The UK Government is seeking your views and input on a range of matters that will affect the rules your employer has to follow. Don’t miss your chance to say what you think.
The Government is seeking your views on 4 topics at present, with more to follow.
Leave for bereavement (including pregnancy loss)
Respond by: 15 January 2026
The Employment Rights Bill introduced a new day-one right to unpaid bereavement leave for employees who experience the loss of a loved one, including pregnancy loss before 24 weeks.
The Government is seeking views to ensure the new entitlement is shaped with the needs of employees and employers at the forefront.
The consultation seeks views on:
eligibility criteria
- types of pregnancy loss in scope
- when and how bereavement leave can be taken
- notice and evidence requirements
Responses online at:
https://ditresearch.eu.qualtrics.com/jfe/form/SV_7QfhVr8zdTihX0y
Enhanced dismissal protections for pregnant women and new mothers
Respond by: 15th January 2026.
The government is introducing legislation which will make it unlawful to dismiss pregnant women, mothers on maternity leave, and mothers who return to work for at least a 6-month period after they return – except in specific circumstances.
The consultation is seeking views on enhancing dismissal protections for pregnant women and new mothers, including:
- the specific circumstances in which the dismissal of pregnant women and new mothers should still be allowed
- when the protections should start and end
- whether other new parents should be covered by the protections
The consultation also seeks views on:
- making sure pregnant women and new mothers are aware of the policy
- how to best support businesses through the change
- how to mitigate against any unintended consequences
- other changes that could be made to tackle pregnancy and maternity discrimination
Responses online at:
https://ditresearch.eu.qualtrics.com/jfe/form/SV_3eLMZj8Yogjm1Bc
Right of trade unions to access workplaces.
Respond by: 18 December 2025
The Employment Rights Bill will introduce a new framework for trade unions to access workplaces physically, and to communicate with workers in person or digitally.
This includes details on:
- how unions will request access
- how employers respond
- factors the Central Arbitration Committee (CAC) will take into account when determining whether access should be granted and on what terms
- how the CAC is to come to decisions on the values of fines issued for breaches of access agreements
Responses online at:
https://ditresearch.eu.qualtrics.com/jfe/form/SV_0GkGNSHjZhf0ajQ
Or by email
Duty to inform workers of their right to join a union.
Respond by: 18 December 2025.
The government recognises that a lack of awareness of the right to join a trade union may be contributing to reduced worker engagement in collective bargaining.
Currently, employers are not required to tell workers that they have a right to join a trade union, either when they start a job or afterwards. Employees and other workers are legally protected if they choose to join a union, but there is no requirement for employers to actively inform their workers of this.
The new duty will help address this gap by ensuring workers are better informed of this right and empower them to participate in collective bargaining should they choose to do so.
This consultation seeks your views on how this duty can be implemented effectively while minimising burden on employers. It covers the following areas:
- The form the statement should take.
- The content of the statement.
- The manner in which the statement must be delivered (direct or indirect).
- The frequency with which the statement must be reissued after the beginning of employment.
Responses online at:
https://ditresearch.eu.qualtrics.com/jfe/form/SV_6PD5vWZHxXpsrxc
Or by email