New trade union access rights: What HR and compliance leaders need to know
For transparency, AI has been used during the generation of this article, with every care taken to verify its accuracy.
From 30th October 2026, new trade union access rights will come into force as part of the Employment Rights Act 2025, introducing several changes that HR, legal and compliance teams must prepare for.
Why this matters for businesses
Previously there was no formal requirement for businesses to provide trade unions with access to their workforce. The new rules give independent trade unions the legal right to access workplaces and meet both members and non-members, either in person or digitally. These visits will need to be governed by a statutory access agreement that clearly outlines the terms of engagement, covering who can attend, where meetings take place, and how they are carried out.
Trade unions may informally request a voluntary access agreement in the first instance, following this with a formal written request if a voluntary agreement cannot be reached. Employers will be required to respond to written requests with 15 working days, with a clear escalation procedure if both parties cannot agree mutual terms.
Understanding and managing these new obligations will be critical for organisations responsible for large workforces, particularly those engaging temporary or contract workers through multiple supply partners where wider considerations will need to be made.
Looking ahead to January 2027
Further updates from the UK government will follow in the coming weeks, detailing the requirement for employers to provide formal written statements informing workers of their right to join a trade union. Effective from 1st January 2027, early indications suggest it will be mandatory to communicate this new right prior to starting employment and repeated annually thereafter.
Ensuring supply chain transparency
One key challenge raised by the new trade union rights is ensuring that regulatory compliance extends beyond direct hired employees. For businesses working with a network of suppliers to manage their contract workforce, it will be essential to verify that every worker is provided with timely communication, and accurate record-keeping processes are in place with suppliers to evidence adherence with the new trade union rights.
Richard Hanson, Client Services Director at Linx, highlights the importance of this proactive approach:
“Transparency is vital when it comes to compliance. Businesses that work with multiple recruitment suppliers to manage their contract workforce have an obligation to ensure every worker has been informed of their rights and that there is a clear audit trail. Regular compliance checks across supply chains are essential to maintain trust and be ready for changing regulations.”
How Linx can help
At Linx, we partner with HR, compliance and legal teams to align workforce communication and reporting processes across complex supply chains. Our latest compliance update provides detailed guidance on what’s changing when it comes to managing trade unions in your workplace, when the updates come into effect, and the key steps businesses should take to remain compliant.
Download the trade union rights guide
To review the full details of these legislative changes and ensure your business is prepared, download our latest compliance update today.
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If you need support to gain a better understanding of compliance within your supply chain, then our team are happy to chat about our recruitment supplier auditing service.