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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The planned tube strikes in London have been suspended following progress in negotiations between the RMT union and Transport for London (TfL). This development comes as a relief to commuters, as two strikes that were scheduled for next week have been called off.

Despite the suspension of immediate industrial action, members of the RMT are still set to strike for two days in April, May, and June. Additionally, the Unite union is currently balloting its members for potential industrial action over roster changes, with the ballot closing on April 13.

London’s Labour mayor, Sir Sadiq Khan, described the breakthrough in talks as positive news, indicating a willingness from both sides to reach a resolution. Nick Dent from TfL expressed satisfaction with the suspension of strikes, stating, “We are pleased that RMT has suspended its planned industrial action between Tuesday 24 March and Friday 27 March.”

The RMT is advocating for a maximum of 32 hours’ work per week, while TfL has proposed a 35-hour four-day work week. The RMT will continue negotiations regarding the four-day working week, which has been a point of contention.

Sharon Graham, General Secretary of the RMT, highlighted the challenges faced by TfL workers, saying, “Our hardworking members at TfL do an important role in keeping bus passengers safe and services running well, but they have been rewarded with rota changes that will severely impact their work/life balance.”

As discussions progress, Transport for London stated that proposed changes to the rota are being discussed with Unite, indicating ongoing negotiations that may affect future working conditions.

Details remain unconfirmed regarding the specific steps taken by London Underground management that led to the suspension of the strikes. Furthermore, the exact nature of the proposed changes to the rota by TfL has not been detailed.

With ongoing disputes over working hours, the situation remains fluid, and further developments are expected as unions and management continue to negotiate.

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