The first stage of a major reformation of the relationship between employers and trade unions in the UK, which will begin its phased implementation later this month, will increase exposure for companies including those which have not previously engaged in industrial relations, according to an expert.
The initial tranche of reforms to be introduced as part of the Employment Rights Act, which was passed just before Christmas, will take effect from 18 February 2026, opening the door to a radical shift in how unions interact with members, potential recruits and employers.
“These reforms - particularly those on union recognition and union access - may be most relevant to those employers who don’t currently have established relationships with trade unions and who historically haven’t engaged much with industrial relations,” explained Anthony Convery of Pinsent Masons.
“The new measures give unions greater rights to seek involvement in workplaces where no formal relationship exists, so some clients may experience increased union activity for the first time.”
“Trade unions will also use these new rights to target elements of the workforce that they have traditionally found it difficult to secure a foothold within e.g. junior office-based staff.”
The first phase of implementation and focusses on simplifying industrial action processes and strengthening associated employee protection.
Under the new rules, restrictions around the threshold for industrial action ballots will change,...
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