The Employment Rights Bill 2025 represents the biggest change to union rights in the UK since the Trade Union Act 2016. From January 2025, employers face new obligations around union access, digital communications, and industrial action procedures.
New Access Rights
Unions will gain significant workplace access from 2025. Employers must provide physical access to workplaces for union officials during working hours, with reasonable notice. Digital communication rights include mandatory access to company email systems and internal communication platforms. Meeting spaces must be provided for union activities, with employers required to respond to requests within 5 working days.
Recognition Process
The recognition threshold decreases from 40% to 30% of workforce support for automatic recognition. Ballot timeframes reduce to 21 days from 40 days, with new digital voting systems becoming standard. Employers must facilitate online voting access during work hours.
Ballot Requirements
The complex pre-2025 notice requirements are being replaced with a streamlined system. Ballot papers no longer need detailed workplace descriptions, and notice periods reduce to 7 days from 14. Electronic voting becomes the default method, though postal options remain available.
Strike Action Changes
Employer notice for strike action reduces to 7 days. New rules ban permanent replacement workers during strikes, with stricter picketing regulations protecting workers’ right to protest. Enhanced protection prevents dismissal or discrimination against striking workers.
Union Communications
Unions gain legal rights to:
Employer Obligations
Companies must:
While the Bill has been introduced, the exact dates for the implementation of specific provisions may vary. Employers and employees should stay informed through official government communications and legal advisories to understand when particular changes will take effect. Majority of the reforms are likely to be introduced in 2026.
Strategic Support
Our team provides:
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The 2025 changes require significant preparation. Early action and expert guidance can help protect your business while ensuring compliance with new requirements.
Disclaimer
The material contained on this website contains general information only and does not constitute legal or other professional advice and should not be relied upon as such. While every care has been taken in the preparation of the information on this site, readers are advised to seek specific advice in relation to any decision or course of action.
