Employers are facing a series of changes to trade union law under the Employment Rights Act 2025. Some are expected to take effect this October, while a new requirement to tell workers about their right to join a trade union is scheduled for January 2027.

For businesses that do not currently work with a trade union, it may be tempting to assume the changes are not relevant. But the written statement requirement will apply more widely, so it is sensible to understand what is coming.

A written statement for workers

Employers will be required to give workers a written statement explaining their right to join a trade union. The statement will need to be provided when someone starts work and at other prescribed times.

This is an information requirement. It does not mean an employer must recommend a particular union or that a worker must join one. The government previously indicated that the duty could begin in October 2026. Its latest timetable places it in January 2027. Employers therefore have time to check how they provide information to new starters and how they will issue the statement to existing workers when required.

The precise content and method of delivery should be checked against the final rules before businesses change their joining processes.

What is changing in October?

Other trade union measures are currently scheduled for 30 October 2026. They include stronger rights for independent trade unions to access workplaces and engage with workers, changes to the recognition process, and additional rights and protections for trade union representatives.

These changes do not mean a union can simply turn up and enter any workplace without a process. Employers should, however, be ready to recognise an access or recognition request and deal with it appropriately.

The reforms may also be relevant to businesses that have never had a formal relationship with a union. Managers should know who within the organisation would handle a request, rather than trying to make decisions in the moment.

What can employers do now?

There is no need to overhaul every HR process at once. A useful starting point is to:

• Check how information is given to new starters and existing workers.
• Identify who would respond to a request from a trade union.
• Make sure managers understand that workers can choose whether to join a union.
• Follow the final guidance as the October and January changes come into force.

The wider employment law timetable is moving in stages, and future dates may change. Keeping track of the confirmed requirements will help employers prepare without acting on an outdated deadline.

Emma Cromarty is an HR consultant and founder of EC Human Resources, based in Stourbridge. She supports businesses with practical advice on employee relations and day-to-day HR matters.