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From 30 October 2026, independent trade unions across Great Britain will gain a new statutory right to access workplaces, physically and digitally, at any organisation with 21 or more workers – unionised or not. The legislation replaces the old “access by permission” system, where previous engagement with workers was entirely dependent on the voluntary goodwill of employers.
Employers will get just 15 working days to respond to an access request and 25 working days to agree terms. Non-compliance with agreed terms can attract escalating financial penalties (up to £500,000 for each repeated breach), plus reputational consequences. It’s therefore imperative that HR professionals treat this as a major operational shift, not just a legislative update. Even organisations with no union presence today should expect requests and prepare to manage these accordingly.
From 30 October 2026, employers will be required to take all reasonable steps to prevent sexual harassment and harassment of employees by a third party. Ensure you are prepared to lead your organisation’s compliance with these changes. This webinar is available on-demand to CIPD Members.
What can HR learn from people doing the most extreme jobs? This webinar is available on demand exclusive for CIPD Members, exploring practical guidance for the profession to cultivate immersion in their organisations.
The Employment Rights Act 2025 will reduce the unfair dismissal qualifying period from two years to six months. Find out what this means for people professionals and employers. This webinar is available on-demand to CIPD Members.