UNISON NDC 2026 - Reflections (Day Three)

 

Day three started with some early HIIT training to wake me up, followed by an NEC pre-meeting and then breakfast with my Community colleague Denise.

Conference (NDC) began at 9:30am, and thankfully the rudeness and disrespect previously shown towards our lay elected volunteers on the Conference Standing Orders Committee was far more limited today.

Throughout the day, debates were generally more thoughtful and more respectful, even on potentially controversial issues such as Palestine. Many UNISON delegates from London made excellent contributions.

At lunchtime, I attended the fringe meeting on the Employment Rights Act — quite simply the most important victory for UNISON in my entire trade union membership of over 30 years. A huge well done to everyone who played their part in achieving this.

Of course, we want more. The law is still imbalanced in favour of employers. But, for once, can we please give ourselves a collective pat on the back? This is what the Labour Movement family — unions and the Labour Party working together — can deliver: meaningful, positive, and radical change for working-class people.

I remain firmly convinced that the Housing Association and Voluntary Sector should be the next to secure a Fair Pay Agreement. Denise and I will be fighting tooth and nail to make this happen.

In the afternoon, we moved on to rule change debates. Once again, I was pleased to see further respectful but sharp discussion on issues such as reviewing subscription rates and whether LGBT+ members should have NEC seats in the same way as other Self-Organised Groups.

In the evening, I had to write a speech for tomorrow and deal with various branch and other matters. As much as I enjoy conference, I am looking forward to it closing at 4pm tomorrow. However, we then move straight on to the very important NEC Presidential Team elections — watch this space.

Renters Rights Act is now law - the "biggest upgrade to renter's protection in more than a generation"

 

Great news that Labour has delivered for 11 million private renters in England. My dad, who has sadly passed away, would have been so proud. Back in the 1950s, he helped form a private renters’ tenants association in Buckley, North Wales, to stand against Tory attacks on their rights. He was already active in the trade union movement, worked as an electrician in what is now Airbus, later became a local Labour councillor, and remained a lifelong supporter of the Party.

Alongside the Employment Rights Act—another once-in-a-generation, 50-year boost to workers’ rights—Labour has delivered fair funding for councils to prevent bankruptcies, scrapped the two-child benefit cap, massively increased affordable housing, and brought the railways back into public ownership, showing real commitment to working-class people.

Of course, we want more, and there have been mistakes, but they’ve largely owned up to them and worked to fix issues like restoring fuel grants for low-income pensioners and recognising the state of Palestine.

If you want more of this—vote Labour.  

Update: 

Your TUC guide to new Employment Rights 2026

 

JG A fantastic victory for the Labour Movement. Our Labour Party political and trade union industrial wings working together to benefit all workers. More please more. 

The Employment Rights Act 2025 repeals major parts of the Trade Union Act 2016. These changes take effect from 18 February 2026.

Strong collective bargaining rights and unions are key to tackling problems of insecurity, inequality, discrimination, enforcement and low pay. The Trade Union Act 2016 undermines collective bargaining and it's welcome that large parts of it are being repealed.

Summary of changes

Trade union laws

The Employment Rights Act 2025 repeals major parts of the Trade Union Act 2016. Strong collective bargaining rights and unions are key to tackling problems of insecurity, inequality, discrimination, enforcement and low pay. The changes are as follows:

Simplified rules for taking industrial action

• The 40% support threshold for strikes in important public services (IPS) has been removed.
• Mandates for industrial action are increased to 12 months.
• Unions must give employers 10 days' notice of industrial action (previously 14).
• Unions no longer need to tell employers in advance how many workers in each role may strike.

Simpler ballot rules

• Ballot papers no longer need lengthy explanations of the dispute or action timetable.
• Members simply vote on the action they want to take: strike action or action short of a strike.

Changes affecting public sector unions

• Employers cannot charge unions admin fees for deducting subscriptions from pay.
• Public bodies no longer have to publish facility time data.
• The unused legal power to cap facility time has been removed.

Unfair picketing rules scrapped

• Unions no longer have to appoint a picket supervisor or follow the previous detailed supervisor requirements.

Stronger protection for workers

• Taking part in lawful industrial action is automatically protected from unfair dismissal, with no 12-week time limit.

Further details - before and after the law changes

The table below sets out the changes reps should be aware of - mostly repealing requirements and conditions introduced in the Trade Union Act 2016".

Check out further rights on TUC link below

Your guide to new Employment Rights 2026 | TUC

Hat tip picture Workers' Rights Poster: Impressionist Labor Union Art - Etsy UK