People Matter - August 2026

New trade union access rights

30th October sees trade union rights expanded again under the Employment Rights Act, this time with sweeping new access rights to workplaces. It only applies to businesses with 21 or more employees, but this includes total numbers spread across multiple sites which will bring more businesses within its scope.

The access includes both physical spaces and digital infrastructure.

The idea is that if you are approached by any trade union, whether you already recognise one or not, you need to negotiate access within the bounds of the new law. If agreement cannot be reached, a Central Arbitration Committee (CAC) has been established which will decide and dictate what happens. Non-compliance can lead to significant penalties of tens, or even hundreds, of thousands of pounds.

The purpose of this access is to meet, support, represent, recruit or organise workers (they don’t have to be existing trade union members). The access can also be used to facilitate collective bargaining but cannot be used to organise industrial action.

A code of practice is being developed. It will not be legally binding but the CAC, tribunals and courts can consider it in determining judgements. There will be a process to follow with strict time limits.

The digital access is comprehensive with a duty on you to cascade messages via an intranet site, send out dedicated communications via your email system or host meetings on your IT platform – and all while not recording or monitoring what is going on.

We don’t know how many businesses will be affected by this yet, but it will be helpful to keep it on your radar if you are near or exceed the 21 employee threshold. Make sure managers are aware of the new rules, understand that there is a process to follow and that non-compliance can lead to serious financial penalties.

If you are concerned, please get in touch with us and we will help you get set up.

More bang for your bike!

The first Friday of every August is National Cycle to Work Day in the UK. This year it was marked on 6th August.

So it is a good time to trumpet the Cycle to Work scheme. Is there a better employee benefit that it’s possible to offer?

You save employer national insurance for yourself – which as we well know has risen even higher under the Labour Government. While you loan staff the cost of the bike, this is fully repaid through salary sacrifice.

You also get healthier staff (cycling is excellent for physical and mental health) who show up each morning with the glow of having just completed a workout. And it is a handy perk for recruitment and retention purposes as well as bolstering your environmental credentials.

It works by signing up to an official scheme (easy to do, and we can help) and then funding the desired bike and accessories on their behalf, with them repaying you via salary sacrifice.

This means that employees save up to 42% on the cost of a shiny new bike through tax benefits – they’ll love you forever!

Fighting fit notes?

Frustrated at the rate of sickness absence (18 days a year on average), the German Government is fighting back. They are changing the rules on (what we would call) fit notes, requiring that employees provide doctor’s certification of sickness on the first day of absence. Hitherto it has been from day three of absence.

Chancellor Merz has said that Germany can no longer tolerate the competitive disadvantage that so much long-term sickness absence brings. And with so much sickness absence in Britain – driven in a large part by a mental health crisis – it begs the question: “Could a mirrored approach work here?”

If you are up to speed, you’ll know that government limits mean a fit note here is only required after seven days of absence (including weekends). So it would be a big shift. But with statutory sick pay now payable from day one of absence, maybe this would be a useful check and balance. What do you think?

First day at school

First day nerves at school are normally reserved for kids; but they come with pressures for the parents too – some of whom may be working for you.

From ensuring all the right uniform is purchased, getting the children back in a term-time routine and being present to provide reassurance, there is a lot going on. If their children are new to school, i.e. reception age, the start of term may be staggered too, with pupils only going in for mornings or afternoons, say, in the first week or two.

They signed up to it of course and it’s their responsibility to balance work and life. But there might be things you can do to make it easier – especially if you are aware.

Some flexitime may help, or even just a bit of extra understanding if they appear distracted at this big-little moment in annual family life.

Swimming to work

How’s your commute? Has it been a bit hot and stuffy over these summer months? If it’s bothering you, you could move to Basel where some people swim to work for their commute on the Rhone.

It is a bit chilly in the mornings, apparently, before the summer sun has warmed the water for the way home in the evening. You’ll need to buy a special waterproof floating bag called a Wickelfisch. But it beats traffic jams and public transport.

If commutes are bringing you or your team stress before the day has even started, this brings a whole new meaning to going with the flow!