Trade unions are independent organisations that represent the collective interests of workers. They may already be recognised within an organisation, or may be seeking recognition.

Under the Employment Rights Act 2025, several restrictions that previously limited trade unions’ access to workplaces have been removed, all with the aim of encouraging renewed engagement between workers, trade unions, people professionals and employers.

To support people professionals through these significant changes, the CIPD has developed a suite of practical tools designed to help organisations navigate both established, and emerging, trade union relationships. 

Whether you are in the early stages of building constructive union relationships or developing a broader organisational strategy for working with trade unions, CIPD members can access a range of checklists and guidance. Among these resources, the manager checklist helps HR support line managers to respond appropriately and confidently if industrial action is agreed. 

Explore the tools below, which form part of your member support resources and will continue to grow as further changes take effect.

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What do managers need to do during industrial action?

When industrial action has been agreed, managers are in a dual position where they want to support their team, but they also must ensure that essential work deliverables are maintained. This checklist can be used by people professionals - and handed to managers - to account for the main considerations for managers to take during industrial action:

Please note

While every care has been taken in compiling this content, the CIPD cannot be held responsible for any errors or omissions. These notes are not intended to be a substitute for specific legal advice. 

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