21.01.2026

Preparing your people processes for what is coming next

The Employment Rights Act is now law, and manufacturers are beginning to assess what the new measures will mean for recruitment, retention, and day-to-day operations. Alongside rising employment costs, the Act adds a new layer of responsibility for employers, particularly around trade union access and communication rights.

For many businesses, the challenge is not understanding that change is coming but knowing where to start and how to prepare without causing disruption.

What is different about this phase of change

Previous workforce pressures were often driven by market forces. Skills shortages, pay competition, and recruitment demand. The current phase adds structural change, with new legal duties that require action whether conditions are favourable or not.

The Q4 HR Bulletin shows that manufacturers are concerned about:

  • Short timeframes for responding to trade union access requests
     
  • Limited notice periods for workplace visits
     
  • The administrative burden of new duties to inform workers of their rights
     
  • The potential impact on operations, managers, and employee relations

With implementation scheduled from 2026, the window for preparation is already narrowing.

These new duties are arriving at a time when many employers are already managing recruitment slowdown and increasing pressure to retain skills and experience.

Why early preparation matters

Leaving preparation too late increases risk. Policies written in haste, managers unsure of their responsibilities, and inconsistent approaches across sites all raise the likelihood of disruption, disputes, or non-compliance.

Early preparation gives employers more control. It allows time to review processes calmly, align leadership, and build understanding before changes take effect. It also reduces the pressure on managers, who are often expected to implement new rules without clear guidance or training.

What employers should do next

  • Review your contracts and policies: Check that employment contracts, handbooks, and procedures reflect current law and are ready to accommodate the new duties introduced by the Act.
     
  • Assess readiness for trade union access rights: Understand how access requests will be handled, who will respond, and how consistency will be maintained across sites. Planning now avoids reactive decisions later.
     
  • Prepare managers for new responsibilities: Managers will be on the front line of implementation. Practical training helps them understand what is required, what good looks like, and how to handle issues confidently.
     
  • Check people processes and data handling: New rights bring new record-keeping and communication requirements. Make sure HR systems and data practices can support these changes without creating additional risk.
     
  • Seek advice early: Early, informed advice helps employers manage complexity, reduce risk, and focus on running the business rather than reacting to issues as they arise.

Employment law reform is one element of a wider Workforce Shift, which also covers skills shortages, pay stability, retention and workforce planning.

How Make UK can help

We support manufacturers to prepare for employment law change in a practical, proportionate way. Our support includes:

  • Reviews of contracts, policies, and handbooks
     
  • Advice on preparing for trade union access rights and employer duties
     
  • Employment relations support for complex or sensitive issues
     
  • HR and employment law training for managers and HR teams
     
  • Ongoing advice to help employers stay compliant as further measures take effect

You can also use our dedicated Employment Rights Act tools and guidance:

  • Knowledge Base: Clear guidance on what is changing and what it means for employers. Our experts break down key reforms including unfair dismissal, trade union rights, fire and rehire, family-friendly changes, sick pay, and zero-hours contracts. This includes 13 Spotlight Guides, each focused on a specific issue with practical insight. Visit the Employment Rights Knowledge Base now.  
     
  • Free Planner: A practical planning tool to help you prepare for the staged rollout of the Employment Rights Act, showing what needs action now and what can wait. Download your Employment Rights Planner now.
     
  • Audit and Impact Assessment: A supported review of how the changes affect your business, with expert input, clear priorities, and a personal dashboard to track progress across policies, contracts, and processes. Learn more about our Audit and Impact Assessment here.  

Policy change does not need to create disruption. With the right preparation, employers can stay compliant, confident, and focused on their people and their business.

If you would like support preparing for the Employment Rights Act and related reforms, get in touch. Email [email protected] or call 0808 168 5874.