New employment laws strengthening trade union rights and protections against workplace harassment have come into force across Great Britain, introducing additional obligations for employers as the Government continues its programme of workplace reform. The measures took effect on Friday 30 October 2026 under the Employment Rights Act 2025. They concern trade union access, recognition, representatives and protection against harassment. Further reforms are scheduled for 2027.
Trade unions gain stronger workplace access rights
Qualifying trade unions can seek access to workplaces for specified purposes, including communicating with workers and organising membership. The new regulations provide a formal request process. Employers generally have 15 working days to respond to a qualifying access request, with a prescribed 25-working-day negotiation period after a response notice. Disputes may be referred to the Central Arbitration Committee. The framework does not grant unions an unrestricted right to enter any workplace without following the statutory process.
Changes to union recognition procedures
Further reforms take effect in the statutory processes for trade union recognition and derecognition, including rules concerning unfair practices and the freezing of bargaining units when applications are received. Additional rights and protections for union representatives are introduced, alongside extended protection against detrimental treatment connected to industrial action. Employers should review how they handle recognition applications and access requests.
Stronger duty to prevent sexual harassment
Employers must now take all reasonable steps to prevent sexual harassment of their employees, strengthening the previous reasonable-steps duty. The change places greater emphasis on identifying risks and putting proportionate preventative measures in place. What is reasonable depends on the particular workplace and circumstances.
New protections against third-party harassment
The legislation introduces an obligation on employers not to permit harassment of employees by third parties, including customers and clients. This is not limited to sexual harassment. The law does not automatically make an employer liable for every act by a third party; the applicable statutory conditions and preventative steps taken remain relevant.
Further employment reforms due in 2027
Under the Government’s published timetable, the qualifying period for ordinary unfair dismissal protection is scheduled to fall to six months from 1 January 2027, with the cap on compensatory awards removed. A duty to inform workers of their right to join a trade union and changes to tipping rules are also scheduled for January. Fire-and-rehire protections are scheduled for March 2027, with other reforms planned later. Future dates remain subject to parliamentary processes and may change.
What does this mean for employers?
Employers should review procedures for responding to union access requests and recognition applications, and assess whether their policies, training and risk controls meet the strengthened harassment prevention duties. The requirements apply across Great Britain; Northern Ireland has a separate employment law framework.
Government continues phased implementation
The Employment Rights Act received Royal Assent in December 2025. Earlier provisions were introduced during 2026, while further changes will be phased in through 2027. The 30 October measures mark another stage in implementation, not the commencement of every reform in the Act.