This Inbrief guide explains the new right for trade unions to access the workplace from 30 October 2026, including how the process works, what employers need to do, and what access terms look like in practice. It also covers the main exceptions and how access agreements are enforced.
From 30 October 2026, trade unions have the right to visit and communicate with workers in the workplace. This applies to all employers with 21 or more workers, including those employed by associated employers within Great Britain. If the employer does not agree to a union’s request for access, the Central Arbitration Committee (CAC) can decide whether access should be granted and on what terms. There is also a Code of Practice setting out how the access regime should work in practice.
The purpose of the right is to meet, support, represent, recruit or organise workers, and to facilitate collective bargaining. It cannot be used to organise industrial action. However, it is not just about recruitment to the union. It covers advocacy and advice as well.
The legislation sets out broad principles for how access should work. In summary, unions should be able to enter the workplace, communicate with workers digitally, or both, as long as this does not unreasonably interfere with the employer’s business. Employers must also take reasonable steps to facilitate...
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