Hot Topics What Does Keir Starmer’s Resignation Mean for HR?

Keir Starmer Resignation – What Does It Mean For Employers?

Keir Starmer’s resignation has inevitably raised questions about the future direction of employment law. However, for employers, the immediate message is reassuring: there is no need to panic.

Although political leadership may be changing, the Employment Rights Act 2025 has already received Royal Assent. Many of its reforms are now being implemented through a phased programme over the next two years.

While future governments may influence the development of some regulations, the overall direction remains largely unchanged.

The Employment Rights Act Is Already Law

Many of the headline reforms employers have been preparing for are already enshrined in law. These include changes to statutory sick pay, family leave, protections against exploitative zero-hours contracts, enhanced rights for pregnant employees, and stronger protections against workplace harassment. Implementation will continue over time, with detailed regulations and guidance still being issued.

For most employers, existing compliance plans should remain in place.

Could Anything Change?

Potentially – but not overnight.

A new Prime Minister may review aspects of employment policy or adjust implementation priorities. Consultation periods could change, guidance may evolve, and future regulations may be amended. However, major employment reforms rarely happen overnight, especially when businesses have already begun preparing for compliance.

The key point is that employers should avoid delaying preparations while awaiting political certainty.

What Should Employers Do Now?

Rather than reacting to the Keir Starmer resignation and anxious political headlines, employers should continue to focus on practical priorities:

• Review employment contracts and workplace policies.
• Continue preparing for upcoming Employment Rights Act changes.
• Keep managers informed about new legal responsibilities.
• Monitor official government guidance as further implementation dates are confirmed.

What About Future Employment Reforms?

While the Employment Rights Act is already in place, not every detail has been finalised. Much of the legislation relies on secondary legislation, consultations and supporting guidance before individual measures take effect.

This means the change in political leadership driven by the Keir Starmer resignation could affect the implementation timetable or the finer details of how some provisions operate in practice. However, it is unlikely that reforms already passed into law would simply disappear. Reversing major employment legislation would require further parliamentary scrutiny and would create significant uncertainty for employers and employees alike.

Avoid a ‘Wait and See’ Approach

Periods of political uncertainty can tempt organisations to delay decisions until the picture becomes clearer. However, in most cases, this creates more risk than benefit.

Employment law is only one part of effective people management. Reviewing recruitment processes, strengthening managers’ capabilities, ensuring policies remain up to date and maintaining good employee relations are all actions that add value, irrespective of changes in government.

Our advice to employers is to continue to follow official guidance, monitor announcements about implementation dates, and seek professional advice where necessary. Taking a measured, proactive approach will leave organisations far better prepared than if they wait for every political question to be resolved.

For employers, the most sensible approach is to continue preparing while remaining flexible. Organisations that have already begun reviewing contracts, updating policies and training managers are unlikely to have wasted their efforts.

Strong people management, fair workplace practices and legally compliant policies remain valuable regardless of the political landscape.

Stability Through Good HR Practice

Political change naturally creates uncertainty, but good HR practice rarely changes overnight. Employers who continue to invest in compliance, clear communication and well-trained managers will be well placed, regardless of who occupies Number 10.

The coming months may bring changes in political leadership, but organisations should remain focused on what they can control: preparing for new employment legislation, supporting their people and maintaining good workplace practices.

That’s a strategy that remains just as relevant today as it was last week.

Spotlight HR is a strategic partner to many businesses across London, East Sussex and the UK. From individual outsourced projects to assisting your in-house function, our experienced team specialises in HR services for SMEs. Please get in touch if you would like our help.