{"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&p=15520"},"modified":"2026-03-06T16:40:51","modified_gmt":"2026-03-06T16:40:51","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
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by Nick Chronias<\/strong><\/p>\n<\/div>\n\n\n\n

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

On 18 February 2026, phase one of the Government’s trade union law reforms came into effect<\/p>\n\n\n\n

The Government’s rationale<\/h2>\n\n\n\n

“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

“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

“The government intends to simplify the requirements on industrial action ballots and notice to employers to:<\/p>\n\n\n\n