With implementation of the UK’s Employment Rights Act (ERA) reforms continuing in stages, employers should be turning their attention from understanding the legislation to assessing its practical consequences.
While many of the reforms will not take effect immediately, employers should identify the changes most likely to have a significant operational impact and begin preparing now.
In many cases, organisations that act early will be better placed to manage legal risk, avoid disruption and adapt workforce practices before the new requirements come into force.
The government’s reforms are intended to strengthen trade union rights, including through new workplace access arrangements. As a result, organisations that have historically had limited interaction with trade unions may find themselves operating in a changing industrial relations environment over the coming years.
Employers will benefit from reviewing whether existing employee engagement mechanisms remain effective.
Internal communication channels, employee forums and consultation arrangements are likely to become increasingly important in helping employers maintain constructive workforce relations and respond to emerging concerns at any early stage.
Employers should begin preparing for physical and digital trade union access requests ahead of the first changes taking effect on 30 October.
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