New trade union reforms under the Employment Rights Act 2025 are scheduled to take effect from 18 February 2026, marking the first phase of implementation under the new legislation.
The Act, which received Royal Assent in December 2025, introduces wide-ranging employment law changes. Among the earliest provisions to be implemented are amendments affecting trade union political funds, industrial action procedures and public sector reporting requirements.
What Is Changing?
Key measures due to come into force include:
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Revised arrangements for trade union political fund contributions. Under the new framework, members will contribute unless they actively opt out. Transitional provisions preserve the status of existing members who have already opted out prior to the commencement date.
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The removal of certain statutory reporting requirements relating to facility time in parts of the public sector.
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Amendments to industrial action rules, including streamlined notice requirements and the removal of statutory obligations relating to picketing supervisors.
What Employers Should Do Now
Employers are advised to review policies relating to union engagement, collective bargaining and industrial action procedures to ensure they align with the updated framework.
Transitional and saving provisions accompany the reforms to clarify how ongoing matters will be handled where they span the previous and new legal regimes. HR leaders may wish to seek legal guidance where industrial relations matters are already underway.
Further phases of the Employment Rights Act 2025 are expected to be introduced throughout 2026 and 2027.
The CIPD are offering a virtual class on the new restrictions to ensure that employers are ready. To learn more, visit here: https://shop.cipd.org/product?catalog=Employment-Law-Update-Spring
Sources:
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CIPD: Employment Rights Act 2025 – Trade Unions Update
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UK Government: Trade Union Law Transition Guidance
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Employment Rights Act 2025 (Royal Assent December 2025)
