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

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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 makes several changes that simplify the legal process for organising industrial action and remove some restrictions introduced by earlier legislation.

Key changes include:

Removing the 40% support threshold previously required in strike ballots in certain public services.
Simplifying ballot and notice requirements.
Extending the validity of a strike ballot from 6 months to 12 months.
Increasing protections for workers taking part in lawful industrial action.

These reforms are intended to make the legal framework for industrial action simpler and harder for employers to challenge on technical grounds.

What this means for union reps

Strike mandates will last twice as long, reducing the need for repeat ballots.
Employers may find it harder to block action through legal challenges based on technical errors.
Reps should still work closely with their union to ensure all legal steps are followed.

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.