The 2025 autumn budget got off to a chaotic start, with the Office for Budget Responsibility (OBR) releasing part of the forecast early.

Henry Zeffman, BBC chief political correspondent, commented: “The budget already exists thanks to the mistake of the Office for Budget Responsibility. It is truly extraordinary. An hour ago, this would have been unimaginable. It is difficult to find the right adjectives to do it justice.”

Nonetheless, Chancellor Rachel Reeves then presented the highly anticipated Budget, setting out a series of measures that are expected to have a significant impact on businesses across the UK.

Reeves began his speech by saying: “These budget measures are the right choices for a fairer, stronger and more secure Britain.”

Below, we’ve summarized some of the key points from the 2025 fall budget, detailing the potential implications for HR and payroll.

Minimum wage rate from April 2026

The Chancellor confirmed that the Government had accepted the Low Pay Commission’s recommendations regarding minimum wage rates:

• From April 2026, the National Living Wage (NLW) for over-21s will increase to £12.71 an hour.
• As for the National Minimum Wage (NMW), for 18-20 year olds it will increase to £10.85 an hour.
• For 16-17 year olds their NMW will increase to £8 an hour

Our Director of Human Resources Consulting, Dan Grace, commented: “A further increase in the NLW and NMW will result in continued increases in costs for businesses in the UK. This could lead to further economic impacts and possible changes to the cost of living due to price increases to account for higher wages.”

Freezing tax thresholds

The Budget confirmed a freeze on income tax and national insurance thresholds for a further three years from 2028, continuing the freeze implemented by the previous government.

Reeves said she is “asking everyone to do their bit” as the thresholds will remain frozen at their current level until 2031.

Dearbail Jordan, senior business and economics journalist at the BBC, commented: “The tax threshold freeze that Reeves just announced is not a surprise. What is shocking is that it will remain in effect for three years instead of the planned two years. This means that by 2031, tax thresholds will have been frozen for almost a decade.”

Increase in state pensions

The Chancellor confirmed that the state pension will increase in April 2026 based on average earnings.

This means:

• The new flat-rate state pension for those who reached state pension age after April 2016, the amount will increase from £230.25 to £241.30.
• The old basic state pension for those who reached state pension age before April 2016, the amount will increase from £176.45 to £184.90.

Grace commented: “There are fears that the triple lock system will be detrimental to the budget and drive the UK into bankruptcy if it is continued – a worrying view. »

Pension contributions will be taxed above £2,000

The Budget announced that pension contributions sacrificed above an annual threshold of £2,000 will no longer be exempt from National Insurance – this will come into force from April 2029.

Grace shared her perspective: “This will have a substantial impact on pension providers who could see their contributions reduced, employees facing a significant overall tax burden and employers who will now find it even more difficult to help their employees invest for the future and retirement.”

Tax on electric vehicles

A new mileage tax on electric vehicles (EVs) is confirmed.

This includes a new mileage-based tax on electric and plug-in hybrid cars from April 2028, representing around half the fuel tax rate paid by drivers of gasoline cars.

Reeves explained: “This will be payable annually in addition to vehicle excise duty at 3p per mile for electric cars and 1.5p for plug-in hybrids.”

Fuel tax frozen

The fuel tax will be frozen at its current rate until September 2026, which Grace highlighted that this was “good news for the fuel-based industry and, most importantly, for commuters”.

Apprenticeship funding

Reeves announced funding to make training for apprentices under 25 completely free for small and medium-sized enterprises (SMEs).

Network card upgrade from 2026 to 2027

Some NIC limits and voluntary NIC rates for the self-employed will increase in line with the CPI to 3.8%.

This affects:

• Employers with independent contractors who make voluntary contributions
• Anyone using payroll or bookkeeping services to track mixed employment income
• Employees whose income is around the lower limits of earnings, as some will move into the contributory brackets

Student loan threshold freeze

The budget announced a freeze on repayments and interest rate thresholds for Plan 2 student loan repayments for three years, starting in 2027-28.

Changes to tax on dividends and savings

Tax rates on dividends and savings income will each increase by two percentage points over the next few years.

Payroll relevance:

• Directors whose salary and dividends are combined will have their net income reduced
• Organizations supporting administrator pay will need to prepare clear communication

Employment Rights Bill (ERB)

No updates to the Employment Rights Bill have been announced as it has already entered a “ping-pong” phase.

For the latest information on the Employment Rights Bill, check out these recent blogs:

Final Thoughts

Ahead of the budget, Prime Minister Keir Starmer said: “I can tell the House now that we will build a stronger economy, reduce NHS waiting lists and deliver a brighter future for our country.”

At this time, it is essential to prepare for the changes planned in the 2025 fall budget.

With significant updates to workplace legislation on the horizon, businesses must act quickly to ensure compliance and avoid potential penalties.

You don’t have to navigate these changes alone.

Trusted suppliers, like IRIS, are there to support businesses every step of the way.

If you take anything from this blog, let it be this: Start preparing today to ensure your business is ready for what lies ahead.

How can schools and trusts thrive when their budgets are under constant pressure?

Our essential webinar, Smarter schools: budgeting for impact, not just survival brought together industry leaders and experts to discuss it.

In addition to an uncompromising look at the real challenges and frustrations leaders face, they also revealed some important solutions.

The webinar recording is available now. But if you want an overview, here are some of the key takeaways.

The experts – providing insight and optimism

Here’s who set the bar high with their expertise:

John Murphy (host) – Mentor, advisor and speaker in educational leadership

Peter Hughes – CEO of the Mossbourne Federation

Bless Yue – Chief Financial Officer of the River Learning Trust

Stephen Morales – MA, FISBL, F.InstESE – CEO of the Institute of School Business Leadership

Corey Bateman – CEO of the Pioneer Learning Trust

John Murphy, in organizing the event, outlined his purpose.

He told online participants: “What we want you to do is leave the call with clarity, and we want you to leave the call with optimism. »

Money remains the biggest problem for schools

Despite the webinar’s optimistic, solutions-focused approach, the panel did not shy away from the harsh reality.

The panel painted a sobering picture: budgets in real terms stable or falling, rising costs due to inflation, energy and wages, and ever-increasing demands. The latter is particularly felt around the SEND provision.

As Peter Hughes pointed out: “We are being asked to do more things now, but we have less money to do them. »

The problem is much more than a funding gap

Benedicte Yue summarized the financial situation as she saw it. “The next three years […] The stable funding announcement looks pretty dire – when we have inflation at 3.8% and the living wage going up by 4.1% in April next year,” she said.

“We have a funding model that does not support inclusive education, society or the economy. The return on investment is quite low if we look at it from a macro perspective.

“While successive governments are calling for record funding, this is happening against a backdrop of inflation and rising pupil numbers. So once you start looking at the situation in real terms of increase per pupil it is not so convincing.”

She added: “We really need to clarify the vision of education we want as a society and build a funding model that supports this vision. Education must no longer be seen as a cost to be managed but as an investment that can generate significant educational, societal and economic benefits.”

The power of intertrust relationships

One of the most inspiring themes of the webinar was the power of relationships. Cori Bateman said that for the Pioneer Learning Trust, building these relationships was “the biggest solution to everything”.

It builds genuine partnerships with other trusts and the wider community.

Cori described how her trust exchanged expertise and resources with neighboring trusts. Where one may need a location, another may offer some expertise in return. No money exchanges hands.

“Reciprocity is one of our fundamental principles,” she said. She said it’s a powerful way to use taxpayer dollars wisely.

Strategic clarity and organizational design

Another recurring theme was the need for strategic clarity. Peter Hughes explained how Mossbourne Federation has streamlined its curriculum and budgeting processes to focus on what matters most. He said: “If you don’t know what’s important to you, you have no chance of managing your resources. »

Peter’s approach is to share budgets openly between directors. Schools are empowered to make decisions about their own resources.

Operational efficiency and technology adoption

How to work smarter?

Benedict Yue highlighted the benefits of integrated data systems and evidence-based decision-making. Meanwhile, Stephen Morales highlighted the importance of systems integration and data-driven insights.

Standardizing processes and using digital tools can save valuable time and money. This allows staff to concentrate on core educational activities.

Strengthening people and capacities

No system can succeed without the right people. Our panel said the following were essential to long-term sustainability:

• Invest in staff development
• Develop internal expertise
• Ensuring the right people are in the right roles

Sometimes this means outsourcing or sharing services to manage costs and improve results. But above all, this means valuing and developing the people who make schools work.

Adaptability, optimism and advocacy

Speakers encouraged a mindset of adaptability, innovation and optimism. Instead, schools were encouraged to take a proactive, community-led approach. In doing so, they could seek continuous improvement and advocate for industry-wide change.

Stephen Morales said: “We need an ecosystem that lends itself to helping each other and sharing best practices and innovation. »

Watch the webinar, get all the information

Smarter schools: budgeting for impact, not just survival, It was an hour filled with valuable information and real-world examples.

As a result, this blog can only scratch the surface. But there is good news.

The webinar is available now, on demand.