Four Employment Law Changes Every Independent Veterinary Practice Needs to Know About This October
This October, four significant changes come into force under the Employment Rights Act 2025, and each one has a genuinely practical impact on how independent practices manage their people.
Right to Work Checks Are Getting Wider — And More Complicated
From 1 October, Right to Work checks won't just apply to your employed staff. They'll extend to zero-hours workers, casual cover, agency staff, and self-employed contractors — which matters enormously in a sector that regularly relies on locum, agency or casual staff.
The tricky part isn't just doing the check — it's working out who's responsible for it. If a locum comes to you through an agency, is the check theirs or yours? If there are multiple parties in the chain, liability can extend further than practices expect, and penalties for getting it wrong remain severe. Practices that use any form of agency or casual staffing should be reviewing exactly how those individuals are engaged, well before the deadline.
Employment Tribunal Claims: Employees Now Have Twice as Long
The time limit for bringing many tribunal claims doubles from three months to six. It sounds like a technical procedural shift, but the practical effect is real: disciplinary decisions, exits, and grievances handled today could still be challenged much further down the line than practices are used to.
That puts a premium on something many smaller practices under-invest in — proper documentation. Notes from difficult conversations, clear records of decisions, and well-kept personnel files aren't just good practice anymore; they're your evidence if a claim surfaces long after the event, when memories have faded, and the person involved may have long since left.
A New Duty Around Trade Union Rights
From 30 October, employers must tell workers, in writing, that they have the right to join a trade union. Larger practices (21+ workers) may also face a formal process if a union requests workplace access. For most independent practices, the immediate action is straightforward — updating what staff are told in writing — but it's worth knowing this is part of a wider shift in trade union rights that further guidance will clarify over the coming months.
Harassment Protection Now Extends to Clients and Visitors
This is arguably the most relevant change for veterinary teams specifically. From 30 October, employers have a stronger legal duty to prevent sexual harassment — not just respond to it — and a brand new duty covering harassment of staff by third parties, including clients, visitors, and suppliers.
Think about what that means in a practice context: a difficult client at reception, a farm visit where a vet is working alone with a member of the public, an at-home appointment. These are exactly the situations vet teams encounter regularly, and from October, practices are expected to have thought through those risks in advance — not just dealt with problems as they arise.
Where This Leaves Independent Practices
None of these changes is optional, and several carry real financial and reputational risk if overlooked. The practices in the best position come October won't be the ones scrambling to react — they'll be the ones who've already reviewed their contracts, staffing arrangements, and documentation with someone who understands both employment law and how a veterinary practice actually operates.
This is exactly the kind of change AB Plus supports client practices through directly — reviewing contracts, updating policies, and making sure the right processes are in place before deadlines hit, not after. If you're not sure where your practice stands on any of the above, get in touch with Duncan for a no-obligation conversation.
Post written by Liz Shaw,
Liz is an HR Associate for AB Plus. Liz has supported independent veterinary practices with HR and is known for being the person you want on your side when navigating a difficult HR issue.