Has the UK Employment Rights Bill Been Passed? The UK Employment Rights Bill has now cleared Parliament and is awaiting Royal Assent, the final step before it becomes law as the Employment Rights Act 2025. While this marks a significant change in UK employment law, most of the headline reforms won’t take effect immediately. Key changes, including updates to unfair dismissal protections, sick pay and day-one rights, are expected to be phased in from 2026 onwards. So what does this actually mean? What This Means for Employees For jobseekers and employees, the direction of travel is clear: stronger protections and greater clarity earlier in your employment. Shorter qualifying periods for certain rights mean the early months in a new role will matter more than ever. Day-one entitlements and changes to sick pay also provide added security, particularly if you’re considering a move, returning to work, or switching between agency and in-house roles. It also reinforces the importance of choosing the right role, not just the next one. Understanding contracts, expectations and workplace culture upfront will be key — and having informed guidance during that process can make all the difference. What This Means for Employers For employers, this legislation raises the bar on good hiring, onboarding and people management. With employee rights kicking in sooner, clear role definitions, fair processes and strong early engagement will be critical. This places even more importance on getting the right hire first time — someone who fits not just the skills brief, but the culture and long-term goals of the business. It also highlights the value of transparent communication around contracts, flexibility and progression, particularly in competitive marketing and digital markets where candidate expectations are evolving quickly. Our Thoughts Legislation alone doesn’t create great workplaces — but it does reinforce the need for thoughtful, well-informed recruitment. For candidates, it’s about making confident career moves. For clients, it’s about building resilient, engaged teams. As these changes take shape, we’ll continue to translate what’s happening into practical insight, helping both sides navigate the market with clarity and confidence.
Why It Matters Talking about money can feel uncomfortable but it’s one of the most important parts of the hiring process. Your salary expectation sends a message: it tells an employer how you value yourself and where you see your level of contribution. Pitching it right is about balance , go too low, and you risk underselling your worth; go too high without context, and you might price yourself out of contention. Being open, informed and confident in that conversation shows self-awareness, professionalism and credibility, all qualities employers notice and respect. How to Talk About Salary with Confidence Do your homework Before the interview, research average salaries for your role, level and location. Market rates can vary significantly between agency and in-house, or between Milton Keynes and London. If you’re unsure, we can share real-time local salary benchmarks so you walk in informed. Give a realistic range It shows flexibility while setting clear expectations. If your research suggests £40k–£45k, it’s fine to say, “I’m ideally looking for something around the mid-40s, depending on the role and responsibilities.” Frame it around value, not just numbers Explain why your expectations sit where they do, link them to results, ROI, leadership experience, or specialist knowledge. For example: “I’ve managed multi-channel campaigns with £500k+ budgets, consistently delivering ROI, so I’m targeting roles around the £50k mark.” This shifts the focus from cost to contribution. Don’t undersell yourself If you say you’d “take less for the right role,” there’s a good chance you’ll be offered less. Employers typically work within budgets, not above them so set your expectation confidently and let your experience justify it. Consider the whole package Salary is important, but benefits, flexibility, progression and culture can all make a huge difference. Be ready to discuss the overall value of the opportunity, not just the pay packet. Be mindful of proof Some employers may ask for evidence of current or previous salary, such as a P60 or recent payslip. It’s not a trap, it’s part of ensuring internal parity. Just make sure your expectations align realistically with your documented history and market value. Employer Perspective Most employers set a salary range before a role goes live. If your expectations fit that window, the process moves smoothly. If they don’t, it’s better to clarify early than waste anyone’s time. And remember: once you’ve put a figure on the table, it’s rarely possible to negotiate significantly higher later so preparation really does pay off. Final Thought Salary conversations don’t need to be daunting. With the right insight and preparation, they can be empowering. Know your worth. Be honest about your expectations. And let your recruiter help position you in the best possible light, we’ll share market data, guide you through the discussion, and make sure you’re representing your value with confidence. Talk to us about salary benchmarks and negotiation advice
Has the UK Employment Rights Bill Been Passed? The UK Employment Rights Bill has now cleared Parliament and is awaiting Royal Assent, the final step before it becomes law as the Employment Rights Act 2025. While this marks a significant change in UK employment law, most of the headline reforms won’t take effect immediately. Key changes, including updates to unfair dismissal protections, sick pay and day-one rights, are expected to be phased in from 2026 onwards. So what does this actually mean? What This Means for Employees For jobseekers and employees, the direction of travel is clear: stronger protections and greater clarity earlier in your employment. Shorter qualifying periods for certain rights mean the early months in a new role will matter more than ever. Day-one entitlements and changes to sick pay also provide added security, particularly if you’re considering a move, returning to work, or switching between agency and in-house roles. It also reinforces the importance of choosing the right role, not just the next one. Understanding contracts, expectations and workplace culture upfront will be key — and having informed guidance during that process can make all the difference. What This Means for Employers For employers, this legislation raises the bar on good hiring, onboarding and people management. With employee rights kicking in sooner, clear role definitions, fair processes and strong early engagement will be critical. This places even more importance on getting the right hire first time — someone who fits not just the skills brief, but the culture and long-term goals of the business. It also highlights the value of transparent communication around contracts, flexibility and progression, particularly in competitive marketing and digital markets where candidate expectations are evolving quickly. Our Thoughts Legislation alone doesn’t create great workplaces — but it does reinforce the need for thoughtful, well-informed recruitment. For candidates, it’s about making confident career moves. For clients, it’s about building resilient, engaged teams. As these changes take shape, we’ll continue to translate what’s happening into practical insight, helping both sides navigate the market with clarity and confidence.
Why It Matters Talking about money can feel uncomfortable but it’s one of the most important parts of the hiring process. Your salary expectation sends a message: it tells an employer how you value yourself and where you see your level of contribution. Pitching it right is about balance , go too low, and you risk underselling your worth; go too high without context, and you might price yourself out of contention. Being open, informed and confident in that conversation shows self-awareness, professionalism and credibility, all qualities employers notice and respect. How to Talk About Salary with Confidence Do your homework Before the interview, research average salaries for your role, level and location. Market rates can vary significantly between agency and in-house, or between Milton Keynes and London. If you’re unsure, we can share real-time local salary benchmarks so you walk in informed. Give a realistic range It shows flexibility while setting clear expectations. If your research suggests £40k–£45k, it’s fine to say, “I’m ideally looking for something around the mid-40s, depending on the role and responsibilities.” Frame it around value, not just numbers Explain why your expectations sit where they do, link them to results, ROI, leadership experience, or specialist knowledge. For example: “I’ve managed multi-channel campaigns with £500k+ budgets, consistently delivering ROI, so I’m targeting roles around the £50k mark.” This shifts the focus from cost to contribution. Don’t undersell yourself If you say you’d “take less for the right role,” there’s a good chance you’ll be offered less. Employers typically work within budgets, not above them so set your expectation confidently and let your experience justify it. Consider the whole package Salary is important, but benefits, flexibility, progression and culture can all make a huge difference. Be ready to discuss the overall value of the opportunity, not just the pay packet. Be mindful of proof Some employers may ask for evidence of current or previous salary, such as a P60 or recent payslip. It’s not a trap, it’s part of ensuring internal parity. Just make sure your expectations align realistically with your documented history and market value. Employer Perspective Most employers set a salary range before a role goes live. If your expectations fit that window, the process moves smoothly. If they don’t, it’s better to clarify early than waste anyone’s time. And remember: once you’ve put a figure on the table, it’s rarely possible to negotiate significantly higher later so preparation really does pay off. Final Thought Salary conversations don’t need to be daunting. With the right insight and preparation, they can be empowering. Know your worth. Be honest about your expectations. And let your recruiter help position you in the best possible light, we’ll share market data, guide you through the discussion, and make sure you’re representing your value with confidence. Talk to us about salary benchmarks and negotiation advice
Why It Matters Rejection hurts and there’s no getting around that. You put time, energy and hope into an opportunity, only to hear “we’ve decided to move forward with another candidate.” But in a competitive market, where marketing and digital roles attract hundreds of applications , rejection isn’t a reflection of failure, it’s feedback, redirection and part of the process. The truth? It’s not about how many no’s you get. It’s about how you respond to them because that’s what shapes your next “yes.” How to Handle Rejection and Move Forward Ask for feedback Don’t be afraid to ask why you weren’t selected. Sometimes it’s about fit, team dynamics or timing ,not your ability. Constructive feedback gives you clarity and helps you improve how you present yourself next time. If you’ve worked with us, we’ll always ask on your behalf and be honest about what we hear. Don’t take it personally It’s easy to think, “What did I do wrong?” But remember, recruitment is often about nuances, one candidate might have slightly more experience with a tool, or a particular cultural fit. It’s rarely black and white. Reframe rejection as redirection Every “no” gets you closer to the right opportunity. Think of it as refining your path rather than blocking it. Many of the candidates we’ve placed in career-defining roles started with a rejection or two but each one helped them refine their story, focus their search and prepare better for the next. Keep your momentum The hardest part after rejection is not losing motivation. Take a day to reset, then get back into action. Keep learning, keep applying, keep connecting. Every interview builds experience and confidence and you never know when the right door will open. Zoom out — one role doesn’t define your career Your career is a long game. You’ll have highs, lows and everything in between. What matters is consistency, curiosity and resilience. Marketing and digital are fast-evolving industries, those who stay adaptable and open always bounce back faster. Employer Perspective Hiring managers often make decisions between two or three excellent candidates. Missing out doesn’t mean you weren’t good, it means someone else was a slightly better match for that brief, at that time. And here’s the thing: we’ve seen candidates who were runners-up get called back six months later when the perfect opportunity arises. A “no” today can still be a “not yet.” Final Thought Rejection isn’t the end of your story, it’s just another chapter. The next opportunity might be the one that changes everything. If you’ve had a setback, talk to us. We’ll help you review feedback, strengthen your approach and get you in front of the roles where you’ll genuinely thrive. Talk to us about your next move
