Trade unions in the United Kingdom have begun submitting formal requests to businesses for workplace access ahead of new legal provisions granting such rights, set to take effect on October 30. These changes are part of the Employment Rights Act 2025, introduced by the Labour government, which will grant union representatives the ability to enter workplaces to engage with employees, even in companies that do not currently recognise unions.
Union officials and shop stewards will be empowered to access offices, factories, and other workplaces either in person or through digital means. Upon receiving an access request, employers will have 15 working days to respond. If an agreement on access terms cannot be reached, the matter will be referred to a quasi-autonomous non-governmental organisation (quango) for determination. The new rules also impose escalating fines for businesses that refuse to comply with access agreements, starting at £75,000 for a first breach, £150,000 for a second, and up to £500,000 for subsequent violations.
Senior employment law expert Chris Coombes of Littler noted that several unions have already begun sending voluntary access requests to companies, despite the regulations not yet taking effect. He described the situation as a “bombardment” of businesses with demands ahead of the law’s implementation.
The move has drawn criticism from opposition figures. Shadow Chancellor Andrew Griffith expressed concern that Labour’s legislation, which he said was written “by the trade unions, for the trade unions,” is encouraging union activists to take preemptive action. Griffith argued that the law grants unions unprecedented workplace access while imposing onerous requirements on businesses.
Trade unions recently met with Chancellor John Healey at Downing Street to present their priorities ahead of the upcoming Budget. Several of their key objectives have already been met since Labour took office earlier this year, including significant increases to the minimum wage linked to inflation, the removal of the two-child benefit cap, and expanded rights to organise strikes.
The government’s official impact assessment estimates that the Employment Rights Act could impose costs on businesses reaching up to £5 billion annually. A recent survey of nearly 200 business leaders found that only 2% feel fully prepared for the new union access requirements, with half stating they are not prepared at all.
The Department for Business and Trade has been contacted for comment on the readiness of the business community and the anticipated effects of the new legislation.