New UK Employment Laws Take Effect Today: Key Changes for Trade Unions
A significant shift in UK employment legislation is unfolding as new measures specifically targeting trade unions come into force today, Wednesday 18 February 2026. These changes represent the latest implementation phase of employment rights that were originally enshrined in law back in December, with some protections applied immediately and others being phased in gradually to allow both employers and employees adequate preparation time.
Major Repeal and Immediate Changes
The cornerstone of today's legislative update is the repeal of the majority of the Trade Union Act 2016, which had previously imposed stricter operational constraints on unions. This repeal paves the way for several immediate practical changes that will reshape industrial relations across the country.
One of the most notable adjustments is the reduction in the notice period that trade unions must provide to employers before initiating industrial action. The requirement has been shortened from 14 days down to just 10 days, potentially accelerating the timeline for strike actions.
Additionally, ballots that approve industrial action will now carry a significantly extended mandate. The validity period for such ballots has been doubled from six months to a full 12 months, giving unions more flexibility in planning and executing industrial campaigns.
Enhanced Protections and Reduced Burdens
The new measures introduce stronger safeguards for employees participating in industrial activities. Workers will now enjoy protection from unfair dismissal regardless of the duration of any strike action they undertake, eliminating previous limitations based on strike length.
Trade unions themselves will benefit from reduced administrative burdens. They are no longer obligated to reimburse public sector employers for check-off administration costs, and the requirement to appoint specific picket supervisors to monitor picket lines has been eliminated entirely.
Furthermore, unions will face less stringent documentation requirements. Both industrial action notices and industrial action ballot notices will require less detailed information than previously mandated, streamlining the notification process.
Upcoming Reforms Scheduled for April
Today's changes represent just the beginning of a broader legislative transformation. The next phase of employment law reforms is scheduled to take effect on 6 April 2026, introducing several additional worker protections.
These upcoming changes include:
- The right to claim paternity leave from the very first day of employment
- Strengthened legal protections for whistleblowers who report workplace misconduct
- Elimination of the current three-day waiting period before becoming eligible for statutory sick pay (SSP)
- Removal of the lower earnings limit (currently set at £125 per week) as a condition for SSP eligibility
- Introduction of a new SSP rate calculated at 80% of average weekly earnings or the current flat rate of £118.75, whichever amount is lower
- Implementation of specific guidance for employers regarding menopause support in the workplace
This comprehensive overhaul of employment legislation reflects a significant rebalancing of workplace rights in the UK, with particular emphasis on strengthening the position of trade unions and enhancing protections for workers across various employment scenarios.
