Several significant TradeUnion changes are scheduled to take effect in October2026 under the Employment Rights Act 2025. However, the Government has announced that the duty to inform workers of their right to join a trade union, which was originally due to come into effect on 30th October, has been pushed back to January 2027
This is when multiple reforms will come into force including requirements for employers to inform workers of their right to join tradeunions, strengthened trade union access rights to workplaces, and new protections for trade union representatives. These changes represent part of the Government’s broader employment law reforms following the Act receiving Royal Assent in December 2025.
Here’s a more detailed explanation:
Duty to Inform Workers of Union Rights: under the Government’s updated timeline, employers will have a new duty to inform all employees of their right to join a trade union. This will then clarify that employers will be able to provide a separate statement, at the same time as they provide the statement of main terms of employment, which informs them that they have the right to join a trade union.
Strengthened Trade Union Access Rights: Reforms will come into force strengthening trade unions’ right of access. explains that the Government has published its response to consultation on the draft Code of Practice on trade union right of access, which was laid in Parliament on 6 July 2026, alongside regulations setting out the operational and procedural details of the right of access framework.
New Rights for Trade Union Representatives: confirms that we will see the introduction of new rights and protections for trade union representatives. indicates that trade union legislation has been updated by provisions in the Act that enhance trade union rights and protections in areas such as balloting and recognition.
Extended Industrial Action Protections: extending protections against detriments for taking industrial action and explains that the Government has chosen to prohibit all detriments against workers for taking official industrial action, which was felt would give stronger protection for workers and be consistent with the prohibition of detriments in other areas of employment law.
Recognition and Derecognition Process Reforms: implementation in January 2027 will include implementing reforms to access and unfair practices during the recognition and derecognition process, and all remaining trade union recognition measures, including freezing the bargaining unit when an application is received. This confirms that the Draft Code of Practice on Access and Unfair Practices During the Recognition and Derecognition Process is expected to come into force in January 2027.
If you would like a written statement that can be provided to staff at induction to fulfil this legal requirement; please get in touch.
