UK workers are set to receive clearer information about their right to join a union under the government’s Employment Rights Bill, a flagship part of the wider “Make Work Pay” agenda that is moving through Parliament.
Under proposals now out for consultation, every employer would be under a new legal duty to give workers a written statement explaining that they have a right to join a union, both when they start a job and at key stages during their employment.
For The Workers Union and for working people across the UK, this marks a significant moment: the law is shifting from assuming people already know their rights, to requiring employers to spell them out.
What the new duty would mean in practice
According to government consultation papers, the new obligation would apply to employers across the economy, from small firms to large multinationals. The statement about union rights would have to be provided in writing, for example alongside a contract or staff handbook, and re-issued at agreed trigger points such as promotion, job change or after a set period in post.
The aim, ministers say, is to improve awareness among workers who may never have been told that union membership is a legal option, particularly in sectors with low levels of organisation or high staff turnover. The Employment Rights Bill also runs alongside separate plans to formalise union access to workplaces, giving unions clearer routes to engage with staff on site.
For UK workers, this could mean more consistent information, less reliance on hearsay, and fewer situations where rights exist on paper but are never communicated in practice.
A wider package of workplace changes
The duty to inform staff about union rights is only one element of a much broader bill. The Employment Rights Bill includes reforms such as earlier protection from unfair dismissal, with new rules expected to give workers unfair dismissal rights after six months’ service from 1 January 2027, instead of the current two-year qualifying period.
Other measures include tighter rules on zero-hours and insecure work, changes to family-friendly rights, and revised enforcement mechanisms. Together, these proposals are presented by government as “pro-worker and pro-business” – intended to boost productivity, fairness and long-term growth. Understanding these changes early will be important when making decisions about job moves, contracts and workplace disputes.
Supporters say it empowers staff; critics warn of red tape
Supporters of the new duty argue that ensuring workers are actively told about union rights corrects an imbalance of information in the workplace. They say many employees, particularly younger workers, migrants and those in fragmented sectors such as hospitality, retail and logistics, are simply unaware of the protections and support that may be available.
Critics, including some business groups and commentators, warn that requiring employers to circulate government-drafted wording about unions risks adding bureaucracy and politicising workplace communication. Some argue it could be seen as state-driven promotion of membership and may discourage investment if firms perceive the UK as a more highly regulated environment.
The debate is likely to intensify as consultations run until mid-December 2025, with employers, advisers and unions all invited to submit detailed views on how the new rules should work in practice.
What this means for UK workers and The Workers Union
For working people, the key takeaway is that the law is moving towards greater transparency. When the duty comes into force, you should expect to see clearer written information from your employer about your right to join a union and how to exercise that right.
For TWU, this creates both a challenge and an opportunity. The challenge is to ensure that any official messaging is accurate, accessible and genuinely useful to workers who may be under pressure, in insecure roles, or unfamiliar with UK employment law. The opportunity is to be ready with guidance, case support and practical advice for members who decide they want independent help with workplace problems once they understand their rights more clearly.
