Employment Rights Bill 2025: Major Changes to Union Rights and Industrial Action

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.

Union Recognition Changes

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.

Industrial Action Updates

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.

Digital Communication Rights

Union Communications

Unions gain legal rights to:

• Use company email systems for member communications
• Post on internal digital notice boards
• Hold online meetings using company platforms
• Access staff contact details, subject to data protection rules

Employer Obligations

Companies must:

• Provide necessary digital access within 48 hours of request
• Maintain neutral communication policies
• Respond to union requests within set timeframes
• Keep detailed records of all union interactions

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.

Expert Help from Davenport Solicitors

Strategic Support

Our team provides:

• Comprehensive policy reviews and updates
• Employment documentation, including employment contracts and staff handbooks
• Training programmes customised to meet your specific requirements on any employment law topic
• Ongoing compliance monitoring

Immediate Action Plan

Let us help you:

1. Review your current union policies
2. Update digital systems
3. Train your management team
4. Implement new procedures
5. Develop response strategies

The 2025 changes require significant preparation. Early action and expert guidance can help protect your business while ensuring compliance with new requirements.