Trade Union Right of Access
Did you know from 30th October there are some changes which will enhance workers’ rights. These changes are part of the Employment Rights Act 2025.
Trade Union Right of Access
From 30th October 2026 a new legal right comes into force for independent trade unions to gain access to workplaces to engage with workforces either face-to-face or online in a virtual capacity. This amendment falls under section 59 and adds a new chapter 5ZA.
The purpose of this is to allow unions to meet, recruit, organise and support/represent workers.
Access arrangements need to be arranged following a statutory framework and if agreements cannot be reached the Central Arbitration Committee (CAC) will be involved to make the decision.
Any employers with fewer than 21 staff across all business workplaces will be exempt.
The Central Arbitration Committee will be responsible for enforcing the statutory access agreements and will be issuing fines for breaches in the statutory regulations.
Make yourselves aware of the statutory framework now to ensure you are fully prepared.
Workplace Sexual Harassment Protections
Another 30th October update is that employers are expected to take all reasonable steps to prevent sexual harassment of their employees. This covers not only harassment by other employees, but also harassment by third parties, therefore this will include your customers and clients as well.
This falls under section 26 of the Equality Act 2010; however, the Employment Rights Act 2025 amends the laws contained within this Act and brings the provisions up to date.
Prepare now by putting together a checklist that covers key areas in your business that could put employees at risk and produce an action plan to tackle these risks. Make sure you keep a record of what actions you have taken to reduce these risks.