Trade Union Rights 2027: New Employer Duty from January 2027

From 1st January 2027, employers in Great Britain will have a new duty to give workers written information about their right to join a trade union. The change is part of the Employment Rights Act 2025 and is designed to make sure workers are told about their rights rather than having to find the information for themselves.

What is changing from 1st January 2027?

A new duty will require employers in Great Britain to give workers a written statement explaining that they have the right to join a trade union. The Employment Rights Act 2025 creates the underlying legal duty, while secondary legislation sets out the detailed requirements for the statement, including its content and how it must be provided.

For new workers, the statement must be provided at the same time as the worker receives their statement of employment particulars. The government says the new duty is intended to come into force on 1st January 2027.

What information will workers receive?

The statement will use a standardised format. Current government information says it will include a brief explanation of what trade unions do, information about recognised trade unions where relevant, details of unions with statutory access agreements where relevant, information about the Certification Officer’s list of trade unions, and a summary of statutory rights relating to union membership.

The precise requirements are being set through secondary legislation. Detailed government guidance is expected in November 2026, so employers should check the final guidance before putting their arrangements in place.

When must new workers be told?

From 1st January 2027, the statement must be given directly to new workers at the same time as their written statement of employment particulars. In practical terms, employers will need to build the new information into their normal process for bringing new workers into the organisation.

What about people who already work there?

There is a separate deadline for existing workers. Employers must provide the statement by 5th April 2027 to workers who were already employed when the new duty came into force and who are still employed on that date.

That deadline is easy to confuse with the start date, but they are different. The legal duty begins on 1st January. The 5th April deadline is the date by which existing workers must have been given the information.

Will workers be told every year?

Yes. The current government implementation information provides for the statement to be dealt with annually after a worker has first received it.

Where an employer provides the statement directly, it must generally be provided directly each year by 5th April. Employers can instead use an indirect method, such as an intranet or staff handbook, provided workers are told where the statement can be found and it remains continuously available and reasonably accessible. In that case, the employer must give workers an annual reminder by 5th April telling them that the statement is available and where to find it.

Does this mean I have to join a trade union?

No. The new duty is about informing workers of an existing right. Receiving the statement does not mean that a worker has joined a trade union or has to join one.

It also does not mean that every employer has to recognise a trade union. Union membership, information about union rights and formal union recognition are separate issues.

What does the change mean for workers?

For employees, the most visible difference should be that information about trade union rights is provided by the employer as part of the employment process. The government says workers do not need to do anything themselves to receive the information. The employer is responsible for providing the statement when required.

What should employers prepare for?

The exact statutory requirements should be checked against the final regulations and guidance. In the meantime, employers may want to review how they issue employment particulars to new workers and consider how they will provide the information to existing workers.

Employers with recognised trade unions or statutory access agreements can also begin gathering the relevant names, contact details and information about the workers and workplaces covered. They may also want to decide whether direct delivery or an accessible intranet or staff handbook approach will work best for their organisation.

These are practical preparation steps rather than additional legal duties beyond the new information requirement itself. The final government guidance should be used to confirm the detailed compliance arrangements.

Does this apply across the UK?

This particular trade union measure applies in England, Scotland and Wales, which together make up Great Britain. It does not apply in Northern Ireland, where trade union law is devolved.

What happens next?

The government has confirmed its intention for the duty to come into force on 1st January 2027. The detailed requirements are being set out through secondary legislation, with further implementation guidance expected in November 2026.

That means there is still a point at which employers should check the final official guidance rather than relying on early summaries of the policy. The underlying legal duty is already set out in the Employment Rights Act 2025, but the detailed form, content and delivery arrangements are being prescribed separately.

Information checked

This article was checked against current official information from Business.gov.uk, GOV.UK and legislation.gov.uk, including the government’s September 2026 consultation response and implementation timetable, the official trade union reform guidance and the Employment Rights Act 2025.

General information: This article is intended as general information based on the official information available when it was checked. Employment law can change, and the detailed requirements for this duty are being set through secondary legislation and further guidance. Employers or workers who need advice about their individual circumstances should consult the relevant official guidance or seek appropriate professional advice.