Trade Union Support For Employers
A Trade Union Wants Access to Your Workplace
What Happens Next?
New access rights are approaching. Your business needs a clear response, confident managers and practical advice that fits the way you work.
30 October 2026
Expected start date for the new workplace access framework, subject to Parliamentary approval.
For employers with 21 or more workers across their workplaces.
No union in your workplace today? These changes could still matter. A union does not necessarily need to be recognised before making an access request.
The practical challenge
When a request arrives, the clock starts
Under the planned framework, qualifying unions can seek access in person, digitally, or both. Employers will need to respond within 15 working days. Build your response plan before an email lands with the wrong person.
Spot the request
Set a clear route for requests to reach the right person promptly, across sites and inboxes.
Know your position
Understand the request, your operational needs and the options for workable access arrangements.
Engage with confidence
Negotiate practical terms and keep managers aligned on what has been agreed.
The new statutory access framework is expected from 30 October 2026, subject to Parliamentary approval. Employers with fewer than 21 workers across all workplaces are outside this framework.
How Bhayani Law Helps
Employment lawyers and HR advisors in your corner
Whether you are preparing for the new rules or handling a live union issue, we combine legal advice with practical support for your managers and business.
Are you ready for an access request?
If a trade union access request arrived tomorrow, would everyone involved know what to do?
We can review your current position, identify gaps and help you put clear processes in place before you need to use them.
Have you received an access request?
If a request has already arrived, you may will need to make decisions quickly about what happens next, who needs to be involved and how you respond to the union.
Our employment lawyers and employee relations specialists can work alongside you to assess the request and manage your response.
Would your managers know what to do?
A process may look clear on paper, but what happens when your managers have to use it?
We can put your team through a realistic union access situation and test how decisions would be made in practice. For example: It is 9.05am on Monday. HR receives a request for physical access to three manufacturing sites and digital communication with the workforce. What happens next?
Start now
Four things to put in place before October
A short preparation exercise now can give your managers a clearer route through an unfamiliar request.
Have you already received an approach from a union?
✔ Nominate a person to receive and escalate access requests.
✔ Map your sites, shift patterns and digital communication channels.
✔ Review safety, security, privacy and operational constraints.
✔ Brief managers on how to respond and when to seek advice.
Frequently Asked Questions
Potentially, yes. Recognition is not necessarily required before a qualifying independent union seeks access under the new framework.
The planned statutory access framework does not apply where the employer has fewer than 21 workers across all its workplaces. Other trade union and employment law obligations may still apply.
No. The framework provides for a request, negotiation of access arrangements and, if agreement cannot be reached, a possible decision by the Central Arbitration Committee. The details will depend on the workplace and the applicable rules.
Yes. Our employment lawyers and HR advisers also support employers with recognition, collective bargaining, negotiations, training and industrial relations disputes.
Get ahead of the first request
Speak to Bhayani Law about a practical plan for your business.
Information reflects the expected position as at September 2026 and may change before commencement. For the current rules, see government guidance. This page is general information; advice depends on your circumstances.