Summary

The government were proposing that the current two year qualifying period for unfair dismissal be removed so employees have the right not to be unfairly dismissed from day one, but with a statutory initial period of employment during which a lighter touch “modified” dismissal process would apply. Compensation for unfair dismissal during this initial period was also to be subject to a different regime.

This was one of the most controversial measures in the bill, and one which the House of Lords was resisting.

However, the government announced in late November 2025 that, in discussion with trade union and employer representatives, it had reached agreement to reduce the qualifying period for unfair dismissal from twenty four months to six months. The press release made two other points. Firstly, to strengthen protections the government was also committed to ensuring that the unfair dismissal qualifying period can only be varied by primary legislation. This will make it much harder for subsequent governments to change the qualifying period. Secondly, that ‘the compensation cap will be lifted’. Currently compensation for ordinary unfair dismissal claims is capped at a year’s salary or a statutory cap (currently £118,223), whichever is lower. At the time of the announcement, it was not clear exactly what the government were proposing here. Would one or both caps be removed, or increased, for example?

On 5 December 2025 the government published an amendment paper, in advance of the bill being debated again in the House of Commons on 8 December 2025. As expected, this proposed that the qualifying period for unfair dismissal be reduced from two years to six months and that the qualifying period can only be varied by primary legislation in the future. It also confirmed the government’s position on the cap on the compensatory award, which was that this be removed altogether.

The government were also proposing implementation of the new proposals from 1 January 2027.

The House of Commons passed the amendments made by the government on 8 December 2025. However, in the House of Lords on 10 December 2025, whilst the Lords voted in favour of the amendment reducing the qualifying period for unfair dismissal from two years to six months, it voted against the proposal to remove the cap on the compensatory award for unfair dismissal. The issue of the cap went back to the House of Commons on 15 December 2025 where the Lords amendments were rejected and the government said it would offer no further concessions. The bill returned to the House of Lords on 16 December 2025 where the Lords dropped their opposition to the removal of the cap, allowing the bill to pass through parliament and move to Royal Assent stage.

Impact and practical steps employers can take to prepare

Moving away from day one unfair dismissal rights to a six month qualifying period is a significant concession by the government, and one that will be welcomed by employers. However, a change to the compensation award will be less welcomed by employers. Currently, there are only a limited number of circumstances where there is no cap on the compensatory award for unfair dismissal. On the one hand many unfair dismissal claims don’t get close to the cap and there is also a view that removal of the cap means there will be less incentive for employees to bring claims for discrimination and whistleblowing to try and access uncapped compensation. However, removal of the cap may mean more high value unfair dismissal claims from employees who may not otherwise have pursued such a claim in tribunal. It will also likely mean more complex claims involving high earnings and valuable benefits, and more arguments around career loss and the ACAS code of practice. Removal of the cap may also impact on settlement negotiations and the approach to senior executive exits.

In relation to a new six month qualifying period for unfair dismissal, it will be important for employers to prepare by ensuring that probationary periods and performance management processes are used effectively for new hires. Of course, it is already the case that employees may bring a limited number of claims for unfair dismissal from day one along with discrimination claims. As such, it is still important to have robust recruitment processes in place and that fair and reasonable procedures are followed in the early stages of employment so as to mitigate against the risk of those claims.

Removal of the cap on the compensatory award for unfair dismissal means that employers will need to be particularly careful when dealing with terminations that could lead to a high value claim. However, employers will be aware that it is already the case that there is no cap on compensation for discrimination claims or whistleblowing claims.

Summary

The maximum protective award for a breach of the collective consultation requirements on redundancy will double from 90 days’ pay to 180 days’ pay. The government has said it will produce guidance to help employers understand their obligations around collective consultation ‘in due course’.

This change is expected to come into force on 6 April 2026.

Impact and practical steps employers can take to prepare

This change will significantly increase the cost to employers of non-compliance with the obligation to consult collectively.

Employers should ensure they understand their obligations to avoid inadvertent breaches and track proposed dismissal numbers (noting that changes will also be made to the threshold to trigger collective consultation in 2027). Employers should also remember that failing to comply with the obligation to file a HR1 notice in respect of collective redundancies is already a criminal offence.

Summary

The existing threshold to trigger collective consultation requirements of 20 or more dismissals at one establishment over a 90 day period will remain in place. However, the government will introduce regulations to set an additional threshold where dismissals are to be at more than one establishment. The duty to notify the secretary of state of dismissals on an HR1 will be aligned with the new trigger.

The government have said they will consult in winter 2025/early 2026 on the additional threshold. Subsequent regulations will then be required to set the additional threshold.

This change is expected to come into force in 2027.

Impact and practical steps employers can take to prepare

It is difficult to know exactly what the impact of this change will be pending confirmation of what the new threshold will be. However, aggregating dismissals across establishments could have a significant impact on large multi-site employers.

Given the accompanying increase to the protective award, it will be important that employers ensure they understand their obligations so as to avoid inadvertent breaches, and that sites do not operate in silos and proposed dismissals are tracked.

Summary

Dismissal for failing to agree to a “restricted variation” of contract will be automatically unfair, with a limited financial difficulties exception. Broadly speaking, restricted variations will concern pay, hours and time off (as well as the inclusion of a variation clause relating to these issues) with the Secretary of State able to add to these through regulations.

The financial difficulties exception will require an employer to show a proposed variation was to  eliminate, prevent or significantly reduce or mitigate the effect of any financial difficulties, which at the time of dismissal, were effecting or were likely in the immediate future to effect, its ability to carry on business as a going concern (there are separate provisions for public sector and local authority employers). The employer will also need to demonstrate that it could not have reasonably avoided the need to make the variation. If the financial difficulties exception is satisfied a tribunal will go on to determine whether the dismissal was unfair, but in doing so will need to take into account a number of specified  factors including the level of consultation and anything offered to the employee in return for agreeing the variation. If an employer dismisses in circumstances where there is a variation that is not restricted these factors will also need to be considered.

As drafted, it appears that any valid variation clause already in place will continue to be valid and there is nothing to prevent employers hiring new employees with variation clauses in their contracts. However, employers should monitor for any developments on this over the coming months.

There are similar provisions in relation to re-hiring or replacing employees and there also provisions in relation to replacing employees with non-employees, for example agency workers.

The government has said it will be updating the statutory code of practice on dismissal and re-engagement to reflect the changes.

The government had said it intends to consult on these measures in the autumn of 2025, but this is now expected after Royal Assent.

This change is expected to come into force on 1 October 2026.

Impact and practical steps employers can take to prepare

These provisions will make it much harder for employers to implement changes to terms and conditions which employees do not agree to. It appears that the intention is for the financial difficulties exception to apply only in very limited circumstances, and it will likely involve presentation of specific supporting evidence by the employer and real scrutiny of business decisions. Further, even where changes do not fall within the ‘restricted’ category and therefore attract automatic unfair dismissal protection, a tribunal will still have to take into account factors such as level of consultation and anything offered in return for the variation when looking at whether a dismissal is fair.

These restrictions on ‘fire and rehire’ mean that good dialogue with employees and representative bodies will be key to making contractual changes. Employers should also note the related changes proposed in the ERA to collective redundancy consultation obligations. Namely, the increase in the protective award and introduction of an additional threshold to trigger collective consultation where dismissals are to be at more than one establishment.

Summary

There will be a new duty to offer guaranteed hours to zero-hours (and low-hours) workers if they have worked a certain number of hours over a defined reference period (likely to be 12 weeks). The duty will be an ongoing one at the end of each reference period until the worker is no longer a ‘qualifying worker’. The duty may be disapplied by collective agreement. The protection will extend to agency workers (with responsibility for offering the guaranteed hours falling on the end-hirer as opposed to the agency). There will also be a duty to provide reasonable notice of shifts (and to cancel or change shifts) and entitlement to compensation for shifts cancelled, moved or curtailed at short notice. The proposals also include related protection against dismissal and detriment.

Many key details are yet to be confirmed and will need to be set out in regulations. For example: the reference period; low hours threshold; conditions for reference period hours; the content, form and duration of the offer; and the definition of reasonable and short notice.

The government had said they will consult on the detail in autumn 2025, this will now take place after Royal Assent. Subsequent regulations will be required to set out key detail.

This change is expected to come into force in 2027.

Impact and practical steps employers can take to prepare

This is one of the most controversial aspects of the ERB and the provisions are complex with many areas still to be clarified by regulation. In practice the provisions may result in a reduction in the use of zero hours and low hours contracts and even use of agency workers. The proposals present a particularly significant concern for some employers, for example those with seasonal fluctuations.

There is concern about the administrative burden associated with the ongoing duty. Additionally, the default position is that any offer of guaranteed hours will need to involve a permanent change to terms and conditions, albeit there are some circumstances where it will be possible for a contract to be fixed term. However, there is much uncertainty about how this exception will operate in practice.

There are steps that employers can look at taking now to prepare for change including:

• Auditing current practices to understand the potential impact of the changes.
• Reviewing the use of fixed term contracts.
• Making sure technology and processes are in place to track hours worked over reference periods, monitor when guaranteed hours obligations trigger, and manage shift allocation and cancellations.

It will also be important to monitor developments as much of the key detail is yet to be confirmed.

It should also be noted that this is one of the areas of the bill that the House of Lords had sought amendments to. However, agreement was reached on amendments to the bill which provide that before regulations are made setting out the detail of the duty to offer guaranteed hours the government must consult on when the initial reference period is to end and when the subsequent reference period is to begin and end (in respect of both workers and agency workers). The government must also consult seasonal workers/agency workers, their employers/hirers and other appropriate persons before regulations are made in relation to the use of limited term contracts where there is a ‘temporary need’ for work.

Summary

Paternity leave (but not paternity pay) will become a day one right for eligible employees and the current restriction on taking paternity leave and receiving statutory paternity pay following a period of shared parental leave and shared parental pay will be removed. Unpaid parental leave will also become a day one right for eligible employees.

This change will come into force on 6 April 2026. However, note that some linked provisions will come into force from 18 February 2026, allowing those who will have day one entitlements from 6 April 2026 to give evidence and notices in relation to that leave from 18 February 2026 and in relation to some special rules for bereaved partners. It should also be noted that there are some transitional provisions.

Impact and practical steps employers can take to prepare

This change is intended to align these entitlements with other family leave entitlements and provide more flexibility for employees to take advantage of the different types of leave available. However, the impact of the change is likely to be relatively minimal.

Employers will need to review relevant policies in light of the change. Separately, employers should also be aware of new provisions relating to bereaved partner’s paternity leave which are also progressing through Parliament.

Summary

Further protections from dismissal for pregnant women and new mothers will be introduced by regulations prohibiting dismissal up to six months after their return to work, except in specific circumstances. Protection is therefore being extended beyond the existing provisions around redundancy. It is unclear whether the government will pass regulations in respect of other types of family leave.

The government launched a consultation on the detail of the provisions on 23 October 2025, which closed on 15 January 2026. This covered when dismissal would be allowed, when the protection should start and end and whether other parents should be protected. See: GOV.UK Subsequent regulations will be required.

This change is expected to come into force in 2027.

Impact and practical steps employers can take to prepare.

Whilst further detail is awaited, it is clear that the focus is on creating more family-friendly workplaces and retaining women in the workplace. As well as other family friendly measures in the ERB, the government is already conducting a separate 18-month review of the parental leave system which could result in wider changes. By understanding and preparing for these proposed changes, employers can ensure compliance and position themselves as supportive, family friendly organisations.

Key steps that employers can take now to prepare for the change include:

• Reviewing current practices to ensure current legal requirements are being met.
• Staying informed about developments under the ERB and be prepared to update policies and train managers to ensure decisions are made in line with the new legal position.
• Continuing to ensure that any dismissal decisions are properly documented and supported by clear evidence and records kept.

Summary

Parents who lose a child are already entitled to two weeks paid time off as statutory parental bereavement leave. Bereavement leave is to be extended under the bill to certain relationships beyond parent and child and extended to include pre-24 weeks pregnancy loss. There will be a day one right to at least one week of leave.

The government launched a consultation on the detail of these provisions on 23 October 2025 which closed on 15 January 2026. Views were sought on eligibility criteria; types of pregnancy loss in scope; when and how bereavement leave can be taken; and notice and evidence requirements. See: GOV.UK. Subsequent regulations will provide further detail.

This change is expected to come into force in 2027.

Impact and practical steps employers can take to prepare

There is no suggestion that the new rights will be paid, which may affect uptake. Many employers also already provide bereavement leave in these wider circumstances such that these changes may not have a material impact. However, a clear minimum requirement will be set.

Employers should stay informed about the developments and be prepared to update policies in line with the new legal position.

Summary

Flexible working rights are to be extended so that, in addition to needing to rely on one or more of the eight statutory grounds to refuse a flexible working request, it must also be reasonable for the employer to refuse the application on that ground/grounds.

There is power to set out in regulations what is reasonable and the steps required for consultation with an employee about a request. The government have said they will consult about the detail of the proposals in winter 2025/early 2026.

This change is expected to come into force in 2027.

Impact and practical steps employers can take to prepare

There is already a day one right to request flexible working and the introduction of this test of reasonableness relating to the substantive reason for refusal will make it more difficult for an employer to refuse a request. The change may lead to more claims for a breach of the statutory right, and although the sanctions for non-compliance are limited to eight weeks pay, it should be remembered that a refusal of a flexible working request can also give grounds for a discrimination claim in some circumstances which presents a potentially more significant issue for an employer.

Employers should make sure they have a clear policy on dealing with requests for flexible working and monitor developments so they can amend that as necessary to reflect the changes.

Summary

The definition of a ‘qualifying’ disclosure will be amended to include a report that sexual harassment has occurred, is occurring or likely to occur.

This change is expected to come into force on 6 April 2026.

Impact and practical steps employers can take to prepare

This is arguably already covered within the definition of a qualifying disclosure, but the ERB will set this out expressly. This change will tie in with wider obligations relating to the prevention of sexual harassment and in relation to NDAs.

Employers will need to review relevant policies in light of the proposed change. They will also need to ensure that appropriate protection is in place for workers who report sexual harassment, so they are not subjected to any detriment or dismissal as a result. Particular care will need to be taken when dealing with a grievance or disciplinary matter in relation to an employee who has previously raised a complaint about sexual harassment in case a connection is made. Disclosures about sexual harassment should also be excluded from the scope of any confidentiality provisions, for example in a settlement agreement.

Summary

The current duty on employers to take “reasonable steps” to prevent sexual harassment will be extended to take “all” reasonable steps.

A new obligation on employers to take all reasonable steps to prevent harassment of employees by third parties will also be introduced (in relation to all protected characteristics).  Employers must not permit a third party to harass their employees, and will have done so if the third party harasses the employee in the course of their employment with the employer and the employer failed to take all reasonable steps to prevent that.

The government has said it intends to consult on what will amount to reasonable steps in relation to sexual harassment. There will be a power to enable regulations specifying such steps to come into force in 2027, however it will be noted that this is after the new duty in relation to sexual harassment is due to come into force.

This change is expected to come into force on 1 October 2026.

Impact and practical steps employers can take to prepare

This change to ‘”all” reasonable steps will significantly raise the bar in relation to all forms of harassment and claims will be harder to defend. As any regulations specifying the steps regarded as reasonable in relation to the duty to prevent sexual harassment will not come into force until after the new duty comes into force, there may be some uncertainty in the meantime as to what is required. As for the  new third party harassment provisions, these go further than those that were repealed back in 2013, and will be particularly difficult for employers whose staff frequently come into contact with third parties.

Employers should be exploring further steps they can take to meet the new duties now. For example:

• Carrying out risk assessments and staff surveys to help inform steps to take.
• Reviewing commercial terms with third party contractors to ensure anti-harassment provisions are embedded.
• Considering installing visible signs in areas where third parties interact with employees which set out that harassment will not be tolerated and detailing where such conduct can be reported.
• Including a specific/more detailed protocol of action managers should take once a report of harassment has been made.
• Reviewing and updating polices to account for the new duty.

Summary

Future regulations will require employers with at least 250 employees to create and publish ‘equality action plans’ to include addressing the gender pay gap and supporting employees going through menopause.

The government have said that they intend to provide employers with information and guidance about evidence based effective actions and support.

This change is expected to come into force in 2027.

Impact and practical steps employers can take to prepare

Many employers will already be required to publish gender pay gap information, but do not voluntarily publish an associated action plan so this will represent a step up in obligation.

Employers will want to consider what further steps they may take to address the gender pay gap and support employees going through the menopause in good time for the new obligation to publish action plans coming into force.

Summary

There will be new obligations on the provision of equality information relating to outsourced workers. Private and voluntary sector employers with 250 or more employees in Great Britain will be required to publish information about service providers they contract with for outsourced services. English public authorities and cross border public authorities will also be required to publish such information.

The government will need to make regulations dealing with the detail of what must be reported.

The timing of the introduction of this measure is expected to be dependent on timelines of broader changes to pay gap reporting, but it is anticipated this measure will come into force in 2027.

Impact and practical steps employers can take to prepare

The government have indicated that these measures will mean organisations can be held accountable for pay gaps that exist in companies they outsource from and motivate them to support efforts to improve equality in organisations they are linked to.

It will be even more important for service providers to seek to take action to tackle the gender pay gap in light of the proposed requirement for related information to be published.

Summary

There will be new rules relating to non-disclosure agreements (NDAs) that prevent workers from making allegations or disclosures relating to discrimination or harassment. Such NDAs will effectively be banned, with regulations to set out the circumstances in which they can be used.

It is anticipated that there will be consultation on the proposal and regulations will provide further details including in relation to exemptions.

The government has said that this change is a ‘priority’ and it will be moving as soon as possible on consultation and commencement of the measure.

Impact and practical steps employers can take to prepare

There has been long standing concern about the abuse of NDAs, particularly where they prevent disclosure about sexual harassment. NDAs preventing disclosures by victims of criminal conduct have already been the subject of recent regulation and it was expected that there would be further regulation in this area.

Whilst the change will be welcomed by many, it may be the case that employers will be less likely to settle potential harassment/discrimination claims if they will not be able to keep the details confidential.

Employers should be reviewing their use of NDAs, in light of current rules but also in preparation for this change.

Summary The ‘lower earnings limit’ which is currently needed before an individual is entitled to Statutory Sick Pay (SSP) will be removed and the weekly rate of SSP will be the lower of the prescribed weekly rate and 80% of normal weekly earnings. The three-day waiting period for SSP will also be removed so SSP will become a day one right.

This change is expected to come into force on 6 April 2026.

Impact and practical steps employers can take to prepare

These changes will mean that employers will face increased liability for SSP.

As well as getting internal systems ready for the change and reviewing relevant policies and procedures, employers will want to explore steps they can take to support employees to reduce levels of sickness absence, including ways of supporting the mental wellbeing of employees.

Summary

Workforce consultation between employers and trade union or workers’ representatives, or directly with workers, will be required in relation to a business’s written policy on the distribution of tips (which seeks to ensure fairer allocation). There will be a requirement to further consult and review policies at least every three years. Employers will be required to make available to workers an anonymised summary of the views expressed in the consultation.

This change is expected to come into force on 1 October 2026.

The government has indicated it will update an existing code of practice. It has said it will consult in winter 2025/early 2026.

Impact and practical steps employers can take to prepare

The government have said that this change is to help ensure that workers get their tips in full and can decide how tips should be allocated. That said, it does not appear to hand full control to workers and instead involves an obligation to consult. Employers will need to monitor development of the code of practice and be ready to comply when the change comes into force.

Summary

A Fair Pay Agreement Adult Social Care Negotiating Body will be established by regulations with the intention of creating a fair pay agreement for adult social care workers. This body would consist of employer and trade union representatives.

On 30 September 2025 the government announced a consultation on how the fair pay agreement process in England will work. Consultation closes on 16 January 2026. See: GOV.UK It is expected that the new body will be set up from 1 October 2026, with subsequent negotiations on pay and conditions and introduction of changes. The Scottish and Welsh governments will engage on the proposal separately.

Separately the ERB will also establish a School Support Staff Negotiating Body (SSSNB) for school support staff in state-funded schools in England.

Summary

The Procurement Act 2023 will be amended to protect transferring workers on outsourcing contracts and those working alongside them. The intention is to effectively reintroduce and strengthen the “Two Tier Workforce Code” and avoid a situation where ex-public sector and private sector employees are employed on different terms and conditions.

The government are expected to introduce regulations and a new statutory code of practice.

This change is expected to come into force on 1 October 2026.

Impact and practical steps employers can take to prepare

Employers who acquire public sector employees will need to ensure that they comply with the new provisions, and the changes may also have cost implications that will need to be taken into account in the procurement process.

Summary

A Fair Work Agency (FWA) is to be established to police compliance with laws relating to issues such as national minimum wage, modern slavery, holiday pay and SSP. The FWA will be able to bring a claim in the Employment Tribunal on behalf of a worker where it believes the worker isn’t going to, as well as provide legal assistance for employment-related proceedings. The FWA will be able to issue notices of underpayment where an employer has failed to make a statutory payment (such as national minimum wage, SSP and holiday pay). This will be combined with a penalty. Provision has been made to allow the FWA to recover its enforcement costs – further detail will be provided in regulations.

The FWA is expected to be established for 6 April 2026. It is unclear when the enforcement powers of the FWA will come into force.

Impact and practical steps employers can take to prepare

For most employers, the new enforcement body seems unlikely to drastically change things. Many of the powers of the FWA can already be exercised by other bodies. However, the creation of the body is an indication of the intention to take more action to tackle systemic non-compliance.

Employers should be auditing their practices to ensure compliance with the relevant statutory frameworks and taking all necessary steps to ensure compliance.

Summary

The limitation period to bring a claim in the Employment Tribunal will increase from three to six months after the dismissal or act complained of (with the exception of breach of contract claims).

This change is expected to come into force on 1 October 2026.

Impact and practical steps employers can take to prepare

Employers will have longer to seek to resolve a dispute as a result of this change. However, the longer limitation period will also create a longer period of uncertainty as to whether a claim may land, and also likely mean it takes longer for cases to get to hearing which can impact negatively on witness evidence.

Note that separately the government have extended the ACAS early conciliation period from six weeks to twelve weeks with effect from 1 December 2025.

Employers should ensure processes are in place for preserving documents and taking contemporaneous statements from witnesses, rather than waiting until tribunal-imposed deadlines. More employers may decide to seek out certainty through increased use of settlement agreements.

Summary

Umbrella companies will be brought within the definition of employment businesses to enable regulation. This is an effort to crack down on perceived non-compliance resulting from loopholes in the existing law.

The government had said it would consult on proposals for regulation in autumn 2025.

This change is expected to come into force in 2027.

Impact and practical steps employers can take to prepare

Umbrella companies and those engaging workers with an umbrella company in the chain will need to take advice to ensure their arrangements are compliant.

Summary

There will be new obligations on employers to keep certain records to demonstrate compliance with obligations regarding annual leave and pay for annual leave. Records must be kept for 6 years from the date they were made. Failure to comply with the obligation will constitute an offence. Enforcement may be delegated to the new FWA.

There has been no indication when this will come into force.

Impact and practical steps employers can take to prepare

Employers should take steps now to ensure the required records are kept, so they are well placed to demonstrate compliance when the new obligation comes into force.

Summary

The Strikes (Minimum Service Levels) Act 2023 was repealed on Royal Assent. This enabled the Secretary of State to set minimum service levels for strikes in a number of relevant services in health, transport, education, fire and rescue, border control, nuclear decommissioning and radioactive waste management services.

Impact

Although secondary legislation has been introduced in a number of service areas, the government have indicated that employers have not been issuing work notices requiring minimum service levels in practice and so repeal is unlikely to have any real practical impact on employers.

Summary

The great majority of the Trade Union Act 2016 will be repealed. This will  include repeal of: restrictions to public sector check off; changes to facility time; and the requirement for union supervision of picketing. See also ‘changes to rules for industrial action and ballots below’.

These changes will come into force on 18 February 2026. It should be noted that there are some related transitional and saving provisions.

There are a number of other changes relating to the repeal of the Trade Union Act 2016 concerning a union’s political funds, annual returns to the Certification Officer and Certification Officer powers.

Impact and practical steps employers can take to prepare

These are the first of a number of changes designed to strengthen the rights and influence of trade unions in the workplace.

For employers, removal of the requirement for union supervision of picketing under S220A of the Trade Union Act 2016 may make it harder to plan for and manage picketing activity, increasing risks around site security, business continuity and compliance monitoring. The Code of Practice on Picketing is being revised to reflect the changes and a draft has been published: GOV.UK. Overall, this change may shift the balance of control during industrial action, giving unions greater flexibility and reducing employers’ ability to mitigate disruption. Employers are likely to face greater uncertainty about how picketing will be conducted and how quickly they can resolve issues on the picket line.

Looking ahead at the full suite of changes in relation to trade unions and industrial relations, it remains to be seen how significant a shift there will be in the industrial relations landscape, but the planned changes, including repeal of the majority of the Trade Union Act 2016, do mean that employers should act early and review their employee and industrial relations strategy, including contingency plans.

Summary

The 40% support threshold for industrial action for workers engaged in important public services will be repealed.

Industrial action and ballot requirements will be simplified with less prescriptive content requirements – there will be a reduction in the information required to be included by unions in the notice of industrial action ballot they send to employers, on an industrial action ballot voting paper and in notice to employers of industrial action.

The notice period required for industrial action will be reduced from fourteen days to ten days and a valid ballot will give a mandate for industrial action for twelve months (instead of the current six).

The government have published a draft revised code of practice on industrial action ballots and notice to employers: GOV.UK. These changes will come into force on 18 February 2026. It should be noted that there are some related transitional and saving provisions.

Note that the requirement for a turnout of at least 50% of those entitled to vote for industrial action is also due to be removed (so a ballot will simply need a majority of those voting). This will require separate regulations, the aim being to introduce this change at the same time as e-balloting in April 2026. In deciding whether to bring regulations into force removing the turnout threshold, the government will have a statutory duty to have regard to any effects of electronic balloting on the proportion of those entitled to vote who actually do so. It will also have a statutory duty to lay a statement before parliament demonstrating how it has done this before deciding to make any regulations to repeal the threshold.

Impact and practical steps employers can take to prepare

The amendments will make it ‘easier’ to strike (or conduct other industrial action) with action able to be taken at shorter notice, without clear descriptions of who will be involved, and with the threat of action for a whole year once validly balloted. This may lead to a shift in bargaining dynamics – prolonged leverage, greater operational and financial pressure, and potential for concessions – resulting in greater disruption to a business under threat of and/or in the event of a trade dispute.

Employers will therefore want to start to strengthen relationships with trade unions and ensure well defined processes for negotiation are included in collective agreements.

Summary

The rules around dismissal for participating in industrial action are complex, but protection will be enhanced by removing the period in which a dismissal must occur for it to be automatically unfair.

This change will come into force on 18 February 2026. It should be noted that there are some related transitional provisions.

Impact and practical steps employers can take to prepare

Some protection was already in place so the impact of this change may not be very significant, but employers will need to take extra care if dismissal of an employee who has been involved in industrial action is being  considered.

Summary

The statutory procedure for trade union recognition will be simplified. This will include the ability for the government to lower the required percentage of trade union members in the bargaining unit for the CAC to accept a trade union application, and at other stages of the recognition scheme, to a figure between 2% and 10% (it is currently 10%). It will also include removing the requirement for the union to demonstrate that there is likely to be majority support for trade union recognition and removing the 40% support threshold from recognition ballots.

This change is expected to come into force on 6 April 2026.

Impact and practical steps employers can take to prepare

These measures may make securing trade union recognition easier to achieve and employers may find that they face more recognition applications, particularly when combined with other union friendly measures such as the new right of access.

Employers who have not previously had to deal with unions should be ready for the possibility of recognition applications and the need to work with trade unions in the future. Proactive employee relations strategies will become even more important so that employees are engaged and feel their concerns are addressed.

Summary

Statutory trade union ballots (including for industrial action) must be held by post currently, and statutory recognition/derecognition ballots may be carried out using postal or workplace balloting. The government plans to allow three new voting methods in addition to postal voting – pure electronic voting, hybrid electronic voting and voting in person via a physical ballot box.

The government has launched a consultation on a draft code of practice to ensure the new voting methods are applied fairly, legally and securely which will close on 28 January 2026, see: GOV.UK.

This change is expected to come into force on 6 April 2026.

Impact and practical steps employers can take to prepare

The government believes that this change should bring balloting in line with modern voting practices that political parties and listed companies already use, and that allowing these additional methods could increase participation and increase democratic mandates.

Although the responsibility of employers in relation to any changes to balloting will be limited, they will need to monitor the development of the code of practice to ensure they have an understanding of what is expected.

Summary

A new duty to inform workers of their right to join a trade union will be introduced, this will be at the same time as a S1 statement and at other prescribed times.

Consultation on how this new duty should work in practice was launched on 23 October 2025 and closed on 18 December 2025. See: GOV.UK . Further substantive regulations will be required in relation to the detail around the duty, including the form and content of the statement and the manner in which it must be given.

This change is expected to come into force on 1 October 2026.

Impact and practical steps employers can take to prepare

This may lead to greater trade union visibility in the workplace which, when combined with the improved right of access, could lead to greater union membership and presence.

It will be important for employers to consider their industrial and employee relations strategy given the shifting emphasis on equal bargaining power between individuals and businesses. The way to implement new business decisions and strategies is to get people on side.

Summary

Trade union right of access to the workplace will be strengthened for various purposes such as meeting, representing, recruiting or organising workers, or facilitating collective bargaining (but not to organise industrial action). This will include physical entry to the workplace as well as access through communication. The right of access will be facilitated through Access Agreements between trade unions and employers, with the CAC determining access applications if agreement cannot be reached. Consultation on this change was launched on 23 October 2025 and closed on 18 December 2025. This related to some of the practical aspects of the right and the financial penalties that the CAC could impose for breach. See: GOV.UK . Further substantive regulations will then be required.

This change is expected to come into force on 1 October 2026.

Impact and practical steps employers can take to prepare

This may lead to greater trade union visibility in the workplace which, when combined with the statement of rights, could lead to greater union membership and presence.

As above, it will be important for employers to consider their industrial and employee relations strategy given the shifting emphasis on equal bargaining power between individuals and businesses. The way to implement new business decisions and strategies is to get people on side.

Summary

The rules relating to the blacklisting of trade union members will be strengthened.

Some amendments to the Employment Relations Act 1999 will be made following Royal Assent, and subsequent regulations will then be made to strengthen the rules. The government has said it will consult on the detail in winter 2025/early 2026.

This change is expected to come into force in 2027.

Summary

New rights and protections for trade union representatives will be introduced. Existing rights for trade union officials and learning representatives will be strengthened and there will be new rights for union equality representatives to paid time off and access to facilities.

The government have said there will be an ACAS Code of Practice consultation in autumn 2025.

This change is expected to come into force on 1 October 2026.

Impact and practical steps employers can take to prepare

This is another measure which may strengthen union presence in the workplace.

As above, it will be important for employers to consider their industrial and employee relations strategy given the shifting emphasis on equal bargaining power between individuals and businesses. The way to implement new business decisions and strategies is to get people on side.

Summary

The ERA includes provisions to provide protection for workers against detriment on grounds of industrial action. Although the relevant provision in the ERA will come into force on 18 February 2026, regulations to prescribe matters to constitute detriments will need to be made. The government have said they will consult on these and they are expected to come into force on 1 October 2026.

Impact and practical steps employers can take to prepare

This change follows the Supreme Court decision in Mercer and closes an existing legislative loophole.

Employers will need to watch out for the expected consultation and regulations and ensure that extra care is taken when dealing with an individual who has been involved in industrial action.