The Employment Rights Act 2025 introduces significant changes to union recognition and workers’ rights, set to take effect on April 6, 2026. These revisions aim to streamline the process for unions seeking recognition, eliminating the previous requirement for unions to demonstrate that a majority of workers in a proposed bargaining unit support recognition.
Under the new law, the requirement for petitions or similar evidence for union recognition has been removed. When recognition is decided by ballot, unions will only need a simple majority of votes cast, marking a departure from the former 40% support requirement.
In addition to changes in union recognition, the Act also enhances workers’ rights. Workers will now be able to claim statutory sick pay as soon as they become unwell. Furthermore, they will be entitled to paternity and parental leave from the first day of employment, although parental leave will be unpaid.
Critics have voiced concerns regarding the effectiveness of these changes. Labour’s workers’ rights plans have been criticized as watered down versions of previous promises. Sharon Graham, leader of the Unite union, described Labour’s plans as a “burnt out shell,” emphasizing the disconnect between the party’s commitments and their execution.
Graham stated, “We are affiliated to Labour, but it’s harder and harder to justify that if they’re not backing workers.” Observers note that while the new legislation aims to improve workers’ rights, it falls short in areas such as paid leave, which is now deemed an ‘unaffordable’ commitment under the new law.
Labour’s commitment to end fire and rehire practices and zero hours contracts has not been fulfilled, raising further questions about the party’s dedication to workers’ rights. Most of the measures introduced appear to be less ambitious than those promised before the last general election.
As the implementation date approaches, unions and workers alike are watching closely to see how these changes will affect their rights and the landscape of employment in the UK. Details remain unconfirmed regarding the full impact of these changes on existing labor practices.