“Now is the time for HR to ensure they have the legal knowledge, negotiation skills and engagement strategies.”
Context
Derick MacLean, a solicitor at employment law firm WorkNest, has warned that HR professionals should prepare for an increase in trade union engagement as the government’s Employment Rights Bill moves closer to becoming law.
Commenting on new research by the company, MacLean said “HR and employers are expecting a rise in union engagement and should be preparing for the operational impact it would have. Now is the time for HR to ensure they have the legal knowledge, negotiation skills and engagement strategies to handle union situations proactively.”
The Employment Rights Bill, which is expected to receive Royal Assent later this year, proposes lowering the threshold for trade union recognition, a move that could significantly boost union activity across UK workplaces.
Meaning
MacLean’s comment reflects growing concern that HR teams will soon face greater involvement with organised labour, including more complex negotiations and potential disputes. His warning that now is the time for HR to strengthen knowledge, skills and strategy points to the need for proactive preparation rather than reactive crisis management.
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The findings from WorkNest’s survey illustrate why: more than half of businesses (53%) expect increased union activity if reforms go ahead, and nearly one in three (28%) have already engaged with trade unions in the past year. The data suggest that for many organisations, managing union relationships could soon become a core HR responsibility.
Implications
The reforms, expected to take effect in April 2026, could reshape employer–employee relations in significant ways. Businesses that fail to adapt risk disputes, reputational damage or financial penalties, particularly around contract changes and union access.
Observers say that HR’s role will be pivotal in balancing compliance with constructive dialogue. Those who invest early in training, policy review and communication strategies are likely to manage the transition more smoothly. As MacLean put it, “Those that invest in training and strategic planning today will be better positioned to manage union relationships effectively and navigate the changes with confidence”.
