The Employment Rights Act 2025 introduces significant changes to union recognition and workers’ rights, set to take effect on April 6, 2026. One of the most notable changes is that unions will no longer need to demonstrate that most workers in a proposed bargaining unit support recognition. This removes the previous requirement for petitions or similar evidence for union recognition.

Furthermore, when recognition is decided by ballot, unions will only need a simple majority of votes cast, eliminating the former 40% support requirement for union recognition.

In addition to changes in union recognition, the Act also enhances workers’ rights. Workers will now be able to claim statutory sick pay as soon as they become unwell. Moreover, they will be entitled to paternity and parental leave from the first day of employment, although parental leave will be unpaid.

Despite these advancements, the Labour Party’s plans for workers’ rights have faced criticism. Union leaders have described Labour’s proposals as “watered down versions” of previous commitments. Sharon Graham, leader of the Unite union, stated that Labour’s workers’ rights plans were now a “burnt out shell,” expressing concern over the party’s failure to back workers adequately.

Graham further remarked, “We are affiliated to Labour, but it’s harder and harder to justify that if they’re not backing workers.” This sentiment reflects a growing frustration among unions regarding Labour’s commitment to ending practices such as fire and rehire and zero hours contracts, which have not yet been fulfilled.

Additionally, it has been noted that paid leave is now deemed to be an “unaffordable” commitment under the new law, raising questions about the feasibility of supporting workers adequately in the long term.

As the implementation date approaches, observers are keenly watching how these changes will impact both workers and unions in the UK. The updated CAC Application and Response processes will also be in effect for new applications submitted on or after the effective date.

Details remain unconfirmed regarding the full implications of these changes, but the landscape of employment rights in the UK is poised for a significant transformation.

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On March 9, 2026, Ryanair announced updates to its cabin bag allowance and travel regulations for pregnant passengers. These changes come in the wake of a significant increase in personal bag dimensions that took effect in 2025, aligning with new EU regulations.

Under the updated policy, passengers are now permitted to carry a larger personal bag with maximum dimensions of 40cm x 30cm x 20cm, an increase of 20% from previous allowances. The bag must weigh under 10kg and fit beneath the seat in front of the passenger.

In addition to the cabin bag changes, Ryanair has specific regulations regarding pregnant passengers. Those flying with the airline must present a ‘fit to fly’ letter after 28 weeks of pregnancy. Furthermore, travel is not permitted beyond the end of the 36th week of pregnancy for single pregnancies.

For passengers expecting twins or triplets, a ‘fit to fly’ letter is required between 28-32 weeks of pregnancy. These regulations are similar to those of Jet2, which also enforces strict guidelines for expectant mothers.

Tom Schott, an industry expert, commented on the new cabin bag dimensions, stating, “The new dimension is a game-changer, but only if you use it wisely.” He emphasized the importance of packing efficiently, noting, “A well-packed bag is a compliant bag.”

Ryanair’s updates are particularly relevant as they reflect the airline’s ongoing efforts to enhance passenger experience while adhering to regulatory standards. The adjustments to cabin bag dimensions and pregnancy travel rules are designed to accommodate the needs of travelers while ensuring safety.

In a related matter, Ryanair is currently challenging the European Commission’s approval of German state aid for Condor, which may have implications for competition in the airline industry.

As these changes take effect, passengers are encouraged to familiarize themselves with the new policies to ensure compliance and a smoother travel experience. If there are any doubts about suitability to fly, especially for pregnant passengers, it is advisable to consult a doctor before booking flights.

Overall, these developments mark a significant shift in Ryanair’s operational policies, impacting how passengers prepare for their journeys.

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