarified definition of sex.
Consideration: Determine whether any exclusion of trans individuals is a proportionate means of achieving a legitimate aim, such as privacy or safety.
2. Policy and Documentation Updates
Action: Update internal policies, employee handbooks, and training materials to reflect the Supreme Court's interpretation.
Consideration: Ensure that policies continue to uphold protections against discrimination for transgender individuals.
3. Staff Training and Awareness
Action: Conduct training sessions to educate staff on the implications of the ruling and the importance of maintaining an inclusive environment.
Consideration: Emphasise the continued legal protections for transgender individuals to prevent discriminatory practices.
4. Communication with Stakeholders
Action: Develop clear communication strategies to inform clients, customers, and service users about any changes to policies or services.
Consideration: Approach communications with sensitivity to avoid alienating or distressing any group.
Supporting Transgender Individuals
While the ruling provides clarity on the definition of sex in the Equality Act, it's crucial to approach its implementation with empathy and support for transgender individuals who may feel vulnerable or marginalised.
Support Measures:
Inclusive Facilities: Where possible, provide gender-neutral facilities to accommodate all individuals comfortably.
Feedback Mechanisms: Establish channels for individuals to express concerns or provide feedback on policies and practices.
Mental Health Support: Ensure access to mental health resources for staff and service users affected by policy changes.
Next Steps
The Equality and Human Rights Commission (EHRC) is expected to release updated guidance and a statutory code of practice to assist organisations in navigating the implications of the ruling.
Recommendations:
Stay Informed: Monitor EHRC publications for new guidelines.
Legal Consultation: Seek legal advice to ensure compliance with the updated interpretation of the Equality Act.
Policy Review: Regularly review and adjust policies as new guidance becomes available.
This ruling marks a significant development in UK equality law, emphasising the importance of balancing the rights and protections of all individuals. By proactively reviewing and updating policies, providing staff training, and supporting affected individuals, organisations can navigate these changes responsibly and compassionately.
For personalised advice or assistance in implementing these recommendations, please drop us an email.
Note: This briefing is intended for informational purposes and does not constitute legal advice.
Employment Law Changes – What’s Already Changed, What’s Next, and How to Prepare
UK employment law is evolving at pace. A number of important legal changes have already come into force, with further updates confirmed for 2025 and broader reforms expected to follow. Taken together, these changes signal a continued push by policymakers to create more inclusive, fair, and flexible workplaces.
For employers, this presents both a risk and an opportunity. On the one hand, failing to keep up could lead to compliance gaps, reputational issues, or even tribunal claims. On the other hand, those who stay ahead will be better placed to modernise policies, support their workforce, and strengthen their position as an employer of choice.
This update outlines:
Recent legal changes that should already be in effect
Confirmed developments taking place in 2025
Proposed reforms under the Employment Rights Bill
Practical steps you should take now
Legal Changes Already in Force
Several employment law reforms came into effect in April 2024. If you have not yet reviewed your policies or communicated updates to staff, we recommend doing so as soon as possible.
Flexible Working
From April 2024, employees have the right to request flexible working from day one of employment. They can now make two requests per year, and employers must respond within two months. This requires updates to internal procedures and training for line managers.
Carer’s Leave
Employees are now entitled to one week of unpaid carer’s leave each year to support dependants with long-term care needs. This is a statutory right from day one of employment.
Paternity Leave
Fathers and partners can now take paternity leave in two separate one-week blocks, and can use the entitlement at any time during the first 12 months after the child’s birth or adoption.
Redundancy Protection
Pregnant employees and those returning from maternity, adoption or shared parental leave are now protected from redundancy for up to 18 months after the child’s birth or adoption placement. This requires employers to give these employees priority status in any redundancy selection process.
New Anti-Harassment Duty
From October 2024, employers will be under a statutory duty to take reasonable steps to prevent sexual harassment in the workplace. The Equality and Human Rights Commission will have enforcement powers. This will require updated training and proactive risk assessments.
Confirmed Changes for 2025
A number of further changes are already legislated and will come into effect during the course of 2025.
Rolled-Up Holiday Pay
From January 2025, employers can lawfully use rolled-up holiday pay for workers with irregular hours or part-year contracts. Holiday can be calculated at 12.07% of hours worked. Employers must clearly set out the arrangement in writing.
Fire and Rehire Code of Practice
From January 2025, employers who change employment terms via dismissal and re-engagement must follow a statutory Code. Failure to follow the Code could lead to a tribunal award uplift of up to 25%. The Code places emphasis on consultation and genuine business need.
National Minimum Wage
From April 2025, the National Living Wage (23+) will increase to £12.21 per hour. Rates for younger workers and apprentices will also rise. Employers should review pay structures and budgets accordingly.
Statutory Payments
Also from April 2025, the following rates will apply:
Statutory Sick Pay: £118.75 per week
Statutory Maternity, Paternity, Adoption and Shared Parental Pay: £187.18 per week
Lower Earnings Limit: £125 per week
Neonatal Care Leave
From April 2025, parents whose baby requires neonatal care will be entitled to up to 12 weeks of additional leave, paid if eligible. This new statutory right will require changes to leave policies and payroll systems.
Proposed Reforms: The Employment Rights Bill
The Employment Rights Bill, expected to progress through Parliament in 2025, could introduce more substantial reforms, including:
Day-one rights for unfair dismissal, sick pay, and parental leave
Introduction of standardised probation periods
Making flexible working the default position for all jobs
Reforms to statutory sick pay, including removing the waiting period and making it earnings-based
A right for zero-hours workers to request guaranteed hours after 12 weeks of regular work
Statutory leave for miscarriage before 24 weeks
Enhanced protections against dismissal for parents and carers
Wider pay gap reporting obligations (ethnicity and disability)
A new enforcement body: the Fair Work Agency
Though not yet law, many of these proposals enjoy cross-party support and align with long-term policy trends. Employers should begin considering how these changes may affect workforce planning and internal processes.
What Employers Should Be Doing Now
In light of the above, we recommend the following immediate actions:
Review and update employee handbooks, policies, and employment contracts
Train managers on new rights, especially around flexible working and redundancy
Check that payroll systems are prepared for new statutory rates
Update risk assessments and prevention strategies in line with new anti-harassment duties
Audit diversity and pay data in anticipation of broader reporting requirements
Review processes for changing terms and conditions, particularly where fire-and-rehire may be considered
How We Can Help
We work with clients across all sectors to ensure they stay ahead of the law, while building fairer and more effective workplaces. Our support includes:
Contracts and Handbooks – Are they up to date with the law?
HR Policies – Especially for flexible working, parental leave, and redundancy
Manager Training – Do your leaders know the new rules?
Payroll and Systems – Are statutory rates and holiday accrual methods updated?
Diversity and Inclusion Strategy – Especially in light of pay gap expectations
Employee Communications – Clear and timely updates help maintain trust
If you would like to discuss your organisation’s readiness for these changes, we would be pleased to arrange a consultation or carry out a compliance review.