Strike action reforms are coming – here’s what HR should really focus on
Summary
The Employment Rights Bill will make it easier to organise industrial action by reducing notice periods and allowing a simple majority of those voting (rather than a 50% turnout threshold) to call a strike. The CIPD found 54% of employers expect more industrial action in the next year, with greater concern among non-unionised employers.
Paul O’Donnell argues that HR should focus less on process changes and more on building trust, open conversation and early conflict resolution. Strong union relationships and regular dialogue reduce disruption, while mediation and early intervention help prevent disputes escalating to tribunals.
Key Points
- The Employment Rights Bill eases rules for organising strikes (shorter notice, majority threshold for strike ballots).
- CIPD research: 54% of employers expect an increase in industrial action; non-unionised employers are more anxious.
- Good relations and open channels with unions reduce concerns about procedural changes.
- Trust and a “clear-air” culture matter more than procedural defences — employees who feel heard are less likely to escalate issues.
- Trust is changing: it is more dispersed, peer-driven and sideways — HR should work with that shift, not against it.
- Investment in soft skills, regular conversations, mediation and early neutral assessment are practical steps to prevent disputes.
Context and relevance
The article is timely for HR leaders preparing for legislative change in the UK workplace. The legal changes are procedural, but their impact depends on workplace culture: organisations with weak dialogue or absent union relationships face higher disruption risk. This connects to wider trends in hybrid working, declining managerial trust metrics and a move towards decentralised sources of trust and accountability.
For HR teams, the practical takeaway is to prioritise conversational integrity, mediation access and development of listening/empathy skills — actions that reduce the likelihood of strikes becoming necessary and lower tribunal risk if disputes arise.
Why should I read this?
Short and blunt: the law is changing, yes — but panicking about ballot rules misses the point. If you run people, read this so you stop prepping legal paperwork and start fixing the everyday stuff that actually prevents strikes: trust, conversations and early mediation. It’s a faster, lower-cost way to keep the business moving and avoid ugly public disputes.
Author style: Punchy — this piece stresses practical, culture-first moves HR can take now. If you care about keeping operations steady and avoiding headline-grabbing disputes, the suggestions here matter.
Source
Source: https://hrzone.com/strike-action-reforms-are-coming-heres-what-hr-should-really-focus-on/
