Trade Union Laws are changing in October: Here’s What Non-Unionised Employers Need to Know

Two key reforms are expected to come into force October 2026, giving trade unions greater visibility and access to workplaces.

Trade Unions Could Soon Request Workplace Access

Under the new rules, trade unions will gain a statutory right to request access to workplaces — both physically and digitally — to speak to workers about membership and representation.

Importantly, this applies even where:

• A union is not currently recognised

• The business has never engaged with a union before

• Another union is already recognised

Unreasonable refusals could lead to legal challenges, hefty fines and potential intervention from the Central Arbitration Committee (CAC).

New Duty to Inform Employees of Union Rights

From October 2026, employers will also be required to actively inform employees of their right to join a trade union — likely as part of the onboarding process or written employment documentation.

While employees have always had the legal right to join a union, the new requirement places an obligation on employers to directly communicate it. For any new employees joining from October, this must be communicated before or on their first day of employment.

Organisations should start thinking about where this statement would sit best, for example:

• Contracts of employment

• Offer packs

• Onboarding materials

• Staff handbooks

Our HR consultancy team is already supporting clients with reviewing employment documentation, updating onboarding procedures and ensuring managers understand their responsibilities ahead of the legislative changes. Taking action early can help businesses remain compliant while maintaining positive employee relations.

The Bigger Picture

These reforms are part of a wider shift towards increasing trade union visibility and reducing barriers to union organisation.

For employers operating in traditionally non-unionised sectors, this could mean:

• Greater union engagement

• Increased membership activity

• More recognition requests in the future

At Safewise, we help employers navigate evolving employment legislation with practical, commercially focused HR support. From policy reviews and documentation updates, to management training and employee relations advice, our consultants work alongside businesses to ensure they are prepared for upcoming workplace changes with confidence.

• HR