Ongoing reports of collective industrial action show how important it is for organisations, and people professionals, to develop effective ways of working with recognised trade unions. This is to improve employee relations as well as business outcomes.

A previous historical decline in trade union membership has had an impact on the HR profession. Many contemporary professionals have little experience of dealing with trade unions.

Yet, since 6 April 2026, the Employment Rights Act 2025 has made it easier for trade unions to achieve recognition in a number of ways. Further changes are also forecast in October 2026, and across 2027. Keep up-to-date with the latest on these changes with our Employment Rights Act 2025 tracker.

The aim of this guide is to provide practical advice on working effectively with trade unions, proactively making these relationships more partnership-based, and providing the conditions for unions to become an invested ally in your business.

This page outlines the current legislation that should still be followed until any changes come into force. We will update this page once any changes are enforced.

 

 

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