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 to improve employee relations as well as business outcomes.

The 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 and so lack the knowledge to handle issues and potential collective disputes effectively. Many also lack the range of skills needed to develop strong joint working relationships with unions and their representatives at a senior and management level.

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

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The Employment Rights Act 2025 will make it easier for trade unions to achieve recognition in a number of ways, for example by removing the requirement at the application stage for a union to demonstrate that there is likely to be majority support for trade union recognition. The act will also introduce a new duty on employers to inform workers of their right to join a trade union. Keep up to date with the latest on these changes with our Employment Rights Act 2025 Tracker.

This page outlines the current legislation around working with trade unions 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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