The Employment Rights Act 2025 (ERA) is now law, with the first reforms being introduced over the coming months and further changes following later in the year and into 2027. In this blog, we focus on the key changes taking effect in February and April 2026 and outline practical implications and steps employers can take now to prepare.

18 February 2026: what trade union reforms are taking place?

The reforms coming into force from 18 February aim to reduce the administrative burden of organising industrial action and are likely to result in an uptick in union activity. Key changes include:

• Lowered thresholds: unions will no longer need to meet the additional 40% support threshold for industrial action in important public services.
• Picketing supervisor: the obligation to appoint a picketing supervisor will be removed.
• Simplified ballot notice requirements: ballot notices will only need to inform employers of the categories of employees balloted, their workplaces and the total number concerned.
• Simplified ballot papers: will only ask whether members support strike action or action short of strike.
• Notice period: will be reduced from 14 days to 10 days and unions will no longer need to disclose the number of employees in each category expected to take part.
• Longer mandate: successful ballots opened from 18 February 2026 will carry a 12‑month rather than a six-month mandate.
• Enhanced protection against dismissal: any dismissal of an employee for taking part in...

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