You may already have read our articles on this month’s changes to Employment Tribunal time limits and harassment laws. But what other developments should employers be aware of?
Some now…
With effect from 30 October 2026, we expect to see a radical change in the right for trade unions to request access to UK workplaces. With only limited exceptions (e.g. for small employers with fewer than 21 employees), all employers run the risk of being required to grant trade unions access (both digital and physical) to their workplace for the purposes of meeting with staff and recruiting new members. Employers who fail to comply could find themselves on the receiving end of hefty fines, which can escalate from the tens to the hundreds of thousands of pounds in the case of ‘repeat offenders’.
Of course, trade unions have limited resources and will need to pick their battles carefully. However, if you find yourself on a trade union’s radar, they will shortly have some very powerful and additional tools in their armoury.
Some later…
We were expecting October 2026 to see the introduction of a new obligation on employers to notify all workers of their right to join a trade union. However, recent government announcements have confirmed that this has now been delayed until January 2027.
When this new right finally kicks in, as we understand it, all employers will need to issue all new staff members with a standardised statement of their right to join a trade union. The precise form of words will be set out in regulations yet to be published. For existing workers, employers will be under an obligation to issue appropriate reminders of their rights on an annual basis.
Want to know more?
If you want to know more about either of these new legal obligations, please get in touch. We look forward to hearing from you.
James qualified as a solicitor in 2001, having completed his academic studies at the University of Sheffield. Throughout his career, he has worked for a number of prestigious regional law firms, joining stevensdrake as Head of Employment Law in 2012.
As well as pursuing and defending the full range of Employment Tribunal claims, James spends a considerable amount of his time providing advice and support to businesses of various sizes. He advises on a wide variety of HR and employment law issues, including employment contracts, HR processes and procedures, grievances, disciplinary issues, absenteeism, performance management and settlement agreements. He also regularly helps clients with redundancy exercises and internal reorganisations.
James has previously been described as an ‘Associate to Watch’ by Chambers UK, an independent guide to the legal profession. His clients regard him as “thorough”, “easy to work with” and someone who avoids blinding them with legal jargon.
Outside of work, James balances family life with ambitions of swimming, running and cycling a bit faster.
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