Industrial action

Back

The TUC has a history of developing analysis and research to inform economic and employment-related issues.

Search by topic area

Worker protections in the UK compared to the rest of the OECD

Report: Falling behind on labour rights

The TUC produces a wide range of research and analysis reports

Latest TUC reports

Back

Nothing beats being a union member, but if you are looking for particular guidance on a workplace issue have a look at our workplace guidance.

Go to workplace guidance

Are you a union rep looking for help and advice to support your colleagues at work? Take a look at our wide range of resources.

Go to reps guidance

The Employment Rights Act introduces major reforms to UK employment law, with changes being implemented in stages from December 2025 through to 2027.

Employment Rights Act

The Act makes it easier for trade unions to organise lawful industrial action by simplifying balloting and notice requirements, extending ballot mandates to 12 months, introducing electronic and workplace balloting from August 2026, and strengthening protections for workers taking part in lawful action. The 50% turnout threshold is also due to be removed, although this change is not yet in force.

Explore the guidance below to find out more about what these changes mean for you.

If you’re not already a union member, you can use our Union Finder tool to find out which one would be the best fit.

We also have a useful toolkit to guide you through the key reforms - Employment Rights Act toolkit.

Common
questions

Does the Act change the laws governing the right to strike?

The Act simplifies the process for organising industrial action, extends strike mandates, strengthens protections for workers, and makes it harder for employers to challenge lawful action on technical grounds.

Find out more...

Will the 50% turnout threshold for industrial action ballots be removed?

The Act provides for the 50% turnout threshold for industrial action ballots to be removed, but this change is not yet in force and no commencement date has been confirmed.

Find out more...

Will strike ballots still have to be conducted by post?

From August 2026, unions will be able to use electronic and workplace balloting alongside postal voting, making it easier for members to participate in statutory ballots.

Find out more...

Are there changes to notice periods and other requirements before industrial action can take place?

The Act simplifies industrial action procedures by reducing notice periods, extending ballot mandates to 12 months and cutting back information requirements, making it harder for employers to challenge action on technical grounds.

Find out more...

Will workers taking part in action short of strike have greater legal protection?

The Act strengthens workers’ protection during lawful industrial action, extending unfair dismissal protection and will introduce additional protections from October 2026.

Find out more...

Join a union