Trade Union Reform

Trade union right of access into workplaces

From 30 October, subject to parliamentary approval, independent trade unions will be able to access workplaces to meet, support and communicate with workers. This access will take place under a statutory access agreement, either agreed between the union and your employer or, where agreement cannot be reached, determined by the Central Arbitration Committee (CAC).

Key changes

With a statutory access agreement, an independent trade union may access your workplace in person, digitally, or both. Digital access is access that takes place through electronic means. This could mean, for example, an online meeting that the employer facilitates and the trade union joins, or an email that the employer cascades on behalf of the trade union. Digital access does not mean a trade union directly accessing an employer’s IT systems.

Trade unions can use this access to:

  • provide support and advice
  • represent workers
  • recruit or organise members
  • facilitate collective bargaining

Employers and unions will agree how access works in practice, and where agreement cannot be reached through negotiation, the CAC will determine whether access should be granted and on what terms. The CAC is responsible for overseeing and enforcing statutory access agreements.

What this means for you

  • You may have more opportunities to engage with a trade union at your workplace.
  • Worker engagement with a trade union is voluntary. Workers do not have to engage with access if they do not want to.
  • Trade unions may provide information, advice and representation directly to workers.
  • Access arrangements should be reasonable and not disrupt normal work unnecessarily. For example, it is recommended that access should take place in existing meeting rooms, staff rooms, canteens, break areas or communal areas.
  • You do not need to be a union member to speak to a union representative.
  • You are protected from being treated unfairly or disadvantaged for choosing to engage with a union representative at your workplace.
  • Employers should ensure that workers are paid whilst engaging with access during normal working hours.

What you can do now

The changes will apply automatically.

If you are interested in trade union support:

  • you can engage with representatives if access is agreed
  • you can seek advice or information from a recognised union

New rights and protections for trade union representatives

From 30 October, employees who are trade union representatives will have stronger rights to paid time off and facilities to fulfil their duties. Subject to parliamentary approval an updated Code of Practice on time off for trade union duties and activities will come into effect.

Key changes

  • Trade union equality representatives will be entitled to reasonable paid time off to carry out their duties.
  • Trade union representatives, including union equality representatives and learning representatives, will be entitled to reasonable access to accommodation and other facilities to enable them to carry out their duties for certain specified purposes.
  • Your employer will be required to demonstrate that the amount of time off was unreasonable if the matter is taken to a tribunal.

What this means for you

  • If you are a trade union equality representative you will have a statutory right to time off and to facilities to carry out your duties, including supporting employees on equality matters, promoting equality in the workplace and taking part in collective bargaining relating to equality.
  • Employees who are representatives will have improved access to time off and facilities to carry out their duties for certain specified purposes, including representing their members, consulting with your employer, and communicating on workplace matters.
  • These changes are intended to ensure that your representative is better able to assist you.

What you can do now

Where to get help

The revised draft Acas Code of Practice on time off for trade union duties and activities was laid in Parliament on 6 July. Subject to  Parliamentary approval this Code is expected to be published and come into effect from 30 October 2026.

This Code of Practice will provide guidance on reasonable paid time off and access to facilities for trade union representatives to carry out their duties and activities.

Protection from detriment for industrial action

From 30 October 2026, subject to parliamentary approval, workers will be protected from any detriment that an employer can subject them to for the sole or main purpose of penalising, preventing or deterring them from taking industrial action.

Examples of detriment include bullying or harassment, having training requests refused without good reason, being overlooked for promotion or development opportunities, or having hours reduced without good reason.

If your employer does something to disadvantage you following industrial action, but this was not done with the sole or main purpose of penalising, preventing or deterring you from taking industrial action, then you have no right to a complaint under these provisions.

What this means for you

This means that if your employer does something to penalise you for taking industrial action, or to prevent or deter you from taking industrial action in the future, you have the right to make a complaint to the employment tribunal.

Your employer can still proportionately withhold pay for time spent taking industrial action.

This protection only applies to protected, lawful industrial action.

Where these changes apply

The trade union measures apply in England, Scotland and Wales. They do not apply in Northern Ireland, where legislation relating to trade union law is devolved.

More information

For more information on trade union reforms read our factsheetopens assets.publishing.service.gov.uk in a new tab.

Acas also provide guidance on industrial actionopens www.acas.org.uk in a new tab.

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