Trade Union Information Duty Delayed to January 2027: What Employers Need to Know
The Government has confirmed that the new legal requirement for employers to inform workers of their right to join a trade union has been pushed back. Originally due to commence on 30th October 2026, the duty will now take effect in January 2027.
This change forms part of wider updates to employment rights and aims to ensure workers receive clear, consistent information about trade union membership and statutory protections.
What Employers Will Need to Provide
The Government has outlined several key requirements that will apply once the duty comes into force:
1. Standardised Wording
A mandatory, standard statement will be set out in regulations in due course. Employers will not be able to amend this wording, except to add workplace‑specific details where necessary.
2. Required Content
The statement must include:
- A short explanation of what trade unions do
- Details of any recognised trade unions or statutory access agreements
- A summary of relevant statutory rights
Employers must also provide either:
- A link to the Certification Officer’s list of trade unions, or
- A physical copy of the list
3. Requirements for New Starters
New employees must receive the statement at the same time as their written particulars (their contract of employment).
4. Requirements for Existing Workers
Employers can provide the information:
Directly — for example, via a letter or updated contract
Indirectly — such as uploading the statement to a company intranet or HR system
If provided indirectly, the information must:
- Remain accessible at all times
- Be accompanied by an annual reminder telling workers where to find it
- Be re‑communicated directly if the location changes
If you use digital HR platforms such as Omnia, this is an ideal place to store the statement and publish annual reminders.
5. Reissuing After Changes
If recognised unions or statutory access agreements change, employers must reissue the statement within one month.
What This Means for Employers
Although the implementation date has been delayed, employers should begin preparing now. Ensuring your contracts, onboarding processes and communication channels are ready will make compliance far smoother when the duty goes live in January 2027.
If you use digital HR platforms such as Omnia, this is an ideal place to store the statement and automate annual reminders.
Need Support? SafeWise Can Help
If you need guidance on updating contracts, preparing compliant communications or managing trade union information duties, your advisor is here to help.
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