October 2026 marks the introduction of significant reforms under the Employment Rights Act 2025 (ERA 2025). Following on from the extension of Employment Tribunal time limits which came into force on 1 October (Changes to Employment Tribunal limits: What does this mean for employers? | Global Workplace Insider), the government has now passed the Employment Rights Act 2025 (Commencement no. 6 and Transitional and Saving Provisions) Regulations 2026, bringing the next group of reforms into force on 30 October. This post highlights the key developments employers should be aware of: the new trade union right of access to workplaces, enhanced protection against detriment for taking industrial action, and the strengthened duty to prevent sexual harassment.
Trade union right of access to workplaces
One of the most significant changes coming into force on 30 October 2026 is the new trade union right of access, introduced by section 59 of the ERA 2025. The new regime will give trade unions the right to access both physical and digital workplaces to meet, support, represent and organise workers, even where they are not recognised. However, access will not be permitted for the purpose of organising industrial action.Significant penalties may be imposed for non-compliance. These include fines of up to 75,000 for a first penalty order or first subsequent complaint, 150,000 for a second complaint, and up to 500,000 for third and subsequent complaints.
Practical steps: Employers should...
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