19.03.2025

The UK is in the middle of a trade union resurgence.

Membership of trade unions is on the rise once again. And although numbers are below historic highs, this time the increase is being driven by retail and specialist professions in the private sector.

The changing world of work is one factor influencing this growth in trade union membership. The shift towards remote and hybrid working, the expansion of automation and the explosion of the gig economy are all heightening employees’ need for collective representation.

The government’s upcoming legal changes to strengthen workers’ rights, along with the successful negotiations on public sector pay rises, are also making union membership look a lot more appealing.

So how can businesses prepare for these changes?

What’s changing in 2025?

Understanding the current laws around union recognition and collective bargaining is key.

The government has introduced significant amendments to trade union legislation through the Employment Rights Bill – which is currently going through the commons. 

  Proposed changes include:

  • Enhanced workers’ rights, such as day-one rights against unfair dismissal (previously requiring two years’ employment), new contracts for zero hours workers, and paternity leave 
  • A simplified union recognition process to reduce membership thresholds and get rid of some procedures 
  • Ramping up union access to workplaces - even in places where unions aren’t currently recognised 
  • And there are calls for an ‘opt in’ to trade unions to be automatic. 

  How to work successfully with trade unions

As with any employment relationship, mutual trust and communication are key.

Respect for different viewpoints, and a willingness to have regular and constructive meetings, are essential for nipping issues in the bud.

Train and support your managers to navigate difficult conversations and in how to handle negotiations to avoid industrial action.

And keep communication consistent and open with all staff, regardless of whether they’re a union member or not.

The evolving trade union agenda

Trade unions are redefining their priorities - and businesses need to adapt to these changing expectations.

Top priorities include fair pay and job security, with workers pushing for wages to keep pace with inflation and for stable employment terms. And unions want to see greater investment in skills development.

There’s also a continued focus on a better work-life balance, with flexible working arrangements and supporting wellbeing taking centre stage.

Diversity, equality, and inclusion (DEI) is also key, with trade unions calling for equitable pay, career progression and inclusive workplace cultures. Businesses need to put meaningful policies in place now to avoid risks to their reputation and potential legal challenges.

Proactively engaging with unions on these issues can present opportunities as well as challenges.

Managing industrial action and employee relations

So how do you keep employee relations positive in a unionised workplace? The answer lies in a mix of preventative measures alongside effective negotiation and dispute resolution.

Preventative measures can include having open communication, being transparent on pay and offering clear career pathways. These help to make employees feel valued, and foster trust and better employee relations in general.

It’s also crucial to be proactive about engaging with unions, which can prevent issues or disputes from escalating. 

In the event that negotiations are needed, a collaborative approach works best. Be willing to listen and compromise, be respectful, and use data-driven insights to support fair outcomes. 

If there are disputes, choose a structured resolution process like mediation to help find solutions that work for both sides. 

A strategic approach

With a stronger trade union landscape on the horizon as employment laws continue to evolve, employers need to stay one step ahead. 

And balancing the needs of your business with trade union demands and employee rights will require a strategic approach. 

Prepare for this changing landscape by fostering open dialogue and making sure you’re compliant with new regulations. Listen to your staff while proactively addressing any concerns. 

Offer flexible working and fair pay to enhance employee engagement and reduce potential conflict. Train your managers to engage with unions proactively, rather than reactively, to help prevent disputes and keep your business operating. 

This is a fast-moving landscape. But by preparing for change, you’ll be in the best position to work with the trade unions and approach the future with a motivated workforce. 

How Make UK can help 

Make UK provides specialist advice and support in all areas of employee relations across all industries and sectors. We are here to help. 

Our team of experienced barristers, solicitors and HR consultants has decades of experience and can offer strategic and practical employee relations support. 

We have a wealth of expertise from working with trade unions at a local, regional and national level, and can support your organisation across a wide range of trade union related matters including: 

  • Trade union recognition 
  • Drafting and interpretation of collective bargaining agreements 
  • Managing business change programmes 
  • Handling industrial action 

We can also offer template documentation (including policies, letters and guides) and bespoke training tailored to your organisation's needs. We can also provide specialist legal advice on changes to legislation and case law in this area. 

For more information, call our team on 0808 168 5874 or email [email protected] 

Astrid Yarwood has worked in senior leadership for over 20 years and previously specialised in employment law and mediation. With a strong business and commercial background, she has developed a number of change programs and has extensive experience in people management and strategic planning.