Big Changes to Trade Union and Industrial Action Law Coming October 2025 and beyond, Are You Ready?

Big Changes to Trade Union and Industrial Action Law Coming October 2025 and beyond, Are You Ready?

From October 2025, employers in the UK will face significant changes to trade union and industrial action law, thanks to the Government’s Employment Rights Bill. These reforms aim to roll back restrictions introduced over the past decade and restore greater freedom for unions and employees taking industrial action.

What’s Changing at Royal Assent or Soon After in October 2025?

• Repeal of the Strikes (Minimum Service Levels) Act 2023 The requirement for unions to maintain minimum staffing levels during strikes in key public sectors will be removed, allowing greater freedom for strike organization.

• Repeal of the majority of the Trade Union Act 2016 Strict ballot thresholds, facility time reporting, and other restrictions will be eliminated. Ballots will be easier to organize, and unions will have fewer administrative burdens.

• Stronger protections against dismissal for participating in industrial action Protections against dismissal, which previously lasted for 12 weeks of lawful strike action, will now be extended indefinitely while the strike is ongoing.

• Removal of the 10-year ballot requirement for union political funds Unions will no longer need to hold costly ballots every decade to maintain political funds.

• Simplification of industrial action notices and ballots Notice periods and ballot processes will be streamlined, with potential introduction of electronic balloting for greater flexibility.

What Does This Mean for Employers?

• Expect increased union activity and industrial action.
• Review and update industrial action policies and procedures.
• Train managers on new employee protections.
• Foster open dialogue with employee representatives to manage relations proactively.

Further Changes After October 2025

• April 2026: Simplifying trade union recognition processes and introducing electronic and workplace balloting.
• October 2026: Employers will have a duty to inform workers of their right to join a trade union. New rights will strengthen trade union representatives’ workplace access and protections against detriments for industrial action.
• 2027: Measures to address blacklisting are expected to be strengthened, providing more protections against the unlawful denial of work based on union membership or activity.

Consultation Timings

• Autumn 2025: Consultations on electronic and workplace balloting, simplifying trade union recognition, and workplace access rights.
• Winter 2025/Early 2026: Protections against detriments for industrial action and measures addressing blacklisting will be addressed.

Read the government’s consultation response here.

What Employers Should Do Now

1. Reassess Industrial Action Plans: Adapt your policies as legal leverage over strike organization decreases.
2. Monitor HR Policy Changes: Ensure all internal procedures, including disciplinary and absence policies, remain compliant.
3. Train Line Managers: Educate managers on dismissal protections and employees’ rights related to industrial action.
4. Engage Proactively with Unions: Foster better relationships to anticipate and manage higher levels of activity.

If you would like a tailored checklist or internal briefing document to share with managers, please contact us at Your HR Partners.