By law, an employer must allow trade union representatives reasonable paid time off for relevant training. This legal right applies to representatives in certain roles.
Employers should allow all representatives some training, even if they do not have the legal right. This allows representatives to:
- carry out their role confidently and efficiently
- build effective workplace relationships
- represent their union members properly
Use this advice alongside the Acas Code of Practice on time off for trade union duties and activities.
Important: This is a preview of new advice. On 30 October 2026, it will replace the Acas booklet 'Trade union representation in the workplace'.
How much training is needed
The law does not say how much time off a representative should be allowed for training. It just says it should be 'reasonable'.
The amount of time can vary between representatives. It depends on:
- the role and responsibilities of the representative
- the collective bargaining arrangements in their organisation
- the structure of the trade union
- the arrangements agreed for handling proposed collective redundancies or TUPE transfers
Both new and experienced representatives have the right to time off for training. Training must be relevant to certain representative duties.
The legal right applies during someone's usual working hours. This is unless training is not available during those hours.
For example, Sam works night shifts. They do online training during their usual shift but can only do in-person training during the day. Their employer allows them to do the daytime training and pays them for this time.
Types of training
Many trade unions and the TUC provide training programmes for representatives. This can cover:
- training for new representatives
- training at a higher level for more established representatives
- general training in representational skills
- training for specialist roles – for example learning, equality and environmental representatives
The right to paid time off applies to online and in-person training.
Those in the 'union representative' role must do training approved by their trade union or the TUC. Training for other roles could be approved but does not have to be.
Training for new representatives
A new representative should have training in basic representational skills. Their employer should let them do this as soon as possible after their election or appointment.
Training on specific topics
New and experienced representatives may need training to develop specific topics or skills. For example:
- skills in representation, negotiation, consultation, resolving disputes, accompanying workers at disciplinary and grievance hearings
- carrying out special responsibilities – this is particularly important for collective redundancy and TUPE transfers
- training on specific things related to the needs of workers they represent
- employment law changes
- training for specific roles – for example union learning, equality or health and safety representatives
It might be appropriate for some representatives to train to become a qualified mediator. For example, if they're regularly involved in individual disciplinary and grievance cases. Find out more about mediation at work.
Training for union learning and equality representatives
Important: This is a preview of new advice. From 30 October 2026, union equality representatives will have the right to time off for training. The law has not changed yet.
There are specific training requirements for:
- union learning representatives
- union equality representatives
By law, these representatives are only entitled to paid time off for duties if one of the following applies:
- they've been trained
- they can show they'll do appropriate training within 6 months of being appointed – they can carry out their duties during this time
- they can show they have enough previous expertise and experience for the role
Examples of previous experience include:
- extensive on-the-job training
- shadowing an experienced union learning or union equality representative
- taking part in relevant union activities or learning
- for union learning representatives – teaching, training counselling, providing employment advice, HR development
- for union equality representatives – taking part in staff equality networks and equality initiatives
By law, a trade union must tell an employer in writing when a representative:
- is doing relevant training
- has completed their training
- is now competent to do the role
The union should also give details of the training provided and any previous relevant experience.
The 6-month period can be extended in some circumstances. For example, sickness, pregnancy, bereavement or unavoidable delays in arranging training.
The Acas Code of Practice includes more about training for these roles.
Agreeing time off for training
By law, an employer must allow a representative reasonable time off for training related to certain duties. The employer, trade union and representative should work together to agree what's reasonable.
Representatives should give their employer:
- as much notice as possible of training dates
- details of the training, including the course content and how long it lasts
It's good practice to have a formal agreement with clear guidelines on how training requests are handled. This can help to avoid confusion and minimise problems.
Find out about creating an agreement on time off for representatives
Training for managers
Managers need to understand the roles, responsibilities and rights of representatives in their team.
It's a good idea to include this in management training programmes.
Joint training with managers and representatives can also be helpful. This can help to:
- build trust
- improve everyone's understanding of the legal rights
- make sure time off arrangements work as smoothly as possible
Payment for time spent training
An employer must pay representatives for reasonable time off to do relevant training.
This must be either:
- the representative's usual pay
- an amount calculated using the representative's average hourly earnings – this applies where someone's pay varies with the work done
An employer should include different types of payments that a representative receives. For example, shift premiums, performance-related pay, bonuses and commission.
Dealing with problems
If a representative is not allowed reasonable time off for training, they can raise it with their employer.
If this does not resolve the problem, there are other options. For example, they could make a claim to an employment tribunal.
Find out more about dealing with problems
Get more advice and support
If you're a representative:
- ask your trade union about training they provide
- find training from the TUC
Acas and the CIPD have designed training for employers on how to work effectively with trade unions.