{"id":18142,"date":"2026-06-10T12:20:09","date_gmt":"2026-06-10T12:20:09","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=18142"},"modified":"2026-06-12T12:22:52","modified_gmt":"2026-06-12T12:22:52","slug":"trade-union-reforms-reshaping-industrial-relations","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/trade-union-reforms-reshaping-industrial-relations\/","title":{"rendered":"The trade union reforms reshaping industrial relations"},"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<p class=\"\">Brightmine legal editor Lilia Dangi joins the podcast to talk through recent and upcoming trade union-related reforms under the Employment Rights Act 2025. She discusses how these changes are modernising industrial relations and rebalancing the relationship between employers and unions, and looks in particular at:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"\">the new duty to inform workers of their right to join a union;<\/li>\n\n\n\n<li class=\"\">unions&#8217; right of access to the workplace; and<\/li>\n\n\n\n<li class=\"\">the role of the Fair Work Agency.<\/li>\n<\/ul>\n\n\n\n<p id=\"listen\" class=\"\">Tune in to hear what employers need to know, and how these reforms could reshape the future of industrial relations.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: Employment Rights Act 2025 \u2013 the trade union reforms reshaping industrial relations\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/2gSZKdaEZZumiOEhmiDwIr?utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<details id=\"transcript\" class=\"wp-block-details has-secondary-blue-color has-text-color has-link-color wp-elements-df7cd9e0ddcb7680a1ccb1ac953daa9f is-layout-flow wp-block-details-is-layout-flow\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.548), 18px);\"><summary>Read the transcript<\/summary>\n<p class=\"\"><strong>Robert Shore:<\/strong> Hello, and welcome to the Brightmine podcast, formerly known as the XpertHR podcast. Brightmine is a leading provider of people data, analytics and insight, offering employment law expertise, comprehensive HR resources and reward data to meet every HR and organisational challenge and opportunity. You can find us any time of the day or night at <a href=\"https:\/\/www.brightmine.com\">https:\/\/www.brightmine.com<\/a>.\u00a0\u00a0 \u00ad\u00ad\u00ad<\/p>\n\n\n\n<p class=\"\">My name is Robert Shore, and today we\u2019re going to be talking about one of the most significant shifts in UK employment law in recent years, that is the trade union reforms and the Employment Rights Act 2025 (or the ERA). Organisations are now very much living in the ERA era.<\/p>\n\n\n\n<p class=\"\">These reforms are part of a broader Government agenda to modernize industrial relations, strengthen worker voice and rebalance the relationship between employers and trade unions. But what does that actually mean in practice? To help unpack it all, I\u2019m joined by Lilia Dangi, who has many years\u2019 experience working with HR as well. Welcome to the podcast, Lilia.<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> Hello Robert. Thanks for having me.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. So let\u2019s paint in the big picture to begin with. What is the Government trying to achieve with these reforms?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> So, looking at the big picture, these reforms are about resetting and modernising the UK\u2019s industrial relations framework. The Government wants to strip away what it sees as unnecessary restrictions on trade unions, and give workers a stronger collective voice. It\u2019s a clear push towards more collaboration, more balance between employers and unions, and essentially making it easier for unions to organise, recruit and represent workers.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yeah. So what we see there then is this isn\u2019t just a sort of technical legal change. There really is an underlying philosophical shift.<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi: <\/strong>Absolutely. This truly marks a philosophical shift. We saw that as soon as the Employment Rights Act received Royal Assent last December. The Government moved to repeal the strike\u2019s minimum service levels at 2023, not that the act had been particularly impactful, but it did set the tone by removing a restriction on strikes.<\/p>\n\n\n\n<p class=\"\">Then on 18 February this year, the Government rolled back many of the restrictions from the Trade Union Act 2016. Then again in April this year we saw the first major wave of changes under the new Employment Rights Act, which made union recognition easier and loosened the rules around industrial action, which then results in fewer hurdles before a strike, shorter notice periods and simpler ballots.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. So in brief, more strikes?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> Well potentially, yes. And if more strikes do happen, the new rules give workers stronger protections when they take action.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong>  Right. So how should HR be thinking about this?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> So, HR should really focus on preparation and engagement. In practice, that means being ready for these changes and investing in solid relationship with employees because those relationships matter more now than they ever did before.<\/p>\n\n\n\n<p class=\"\">The theme of these reforms is clear in that the Government really wants stronger unions, easier recognition and a more active union presence in the workplace.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So there Lilia, you mentioned various changes that have already come into force. There are lots more to come, of course. So let\u2019s move onto one of the most talked-about upcoming changes, that\u2019s the new duty to inform workers of their right to join a trade union. What do HR teams need to do there?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> Right. So this is one of the key reforms coming on 1 October this year, and under the new law employers must provide a written statement telling new joiners they have the right to join a trade union. The notice must be given alongside the usual statutory written statement of employment particulars, so effectively it becomes part of the paperwork for new starters.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. So it becomes part of onboarding? Lilia Dangi:\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 It essentially becomes an onboarding requirement. We are awaiting the final drafting of the regulations but it does look like this will be a separate document given to new joiners at the same time as their standard contract and particulars. In short, every new employee will be formally notified of their right to join a union when they start.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And is there a requirement too in relation to existing staff?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> Yes. Employers will also need to give this notice to existing staff at specified regular intervals, although the exact timing will come in the regulations as well. So how employers do this will depend on how they normally communicate with the workforce. It could be through the intranet, it could be in a firm-wide email, in a social media post that colleagues would see, or it could by physical noticeboards or even all of the above, whatever ensures that everyone gets the message.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yeah. So what\u2019s the wider effect going to be?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi: <\/strong>Well, it\u2019s going to make employees more aware of unions, which is obviously the intention, and combined with other reforms like union access rights, which I guess we\u2019re going to discuss in a moment, it\u2019s fair to assume, or even really expect, that it could lead to higher union engagement and possibly more people joining unions.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Right. As you predicted there, let\u2019s talk about union access rights now. This is a big shift, also slated to be introduced in October of this year.<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> Absolutely. Trade unions are being given a statutory right to access workplaces to recruit members and also to organise. Now that doesn\u2019t mean that they can come in to plan a strike on your premises but it does mean that they\u2019ll have a legal standing to talk to workers and encourage membership.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Okay. So what does that mean practically?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> In practical terms, if a union wants to speak to your workers it can now formally request access to your workplace. It can do so either in person or digitally. If the employer can\u2019t agree on how or when that happens, the union can ask the Central Arbitration Committee (or the CAC) to step in and decide. Digital access might operate along, or even replace, an onsite visit. So for example, an employer could share union communication via email or they could host virtual Q&amp;A sessions. Unions might also get to contact workers directly, again say by email, if employers give clear consent under data protection rules.<\/p>\n\n\n\n<p class=\"\">And then in terms of physical access, employers will be expected to take reasonable steps to let union representatives on site, while of course respecting health and safety requirements. And more importantly, an employer can\u2019t just attend these union meetings unless they\u2019ve been explicitly invited by the union. And also employers shouldn\u2019t really be questioning workers afterwards about what was discussed in those meetings.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yes. Now ideally, union and employer should try to agree voluntary access arrangements before a formal request is made. But as you say, if agreement isn\u2019t reached then the CAC, the Central Arbitration Committee, will decide. What are the criteria for its decisions?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> Well, the law sets out certain cases where the CAC must refuse a union\u2019s access request, for example where an employer has fewer than 21 workers in total, and this is across the whole company, not just one site.<\/p>\n\n\n\n<p class=\"\">Also, if a union\u2019s access agreement doesn\u2019t give at least five working days\u2019 notice for the first visit, or if the proposed access agreement would last longer than two years, those requests will be turned down. And I\u2019m drawing on what\u2019s been published around the consultation process for the details here. The Government made its response on 6 April but we are still waiting on the final regulations for the full details.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yeah. Are there any other circumstances when the CAC will refuse access?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi: <\/strong>There are also a few situations where the CAC might use its discretion to refuse access. So for instance, where an employer already recognises an independent union or where a statutory recognition process is underway, then the CAC can say no if the union\u2019s request overlaps with the existing access agreement or if there are multiple unions making competing requests at the same time.<\/p>\n\n\n\n<p class=\"\">Another factor is excessive burden. So if fulfilling a request would force the employer into something unreasonable, like for example building new facilities or buying special IT systems just for the union, then the CAC could decide to refuse those cases too.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Okay. So how can we [unclear \u2013 0:09:46.0] the overall implications of this?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> So the bottom line here is that all employers need to be prepared, even those who currently have no union involvement. The rules will apply across the board so everyone should really plan ahead.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes, so this is a question I\u2019ve seen asked. Obviously this is about union recognition. Do employers actually have to recognise a union? <\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> Not automatically, no. So you\u2019re only required to formally recognise a union if it wins a statutory recognition ballot among your workers. I know that we\u2019ve had some questions about whether having a staff council or employee forum could be an alternative to a union. The answer is no. A staff forum doesn\u2019t replace a union. You can certainly, of course, have you know, those forums for employee voice, but they won\u2019t exempt you from recognising a union that meets the legal requirements.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Those are the big two things happening in October but there are a couple more union-related ERA changes coming this autumn, aren\u2019t there?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi: <\/strong>Well yes. There are a couple of other union-related changes in October this year. They are new rights and protections for union representatives, for example making it easier for them to do their jobs without detriment. And another big one is an extension of protection from detrimental treatment for workers who take part in industrial action. So basically, stronger safeguards so workers can\u2019t be penalised for going on strike.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. And of course you can find more details about those changes, all of these changes, in fact, on the Brightmine website, where we have supporting materials.<\/p>\n\n\n\n<p class=\"\">Now, let\u2019s bring in another key element of the ERA, the Employment Rights Act 2025, the Fair Work Agency. So what is the Fair Work Agency?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi: <\/strong>Right. So the Fair Work Agency is essentially a new single enforcement body for employment rights that was launched on 7 April this year. It brings together several existing regulators into one organisation, and the aim is to have a more consistent and effective enforcement system for employment rights. So instead of something patchy or fragmented, which is basically what we\u2019ve had in the past.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So it simplifies enforcement?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> Yes. It simplifies enforcement and it also makes it tougher at the same time. So what\u2019s happening here is that we are moving from a traditionally reactive system where enforcement mostly happens only if an individual files a claim, to a more proactive model led by the state. So in other words, the agency itself can step in to enforce the rules rather than waiting for employees to raise issues.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Okay. And why does that matter in practice?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> So this matters because enforcement will be far more active and visible now. The Fair Work Agency has broad powers, which consist of investigating employers, inspecting workplaces, demanding paperwork and taking enforcement action if something\u2019s not right. It can also bring employment tribunal claims on behalf of workers, which is a massive shift from how things used to work.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>So risk increases?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> Yes, absolutely. The risk of getting audited and penalised is higher now. The key point, though, is that your compliance needs to be solid. All your policies, processes and records should be ready to hold up under scrutiny because the chances of an inspection or an investigation are definitely going up.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Okay. And I know there are different views on what difference the Fair Work Agency is likely to make. What do you think?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi: <\/strong>It really depends on the resources the new agency gets, right? So if the Fair Work Agency is well funded and well staffed, it could have a big impact and it could really change the enforcement landscape. But if the budget or the staffing is limited, then the impacts might be more muffled. So there\u2019s a bit of a \u2018wait and see\u2019 element to it all, in terms of how much difference it would actually make in practice.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Okay. Does this link to the union reforms?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> You could say it\u2019s all part of the same trend, really. So we\u2019re talking here giving workers a stronger voice, making union activity easier and enforcing rights more effectively. All these reforms align with the broader shift in how the workplace is regulated.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yeah. So let\u2019s now think about some practical steps, some takeaways for HR. There\u2019s a lot here. Where should HR teams start?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> Yes, there\u2019s a lot, and all this can be overwhelming and feel like a lot to manage. But the key is really to break it down in clear priorities, and I\u2019d suggest focusing on five practical areas.<\/p>\n\n\n\n<p class=\"\">So firstly, get your documentation in order. This means adding the new rights to join a union notice in your onboarding materials, reviewing contracts and handbooks to see if they need updating, and planning how you will distribute that information to your existing staff as well as new joiners. This is one of the top priorities because it\u2019s an immediate compliance obligation.<\/p>\n\n\n\n<p class=\"\">Secondly, prepare for union access requests. And this means deciding who in your team is going to handle these requests, setting up a standard process for how you respond, and also thinking through how access would work operationally. For example, where would you hold an onsite visit or how would you manage a virtual meeting? The idea is once these access rights go live, employers won\u2019t have much time to figure it out, so having a plan ahead of time is really crucial.<\/p>\n\n\n\n<p class=\"\">Moving onto number three, take a step back and review overall employee relations strategy. With unions being more easily recognised and able to access workplaces, organisations want to make sure they have strong channels for employee voice internally. Also ensuring employees have ways to raise concerns or feedback directly and trying to spot any issues early. We should think of this as preventative, right? So if your workplace feels heard and engaged, then disputes are less likely to escalate or push employees towards seeking union intervention.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> I know we have five, so what\u2019s the fourth point, Lilia?<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong> Right. So the fourth point is to check your readiness for industrial action. This includes updating business continuity plans \u2013 so how you keep things running if there\u2019s a strike \u2013 and also training managers on the right way to respond to strikes or picketing.<\/p>\n\n\n\n<p class=\"\">Another thing is to review how your internal escalation processes would work if a strike seems likely. So with the legal barriers to industrial actions reducing, being well prepared here is really important. I can\u2019t stress that enough.<\/p>\n\n\n\n<p class=\"\">And then finally organisations really need to do a thorough compliance audit, especially in light of the Fair Work Agency. So since enforcement will be more proactive, it\u2019s important that organisations and HR double-check that they are compliant with all the key employment rights like pay, working times, holidays and so on. Make sure your records are up-to-date and accessible and that your policies are actually being followed in practice and not just written down and forgotten about.<\/p>\n\n\n\n<p class=\"\">And the key shift here is moving from reacting to complaints to being ready for inspections before they even happen.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yes. I like what you said there as well about policies being followed in practice, not just being in written form.<\/p>\n\n\n\n<p class=\"\">Right, so if you had to sum it all up, reduce it all down to just, I don\u2019t know, ten words\u2026you can have a few more than that but, you know!<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi: <\/strong>To sum it up, I\u2019d say get your documentations right. That\u2019s number one. Prepare your processes. And strengthen your employee relationship. The important thing to note here is that this isn\u2019t just a tick-box legal change; it\u2019s actually a genuine shift in how our workplaces operate. So HR needs to be proactively ready here. <\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong>\u00a0 That\u2019s a great note to end on. Right, the trade union reforms under the ERA, together with the introduction of the Fair Work Agency, mark a major shift in how employment relationships are managed and enforced in the UK, and of course on the Brightmine website we have lots of supporting materials to help you navigate your way through all of these compliance changes. I\u2019ll put links to some of those in the show notes.<\/p>\n\n\n\n<p class=\"\">And so now I just need to say thank you to Lilia for joining us today. Thank you, Lilia.<\/p>\n\n\n\n<p class=\"\"><strong>Lilia Dangi:<\/strong>\u00a0 Thank you for having me.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And thank you to everyone for listening. And until next time.<\/p>\n<\/details>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"speakers\">Brightmine host<\/h2>\n\n\n\n<div class=\"wp-block-group alignwide is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/01\/17154338\/Robert_Shore-150x150.webp\" alt=\"Robert Shore, HR Market Insights Editor at Brightmine\" class=\"wp-image-10115\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Guest speakers<\/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<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"130\" height=\"148\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/08\/26195529\/lilia-dangi-headshot-e1759777505724.png\" alt=\"\" class=\"wp-image-13251\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Lilia Dangi<\/strong><br>Legal Editor, Brightmine<\/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-3 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 class=\"has-primary-black-color has-text-color has-link-color wp-elements-459ffb2a7b3dc338c93226d3be8270c8\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#listen\">Listen now<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/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 lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\"\/>\n\n\n\n<p class=\"\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-ea1fff98 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-18142 resources type-resources status-publish has-post-thumbnail hentry category-podcasts tag-employment-rights-act topic-employee-relations topic-hr-compliance\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/trade-union-reforms-reshaping-industrial-relations\/\" target=\"_self\" >The trade union reforms reshaping industrial relations<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-17756 resources type-resources status-publish has-post-thumbnail hentry category-c-and-i topic-employee-relations topic-employment-law-updates\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-trade-union-law-changes-questions-answered\/\" target=\"_self\" >Employment Rights Act 2025 trade union law changes: Your questions answered<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-17009 resources type-resources status-publish has-post-thumbnail hentry category-guides-how-to topic-employment-law-updates\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-law-guides-the-complete-list\/\" target=\"_self\" >Employment law guides: The complete list<\/a><\/h2>\n<\/li><\/ul><\/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-c8d90bee953dad6ca6814f074e3413d0 wp-block-brightmine-resources-filter has-text-color has-primary-gray-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 class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/trade-union-reforms-reshaping-industrial-relations\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/05\/18143149\/person-writing-notes-with-laptop-in-modern-office.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Podcasts<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/trade-union-reforms-reshaping-industrial-relations\/\">The trade union reforms reshaping industrial relations<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Listen as we break down trade union reform proposals and their potential impact on UK employers and workplace &#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\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/bullying-harassment\/october-harassment-law-changes\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/05\/21122712\/team-meeting-reviewing-documents-and-laptop-in-office.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/bullying-harassment\/october-harassment-law-changes\/\">Employment Rights Act 2025: October harassment law changes<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">New harassment laws are coming this October. 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\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-how-do-you-prepare-for-the-unknown\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/01\/16190045\/stressed-professional-working-on-laptop.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/employment-rights-act-2025-how-do-you-prepare-for-the-unknown\/\">Employment Rights Act 2025: How do you prepare for the unknown?<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Employers and workers are trying to make sense of the new rules on guaranteed hours for zero and &#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><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-0fd240ca wp-block-group-is-layout-constrained\" id=\"newsletter\" style=\"margin-top:0;margin-bottom:0;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<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Sign up to receive expert HR insights from Brightmine<\/h2>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-ebe15cfa wp-block-group-is-layout-constrained\">\n<p class=\"has-text-align-center\">Join our community and stay updated with industry trends, expert insights, valuable resources, webinar invites\u2026 and much more.<\/p>\n\n\n\n<p class=\"has-text-align-center\">Sign up now and receive regular updates straight to your inbox!<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-contact-form-7-contact-form-selector is-style-flex-layout\" redirectaftersubmission=\"https:\/\/www.brightmine.com\/uk\/thank-you-insights-email\/\">\n<div class=\"wpcf7 no-js\" id=\"wpcf7-f10351-o1\" lang=\"none\" dir=\"ltr\" data-wpcf7-id=\"10351\">\n<div class=\"screen-reader-response\"><p role=\"status\" aria-live=\"polite\" aria-atomic=\"true\"><\/p> <ul><\/ul><\/div>\n<form action=\"\/uk\/wp-json\/wp\/v2\/resources\/18142#wpcf7-f10351-o1\" method=\"post\" class=\"wpcf7-form init\" aria-label=\"Contact form\" novalidate=\"novalidate\" data-status=\"init\">\n<fieldset class=\"hidden-fields-container\"><input type=\"hidden\" name=\"_wpcf7\" value=\"10351\" \/><input type=\"hidden\" name=\"_wpcf7_version\" value=\"6.1.5\" \/><input type=\"hidden\" name=\"_wpcf7_locale\" value=\"\" \/><input type=\"hidden\" name=\"_wpcf7_unit_tag\" value=\"wpcf7-f10351-o1\" \/><input type=\"hidden\" name=\"_wpcf7_container_post\" value=\"0\" \/><input type=\"hidden\" name=\"_wpcf7_posted_data_hash\" value=\"\" \/><input type=\"hidden\" name=\"_wpcf7_title\" value=\"Newsletter\" \/>\n<\/fieldset>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"elqFormName\" value=\"sparknewsletter\" type=\"hidden\" name=\"elqFormName\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"elqSiteID\" value=\"1006146\" type=\"hidden\" name=\"elqSiteID\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"sfid\" value=\"\" type=\"hidden\" name=\"sfid\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"cmpid\" value=\"\" type=\"hidden\" name=\"cmpid\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"elqCookieWrite\" value=\"0\" type=\"hidden\" name=\"elqCookieWrite\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"elqCustomerGUID\" value=\"\" type=\"hidden\" name=\"elqCustomerGUID\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden a-s-text\" id=\"a-s-text\" value=\"\" type=\"hidden\" name=\"a-s-text\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"Market\" value=\"UK\" type=\"hidden\" name=\"Market\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"Website\" value=\"Website\" type=\"hidden\" name=\"Website\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_source\" value=\"\" type=\"hidden\" name=\"utm_source\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_medium\" value=\"\" type=\"hidden\" name=\"utm_medium\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_campaign\" value=\"\" type=\"hidden\" name=\"utm_campaign\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_content\" value=\"\" type=\"hidden\" name=\"utm_content\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_content_type\" value=\"\" type=\"hidden\" name=\"utm_content_type\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" value=\"\" type=\"hidden\" name=\"Source\" \/>\n\n<div class=\"c-grid  form-fields\">\n<div class=\"form-inputs-container\">\n<div class=\"inputs-container\">\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"firstName\"><input size=\"40\" maxlength=\"35\" minlength=\"2\" class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" id=\"FirstName\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Name\" value=\"\" type=\"text\" name=\"firstName\" \/><\/span><\/div>\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"EmailAddress\"><input size=\"40\" maxlength=\"320\" class=\"wpcf7-form-control wpcf7-email wpcf7-validates-as-required wpcf7-text wpcf7-validates-as-email\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Business email address\" value=\"\" type=\"email\" name=\"EmailAddress\" \/><\/span><\/div>\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"Country\"><select class=\"wpcf7-form-control wpcf7-select wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" name=\"Country\"><option value=\"\">Your country \/ region<\/option><option value=\"United Kingdom\">United Kingdom<\/option><option value=\"United States\">United States<\/option><option value=\"Afghanistan\">Afghanistan<\/option><option value=\"Aland Islands\">Aland Islands<\/option><option value=\"Albania\">Albania<\/option><option value=\"Algeria\">Algeria<\/option><option value=\"American Samoa\">American Samoa<\/option><option value=\"Andorra\">Andorra<\/option><option value=\"Angola\">Angola<\/option><option value=\"Anguilla\">Anguilla<\/option><option value=\"Antarctica\">Antarctica<\/option><option value=\"Antigua and Barbuda\">Antigua and Barbuda<\/option><option value=\"Argentina\">Argentina<\/option><option value=\"Armenia\">Armenia<\/option><option value=\"Aruba\">Aruba<\/option><option value=\"Australia\">Australia<\/option><option value=\"Austria\">Austria<\/option><option value=\"Azerbaijan\">Azerbaijan<\/option><option value=\"Bahamas\">Bahamas<\/option><option value=\"Bahrain\">Bahrain<\/option><option value=\"Bangladesh\">Bangladesh<\/option><option value=\"Barbados\">Barbados<\/option><option value=\"Belarus\">Belarus<\/option><option value=\"Belgium\">Belgium<\/option><option value=\"Belize\">Belize<\/option><option value=\"Benin\">Benin<\/option><option value=\"Bermuda\">Bermuda<\/option><option value=\"Bhutan\">Bhutan<\/option><option value=\"Bolivia, Plurinational State\">Bolivia, Plurinational State<\/option><option value=\"Bonaire, Sint Eustatius and Saba\">Bonaire, Sint Eustatius and Saba<\/option><option value=\"Bosnia and Herzegovina\">Bosnia and Herzegovina<\/option><option value=\"Botswana\">Botswana<\/option><option value=\"Bouvet Island\">Bouvet Island<\/option><option value=\"Brazil\">Brazil<\/option><option value=\"British Indian Ocean Territory\">British Indian Ocean Territory<\/option><option value=\"Brunei\n    Darussalam\">Brunei\n    Darussalam<\/option><option value=\"Bulgaria\">Bulgaria<\/option><option value=\"Burkina Faso\">Burkina Faso<\/option><option value=\"Burundi\">Burundi<\/option><option value=\"Cambodia\">Cambodia<\/option><option value=\"Cameroon\">Cameroon<\/option><option value=\"Canada\">Canada<\/option><option value=\"Cape Verde\">Cape Verde<\/option><option value=\"Cayman Islands\">Cayman Islands<\/option><option value=\"Central African Republic\">Central African Republic<\/option><option value=\"Chad\">Chad<\/option><option value=\"Chile\">Chile<\/option><option value=\"China\">China<\/option><option value=\"Christmas Island\">Christmas Island<\/option><option value=\"Cocos (Keeling) Islands\">Cocos (Keeling) Islands<\/option><option value=\"Colombia\">Colombia<\/option><option value=\"Comoros\">Comoros<\/option><option value=\"Congo\">Congo<\/option><option value=\"Congo, the Democratic Republic of the\">Congo, the Democratic Republic of the<\/option><option value=\"Cook Islands\">Cook Islands<\/option><option value=\"Costa Rica\">Costa Rica<\/option><option value=\"Cote d&#039;Ivoire\">Cote d&#039;Ivoire<\/option><option value=\"Croatia\">Croatia<\/option><option value=\"Cuba\">Cuba<\/option><option 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