-
- Type:
- Employment law guide
The Government has confirmed that the new rights and protections for trade union representatives will come into force on 30 October 2026.
-
- Type:
- Employment law guide
The Government has confirmed that reforms to unfair practices during the recognition process and the remaining trade union recognition measures will come into force on 30 October 2026.
-
- Type:
- Employment law guide
The Government has confirmed in its updated implementation timeline that the provisions introducing electronic and workplace balloting for trade union ballots will come into force by 31 August 2026.
-
- Type:
- Employment law guide
The Government has confirmed in its updated implementation timeline that reforms to unfair practices during the derecognition process will come into force on 30 October 2026.
-
- Type:
- Employment law guide
The Government has confirmed that the new duty on employers to inform workers of their right to join a trade union, as well as reforms strengthening trade unions’ right of access to workplaces will come into force on 30 October 2026.
-
- Date:
- 17 July 2026
- Type:
- Podcasts and webinars
In this webinar on 12 August at 11am, we focus on the changes HR needs to act on now. We bring together insights from three leading experts to revisit the most important developments and their practical implications for employers.
-
- Type:
- Employment law guide
The case of Young v Royal Mail Group highlights that conduct, such abusive or threatening comments, including comments framed as jokes, is not automatically protected as trade union activity simply because it occurs in a union context or during an industrial dispute.
-
- Type:
- Legal timetable
Updated to reflect that the introduction of electronic and workplace balloting for statutory trade union ballots is expected to take effect by 31 August 2026, according to the Government's updated timeline.
-
- Type:
- Legal timetable
The Government has published the draft Acas code of practice on time off for trade union duties and activities. Employers will need to follow the code when handling requests for time off, and providing facilities for union duties, from October 2026.
-
- Type:
- Employment law guide
The Government has published its response to its consultation on strengthened protections against detriment for workers taking part in official industrial action, alongside draft Regulations. These confirm that all detriments imposed for the sole or main purpose of penalising, preventing or deterring a worker from taking part in official industrial action will be prohibited, with an expected implementation date of 30 October 2026
