The Employment Rights Act 2025 introduces significant changes to union recognition and workers’ rights. As of April 6, 2026, unions will no longer need to demonstrate that a majority of workers in a proposed bargaining unit support recognition. This marks a substantial shift in how unions can operate, as the requirement for petitions or similar evidence for union recognition has been removed.
In a notable change, when recognition is decided by ballot, unions will only need a simple majority of votes cast. The previous 40% support requirement for union recognition has been eliminated, making it easier for unions to gain recognition and represent workers.
Additionally, the Central Arbitration Committee (CAC) Application and Response processes have been updated for new applications submitted on or after the effective date. These changes aim to streamline the union recognition process and empower workers in their rights.
On the workers’ rights front, significant updates include the ability for workers to claim statutory sick pay as soon as they become unwell. Furthermore, workers will now be entitled to paternity and parental leave from the first day of employment, although the parental leave will be unpaid, as paid leave is deemed an ‘unaffordable’ commitment under the new law.
However, these changes have not come without criticism. Labour’s workers’ rights plans have been described as watered down versions of previous promises. Sharon Graham, the leader of the Unite union, expressed her disappointment, stating that Labour’s plans were now a “burnt out shell.” She emphasized the growing difficulty in justifying union affiliation to Labour if they continue to neglect workers’ needs.
Critics argue that most of the measures introduced are less ambitious than what was promised before the last general election, with key commitments like ending fire and rehire practices and zero hours contracts still unfulfilled. This has left many workers feeling uncertain about their rights and protections moving forward.
As the April 2026 deadline approaches, observers are keenly watching how these changes will be implemented and what impact they will have on the workforce. The evolving landscape of employment rights in the UK is a topic of significant concern and discussion among unions, workers, and policymakers alike.
Details remain unconfirmed regarding the full implications of these changes, but the community is hopeful that the new provisions will lead to a more equitable work environment for all.
