Also Follows Oct. 2025, UK GVT issued consultations on trade union reforms, see #273663.
Right to Access Workplaces (Required Information) Regs
These Regulations are made under Chapter 5ZA of the Trade Union and Labour Relations (Consolidation) Act 1992.
They form part of the package of legislation that provides for access agreements between trade unions and employers, and enable trade union officials to physically enter workplaces and communicate with workers by other means.
Communication with workers includes the provision of information to them and can be by any direct or indirect means.
Regs 3, 4 state the requirements for trade union access requests and employer response notices.
They also specify the form of access requests and response notices along with the information that must be included.
This includes a requirement on the trade union making the access request to provide information regarding the nature of the access requested, such as the type of access it is requesting.
In addition, they specify how access requests and response notices should be given.
Reg 5 sets out the procedure for notifying the Central Arbitration Committee (CAC) of an access agreement that has been made.
Reg 6 deals with the procedure to be followed when the parties to an access agreement wish to notify the CAC of a variation to, or a revocation of, the agreement.
Reg 7 states these Regulations will be reviewed within five years in line with the requirements of s 28 of the Small Business, Enterprise and Employment Act 2015.
Right to Access Workplaces Regs
These Regulations are made under ss 70ZC, 70ZE(5)(b), 70ZF(3), (4), (5) and (6), 70ZJ, 70ZN and 293(1) and (2) of the Trade Union and Labour Relations (Consolidation) Act 1992.
They form part of the package of legislation that provides for access agreements between trade unions and employers, which enable trade union officials to physically enter workplaces or to communicate with workers by other means.
Communication with workers includes providing information to them and can be by any direct or indirect means.
Part 1 contains general provisions.
Part 2 prescribes the relevant time periods within which an employer must respond to an access request, that the parties have to negotiate an access agreement, and for applying to the CAC for a determination on access, where the parties have not agreed an access agreement.
Part 3, Chapter 1 states the circumstances in which the CAC must refuse access while Chapter 2 sets out the circumstances in which it is to be regarded as reasonable for the CAC to refuse access.
Chapter 3 of Part 3 specifies additional matters which the CAC must pay regard to and Chapter 4 makes provision in relation to access agreement terms.
It also states that the CAC must consider terms that would not unreasonably interfere with an employer’s business, would constitute reasonable steps for an employer to take, and would be reasonable for a union to comply with.
Part 4 deals with the maximum penalties that can be imposed by the CAC as well as matters the CAC must take into account when considering the level of any penalty imposed.
Part 5 provides for a review of these Regulations within five years in line with the requirements of s 28 of the Small Business, Enterprise and Employment Act 2015.
Effectiveness
Both of the Regulations will come into force on Oct. 30, 2026.
