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. This is to improve employee relations as well as business outcomes.

A previous 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.

The Employment Rights Act 2025 has made it easier for trade unions to achieve recognition and has widened union balloting methods for statutory ballots. Further changes came into force on 30 October 2026 and there will be more across 2027. Keep up-to-date with the latest on these changes with our Employment Rights Act 2025 tracker.

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

This page outlines the current legislation. We will update this page as changes come into force.

 

 

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