UK Delays Employer Duty to Tell Workers Their Right to Join a Trade Union — New Start Date January 2027

# What changed and why it matters Act 2025 creates a new statutory duty for UK employers to give workers a written statement informing them of their right to join a trade union. The government delayed the start date that had been expected on 30 October 2026 and announced on 25 September that the duty is intended to come into force on 1 January 2027. The government also published its public consultation response and guidance, including a standard form template employers must use.

# Who must receive the statement and when

Existing workers: anyone still employed on 5 April 2027 must receive the statement or be told where it is located by that date.

Annual reminder: by 5 April each year thereafter employers must either provide the statement directly again or remind workers that it is available and where to find it.

Delivery methods: employers may deliver the statement by email, post, in person, or make it available on an intranet or in a staff handbook so long as workers are told where it is and it remains continuously and reasonably accessible.

# What the statement must include The government will provide a standardised template. Required content in the guidance includes:

• An explanation of trade union functions and a summary of the statutory rights tied to union membership.
• Identification of any recognised trade unions, their contact details, and the worker categories and workplace locations covered by recognition arrangements, where applicable.
• Contact details of unions with statutory access agreements, when relevant.
• A link to the Certification Officer's list of trade unions or a copy of that list provided alongside the statement.

Employers must reissue the statement within one month of any change to a recognised trade union or a statutory access agreement, and must notify workers if the location of the statement changes.

# Practical implications for employers The guidance gives employers a defined template and clear timing rules, which limits discretion but simplifies compliance planning. Employers should use the lead time to map processes and decide how to deliver the statement so it reaches workforces reliably.

Suggested actions employers can take now:

• Audit onboarding and recruitment paperwork to identify where the statement will be attached.
• Review existing employee-facing documents (contracts, handbooks, intranet) to incorporate or link to the template.
• Decide whether to deliver statements individually or rely on an intranet/staff handbook with communication that ensures continuous and reasonable accessibility.
• Set workflows to reissue or update statements within one month when recognition or access arrangements change.
• Integrate the annual 5 April reminder into existing compliance or HR calendar tasks.

# Relationship to other reforms

# Bottom line