{"id":15520,"date":"2026-02-23T17:03:22","date_gmt":"2026-02-23T17:03:22","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=15520"},"modified":"2026-07-27T10:15:42","modified_gmt":"2026-07-27T10:15:42","slug":"employment-rights-act-2025-essentials-industrial-action-reforms","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-essentials-industrial-action-reforms\/","title":{"rendered":"Employment Rights Act 2025 essentials: Industrial action reforms"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>Nick Chronias<\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"\">On 18 December 2025, the Act effected the repeal of the seldom-used Strikes (Minimum Service Levels) Act 2023, which provided for minimum service levels during periods of strike action in certain services.<\/p>\n\n\n\n<p class=\"\">On 18 February 2026, phase one of the Government&#8217;s trade union law reforms came into effect<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"rationale\">The Government&#8217;s rationale<\/h2>\n\n\n\n<p class=\"\">&#8220;In recent years, trade union legislation has presented a significant barrier to effective, positive industrial relations in the UK\u2026 that [has] affected the ability of workers to organise, the ability of trade unions to organise, represent and negotiate on behalf of their workers, and the ability of workers and employers to cooperate, compromise and negotiate\u2026<\/p>\n\n\n\n<p class=\"\">&#8220;The complexity of information required [in an industrial action ballot] can expose trade unions to excessive legal action when disagreements arise over whether the information provided meets the complex requirements of the 2016 Act. The risk of such legal action occurring has been significantly reduced by case law. Nonetheless, legal action has been used in an attempt to prevent industrial action taking place over these disagreements.<\/p>\n\n\n\n<p class=\"\">&#8220;The government intends to simplify the requirements on industrial action ballots and notice to employers to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">help ensure that both employer and union resources are devoted to resolving disputes<\/li>\n\n\n\n<li class=\"\">reduce pressure on the court system and reduce the scope for employers to challenge on a technicality industrial action that has democratic workplace support<\/li>\n\n\n\n<li class=\"\">more evenly distribute power in an industrial dispute and protect individual union members from identification.&#8221;<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Source:&nbsp;<a href=\"https:\/\/www.gov.uk\/government\/consultations\/making-work-pay-creating-a-modern-framework-for-industrial-relations\/consultation-on-creating-a-modern-framework-for-industrial-relations-web-accessible-version\" target=\"_blank\" rel=\"noreferrer noopener\">Making Work Pay &#8211; Consultation on creating a modern framework for industrial relations: Consultation on creating a modern framework for industrial relations<\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"whats-changed\">What changed on 18 February 2026?<\/h2>\n\n\n\n<p class=\"\">The Employment Rights Act 2025 repeals most of the changes to industrial action ballots introduced by the Trade Union Act 2016. This means, from 18 February 2026:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">Ballot papers will have to specify only which type of industrial action members want to take part in (strike action or action short of a strike).&nbsp;<\/li>\n\n\n\n<li class=\"\">Ballot papers will no longer have to describe the trade dispute, period in which industrial action may be called or what form of action short of a strike the union may call.<\/li>\n\n\n\n<li class=\"\">The information required in ballot notices and the notices given to employers will be simplified so that trade unions only have to provide details of the categories and locations of the balloted workers and the total number of them being balloted (or the total number of non-check-off members if the union provides this information only as it is entitled to do).<\/li>\n\n\n\n<li class=\"\">Unions will only have to give 10 days&#8217; notice of industrial action, instead of the current 14 days.<\/li>\n\n\n\n<li class=\"\">The industrial action mandate expiration is extended from the current six months to 12 months.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">As explained in the accompanying&nbsp;<a href=\"\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-essentials-trade-union-reforms\/\">trade union reforms article<\/a>, it is also now automatically unfair to dismiss a worker for taking part in protected industrial action at any time.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"further-changes\">Further changes<\/h2>\n\n\n\n<p class=\"\">Trade unions will be able to conduct industrial action (and other statutory) ballots electronically.<\/p>\n\n\n\n<p class=\"\">The Government has consulted on a draft Code of Practice on Electronic and workplace balloting. This sets out three possible balloting methods, and provides detailed guidance on how each of them should operate:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">&#8220;Pure&#8221; e-balloting (fully digital), where a means of access to a secure electronic balloting platform is distributed to voters electronically by email, SMS or internet-based message.<\/li>\n\n\n\n<li class=\"\">Hybrid e-balloting, where a physical ballot paper is distributed to voters by post, and voters can return it either electronically (via a secure electronic platform in the same way as a pure e-ballot) or by post.<\/li>\n\n\n\n<li class=\"\">Workplace balloting, where voters cast their ballot in person in an appropriate location at or near their employer&#8217;s premises.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Industrial action ballots may be run using any of these balloting methods (and\/or as postal ballots).<\/p>\n\n\n\n<p class=\"\">The draft Code sets out detailed roles and responsibilities for a senior union official, the union itself and the independent scrutineer in the running of these ballot processes. Employers have no role under the Code, nor any express right to challenge the actions of these parties.<\/p>\n\n\n\n<p class=\"\">The Government has indicated that it plans to introduce electronic and workplace balloting in connection with industrial action ballots in August 2026, and in connection with recognition and derecognition ballots in 2027.<\/p>\n\n\n\n<p class=\"\">From 1 October 2026, it will be unlawful to subject trade union members and their representatives to detriments for taking protected industrial action.<\/p>\n\n\n\n<p class=\"\">The Government has also said that the 50% industrial action ballot turnout threshold will be repealed, meaning a simple majority of those voting will be needed to secure an industrial action mandate. The date for this change has yet to be confirmed.<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-top-left-radius:25px;border-top-right-radius:25px;border-bottom-left-radius:25px;border-bottom-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading\">Did you know?<\/h3>\n\n\n\n<p class=\"\">The UK has some of the most complex industrial action laws in the world. For instance, there are no such complex balloting and notification requirements in France, though it does have some minimum service level laws.<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#rationale\">Government rationale<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#whats-changing\">What&#8217;s changed<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#further-changes\">Further changes<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-fc64831b6c465930c2688f664c6747fa wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter   editor-posts-filtered-tags\">\n\t\t<div 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Join our webinar to understand employer responsibilities and how to stay &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-5fb0786f wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading\" id=\"h-topics-on-this-page\" style=\"font-style:normal;font-weight:500\">Topics on this page<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n\n<div class=\"taxonomy-topic has-link-color wp-elements-5ec59eb01c09ec2f1d84a6b36973ff83 wp-block-post-terms\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/\" rel=\"tag\">Employment law updates<\/a><\/div><\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-about-the-author\" style=\"font-style:normal;font-weight:500\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"234\" height=\"245\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/07\/14145540\/nick-chronias-headshot.webp\" alt=\"Nick Chronias, DAC Beachcroft employment law partner and trade union relations specialist\" class=\"wp-image-19173\" style=\"border-radius:25px;object-fit:cover;width:100px;height:100px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>Nick Chronias<\/strong><\/p>\n\n\n\n<p class=\"\">Nick is a partner in DAC Beachcroft&#8217;s employment and pensions group. Nick advises a range of clients including: a household name in consumer goods; many healthcare providers (from globally known foundation trusts to leading independent sector companies); and other large employers.<\/p>\n\n\n\n<p class=\"\">Nick is one of the rare legal specialists in trade union relations. He advises on the full range of issues including recognition, changing collective agreements and industrial action. He has sought injunctions to restrain strike action and advised on strategies to mitigate the impact of it. He regularly gives strategic advice to employers on large restructuring and other non-contentious issues.<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-25006add3b478f31b1037b4a007b3fc3\">Nick is a specialist in multi-party employment cases. He represented the employers in the largest single test case in employment tribunal history. Nick is also an experienced litigator; handling cases in the courts and employment tribunal.<\/p>\n\n\n\n<p class=\"\">Connect with Nick on <a href=\"https:\/\/www.linkedin.com\/in\/nicholas-chronias-09472428\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a>.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>In the latest part of our series exploring the detail of the Employment Rights Act 2025, we look at the changes to trade union-related laws and the potential impact on employers.<\/p>\n","protected":false},"author":11,"featured_media":15323,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[53],"tags":[],"topic":[59],"class_list":["post-15520","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-c-and-i","topic-employment-law-updates"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v27.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Employment Rights Act 2025 essentials: Industrial action reforms | Brightmine<\/title>\n<meta name=\"description\" content=\"Discover key industrial action reforms under the Employment Rights Act 2025, from repealing minimum service level rules to streamlined ballots.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-essentials-industrial-action-reforms\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employment Rights Act 2025 essentials: Industrial action reforms\" \/>\n<meta property=\"og:description\" content=\"Discover key industrial action reforms under the Employment Rights Act 2025, from 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