Collective determination: How to future-proof your strategy for a changing employee voice 

How can organisations proactively manage collective voice in light of the Employment Rights Bill, rising employee expectations, and increasing union activity? What options do employers have, and what does a modern, strategic approach look like? What is the role of HR?

The nature of employee voice is changing — and changing fast. While not yet enacted, the proposed Employment Rights Bill, signals the most significant shift in trade union legislation for decades. Its aim is to move away from adversarial industrial relations toward a more collaborative, good-faith model of collective engagement. 

This comes at a time when employees are already demanding more. From fair pay and inclusion to transparency and purpose, the call for meaningful voice in the workplace is growing louder. And it’s not just about compliance. The organisations that take employee voice seriously now, on their own terms, are far more likely to earn trust, reduce disruption and align with the values of a changing workforce. 

In short, if you don’t define how voice works in your business, someone else will. 

Find out how you can shape a proactive, values-led strategy that balances risk, responsibility, and results: