• Repeal of the Strikes (Minimum Service Levels) Act 2023.

• Repeal of the majority of the Trade Union Act 2016.
• Removal of the 10-year ballot requirement for trade union political funds.
• Simplification of industrial action notices and industrial action ballot notices.
• Introduction of dismissal protections for taking industrial action.

• Repeal of the levy that trade unions and employer associations pay to the Certification Officer.
• Doubling the maximum collective redundancy protective award - from maximum 90 days' pay to maximum 180 days' pay.
• Removal of service requirement for paternity leave and parental leave.
• Whistleblowing protections for protected disclosures regarding sexual harassment.
• Removal of Lower Earnings Limit and waiting period requirements for Statutory Sick Pay.
• Simplification of trade union recognition process.
• Menopause guidance.
• Voluntary action plans on gender pay gap and menopause.
• Establishment of Fair Work Agency body.

• Electronic and workplace balloting reforms

• Requirement to inform workers of their right to join a trade union.
• Requirement for employers to take "all reasonable steps" to prevent sexual 
  harassment of their employees.
• Obligation for employers to not permit the harassment of their employees by 
  third parties.
• Extension of employment tribunal time limits from three months to six months
  (no earlier than October).
• Tightening of tip laws.
• Strengthening of trade unions right of access and recognition process.
• Introduction of new rights and protections for trade union representatives.
• Extension of the protections against detriments for taking industrial action.
• Introduction of regulations to establish the Fair Pay Agreement Adult Social Care 
  Negotiating Body.
• Procurement - two tier code.

Commencement of Mandatory Seafarers’ Charter

• Introduction of six month qualifying period for unfair dismissal protection with retrospective effect meaning any employee with six months’ service at this date will qualify.
• Removal of compensation caps for successful unfair dismissal claims.

• Requirement for employers to explain why it was reasonable to refuse a flexible working request.
• Introduction of regulations to specify steps that are to be deemed as ‘reasonable’ to determine whether an employer has taken all reasonable steps to prevent sexual harassment.
• Requirement to offer zero-hour. low hour and agency workers a guaranteed hours contract reflecting their usual working hours and notice or compensation for changes to shifts.
• Introduction of unpaid bereavement leave, which will also cover miscarriages before the 24th week of pregnancy.
• Introduction of new collective consultation thresholds in collective redundancy situations.
• Extension of the rights and protections for pregnant workers.
• Introduction of an industrial relations framework and blacklisting provisions.
• Tighter regulation of umbrella companies.
• Mandatory gender pay gap and menopause action plans.