Andy Burnham's government will bring a series of employment law changes into force on October 30, affecting millions of workers. The new rules, announced earlier this year, are part of the Employment Rights Act 2025, which became law in December last year under Sir Keir Starmer's leadership.
New Trade Union Rights and Protections
From October 30, new rules will strengthen trade unions' right of access to the workplace, allowing them to negotiate physical and virtual access. If unsuccessful, access terms may be imposed by the Central Arbitration Committee (CAC). This is intended to let union officials communicate with workers for representation, recruitment, organising, and collective bargaining.
Trade union representatives will gain new rights to reasonable accommodation and facilities while carrying out their duties, plus a new right to time off for 'equality related duties' such as representing members, consulting with employers, providing advice, and supporting equality at work.
Recognition Process Reforms
Reforms to the recognition process will allow unions to apply to the CAC for statutory recognition if an employer does not voluntarily recognise them for collective bargaining. An updated Code of Practice will provide practical guidance on union access during recognition and derecognition.
Protections against detriments for taking industrial action will be extended, prohibiting employers from treating workers unfairly if the main purpose is to penalise, prevent, or deter them from taking protected industrial action.
Future Changes in 2027
From January 2027, employers will have a duty to tell workers about their right to join a trade union, providing a standardised statement with an overview of union functions, information on recognised unions, and statutory access agreements.
Other 2027 changes include laws to protect union members from being 'blacklisted' and the right to vote electronically in ballots for union recognition and derecognition.
Already implemented changes include electronic voting in ballots on industrial action and union elections, and the scrapping of rules around 'minimum service levels' for strikes. Other measures under the act include new sick pay rules from April this year and the right to paternity and parental leave from day one in the job. This week, the government confirmed major changes to bereavement leave will come into force in April next year, with new guidance on working from home also taking effect next year.
