The Employment Rights Act 2025 introduces significant changes to union recognition and workers’ rights. Effective April 6, 2026, unions will no longer need to demonstrate that a majority of workers in a proposed bargaining unit support recognition. Additionally, the requirement for petitions or similar evidence for union recognition has been removed, allowing unions to gain recognition with only a simple majority of votes cast in a ballot.

The former 40% support requirement for union recognition has been eliminated, streamlining the process for unions seeking to represent workers. The Certification Officer’s Application and Response have also been updated for new applications submitted after the effective date.

In terms of workers’ rights, the new legislation allows workers to claim statutory sick pay as soon as they become unwell. Furthermore, workers are entitled to paternity and parental leave from the first day of employment, although parental leave will be unpaid, as paid leave is now deemed an ‘unaffordable’ commitment under the new law.

Reactions to these changes have been mixed. Labour’s workers’ rights plans have faced criticism for being watered down versions of previous promises. Sharon Graham, leader of the Unite union, described Labour’s current proposals as a ‘burnt out shell,’ expressing concern over the party’s commitment to workers’ rights.

Graham stated, “We are affiliated to Labour, but it’s harder and harder to justify that if they’re not backing workers.” Critics argue that most of the measures introduced are not substantial enough compared to Labour’s commitments made before the last general election, particularly regarding the end of fire and rehire practices and zero hours contracts.

As the changes come into effect, observers will be watching closely to see how these new provisions impact union activities and workers’ rights across the UK. The implications for both workers and unions remain to be seen as the landscape of employment rights continues to evolve.

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