Later this month [October], changes will come into force as part of the Employment Rights Act 2025.

The reforms will include a new statutory right for independent trade unions to request access to workplaces. Access may be physical, digital, or a combination of both, and may be used to meet, represent, recruit or organise workers, and to facilitate collective bargaining. The new right of access does not cover organising industrial action. Importantly, this new right is available even if the trade union is not currently recognised by the employer.

The changes will allow employers to negotiate the terms of access agreements with unions but, if terms cannot be agreed, the trade union will be able to apply to the Central Arbitration Committee (CAC) for an order to access. If an employer fails to comply, the CAC can take steps to enable access to the workplace and impose financial penalties.

The Employment Rights Act 2025 makes several changes, including to the statutory trade union recognition process, significant reforms in relation to unfair dismissal, and severely limiting the rights of employers to rely upon “fire and rehire”.

At our upcoming HR Forum, we will discuss the raft of changes. Employment partner, Michael McNally, will also look at the practical steps employers can take to comply with the new legislation.

At the event, we will also cover the latest legal updates, an interactive workshop on the complex challenges that arise from handling disciplinary matters, as well as the ever-increasing problem of complex AI generated correspondence from employees.

To book your place on the full day event, email Jack Harrington on jack.harrington@pannonecorporate.com