Code of practice on trade union access to workplaces in force from 30 October 2026
A statutory code of practice on trade unions' right of access to workplaces came into force on 30 October 2026. It is the main source of practical guidance on how access requests are made and how access agreements are negotiated.
What changed
Following approval by both Houses, the code of practice on the right of trade unions to access workplaces came into force on 30 October 2026. The revised draft was laid in Parliament on 6 July 2026.
The government says the code will be the main source of practical guidance on the new statutory access framework. It covers how access requests should be made, how access agreements should be negotiated and implemented across different types of workplaces, and best practice examples.
The government consulted on the draft code, revised it in response to the feedback and has published a response explaining the changes.
HRjoy’s view
This code turns the new access right into a practical process, so it is the place to start when a union asks for access. Having a named contact and a simple process ready makes it easier to agree sensible arrangements. Our trade union answer explains the wider changes.
Source
General information for employers in Great Britain, not legal advice.
What to do
- Read the code before you respond to any access request, so your response follows the process it sets out.
- Decide who in your organisation will handle access requests and negotiate access agreements.
- Check how access would work at each type of workplace you have, using the code's examples.
Related answers
- What do the 2026–27 trade union changes mean for employers? The Employment Rights Act 2025 makes recognition and industrial action easier for unions. Several changes already apply, including 10 days' notice of industrial action and simpler recognition. From 30 October 2026 unions gain a statutory right to request workplace access, and from 1 January 2027 employers must tell workers they have the right to join a union. Future dates remain subject to Parliament.
- What is changing under the Employment Rights Act 2025, and when? The Employment Rights Act 2025 is being brought in by phases. Day-one paternity and parental leave, sick pay changes and six-month tribunal time limits already apply. Next come the stronger harassment duties on 30 October 2026, a six-month unfair dismissal qualifying period from 1 January 2027 and fire and rehire protections in March 2027. Future dates remain subject to Parliament.