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

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

Published date

21 Jul 2026

Yes. The Act reduces and simplifies several procedural requirements.

For example:

The notice period unions must give employers before industrial action is reduced from 14 days to 10 days.
Ballot mandates now last 12 months instead of 6 months.
The amount of detailed information unions must provide in ballot and strike notices has been reduced.

These changes are designed to make it harder for employers to challenge industrial action on technical grounds.

What this means for union reps

Campaigns and disputes may be able to move more quickly once members vote for action.
Ballot results can support action for up to a year.
Reps should still check timelines carefully when planning action.

Note: This content is provided as general background information and should not be taken as legal advice or financial advice for your particular situation. Make sure to get individual advice on your case from your union, a source on our free help page or an independent financial advisor before taking any action.