Trade Unions: what the Employment Rights Act means for hospitality

The Employment Rights Act 2025 is changing the relationship between employers and trade unions, and hospitality businesses are squarely in the frame. As unions gain new rights to access workplaces, recognition becomes easier to secure, and union and equality reps gain new protections and paid time off. These changes can easily affect your business even if you have not had any previous involvement with a trade union.

What happens when a union asks to come on site? How close is your business to a recognition claim?

Join Lauren Harkin, Partner at RWK Goodman LLP, for a practical briefing on what’s changing for hospitality businesses, when, and what to do now.

What we’ll cover

• Right of access: when unions can request access to your sites, what they can do there, and how to respond
• Statutory recognition: the simplified route to recognition, what has already changed and what’s next
• Reps and facility time: new rights for union and equality representatives, and the burden on employers
• Telling staff about union membership: the new duty to inform workers of their right to join a union
• Action plan: practical steps for multi-site operators, franchisees and independent venues

Who should attend

Owners, operations directors, HR and people teams, and general managers in hotels, restaurants, pubs, bars, contract catering and leisure.