Farrer & Co LLP

One of the most overlooked phases of an exit is the early planning stage, when an owner is still weighing up the idea of selling. AI can support this process by analysing financial performance, market trends, and industry benchmarks to help assess whether the business is truly 'exit-ready'. These insights can highlight inefficiencies, flag underperforming areas or suggest optimal timing based on market conditions. Armed with this, owners can take proactive steps – improving margins, resolving compliance issues, or streamlining reporting – before bringing in advisers. Success comes down to preparation, and businesses that look organised and resilient are more likely to attract strong buyer interest. Once the decision to sell has been made, AI can help entrepreneurs make more informed choices about structure and timing. By modelling different scenarios and simulating the impact of market shifts, AI tools can provide predictive insights on valuation and deal outcomes. This can sharpen negotiating positions and set more realistic expectations, which is crucial when engaging with buyers or investors. Put simply: AI should serve strategy, not drive it – but used well, it can ground decisions in data rather than instinct alone.

The Employment Rights Bill aims to modernise workplace rights, strengthen worker protections, and promote fair pay and flexibility. Following its passage through Parliament, the Bill is expected to receive Royal Assent in autumn 2025. However, many of its provisions will be subject to further consultation and secondary legislation. As a result, implementation will take place in phases, with key reforms being introduced in stages into 2027. This phased approach means HR professionals and employment law practitioners will need to navigate a busy and evolving legal landscape over the coming years. Unfair dismissal to become a day-one right: Employees will gain the right to claim unfair dismissal from the first day of employment. Fire and rehire: New restrictions will limit the use of dismissal and re-engagement practices to change terms. Preventative duty on sexual harassment: Employers will have a legal duty to take proactive steps to prevent workplace harassment. Third-party harassment: Protections will be reinstated to hold employers liable for harassment by third parties such as clients or contractors. Flexible working: Employees will have the right to request flexible working from day one, with tighter rules on employer refusals. Family rights: Parental, paternity and carer’s leave entitlements will expand, alongside stronger protections for pregnancy, maternity returners, and bereavement. Trade union reform: Rules on recognition, collective bargaining, and strike action will be modernised. Fair Works Agency: A new enforcement body will oversee compliance with employment rights and fair work standards. Zero-hours contracts: Workers will gain stronger rights to predictable hours and protection from abuse of casual contracts. Collective redundancies: Thresholds and consultation rules will be updated for large-scale workforce changes.