Theodore ManningLondon Underground drivers face up to six more strike dates between April and June 2026, as the RMT union's dispute with Transport for London over a compressed four-day working week enters a new phase — and legal experts say the dispute raises broader questions about what every UK worker should know about imposed schedule changes.
The March 2026 strikes were suspended after last-ditch negotiations, but RMT confirmed on 22 March that the underlying dispute "remains live," with walkouts scheduled on 21–22 April, 23–24 April, 19–20 May, 21–22 May, 16 June, and 18 June.
The Four-Day Week That Workers Didn't Vote For
At the heart of the dispute is a plan by London Underground management to compress drivers' existing 35-hour contractual week into four longer shifts, rather than the current five. The idea sounds progressive on the surface — four-day weeks have gained positive press — but RMT argues this version is nothing of the sort.
"London Underground are trying to impose a compressed four-day week on our members," RMT general secretary Eddie Dempsey stated in a press release on 17 March 2026. "This is not a genuine four-day week. It is longer shifts crammed into fewer days, with serious implications for driver fatigue and passenger safety."
The union held an internal e-referendum among train operators, which returned a majority vote against the plan. Management proceeded regardless. That unilateral action triggered the formal dispute and the strike ballot.
As of 22 March, management has signalled willingness to "seriously engage," and further talks are ongoing. But no dates have been cancelled beyond the March action.
What This Means for Commuters — and Their Employers
For the approximately 1.2 million daily Tube passengers, the upcoming April dates will cause significant disruption. Many central London lines are expected to run a reduced or no service during strike windows, which typically run 24 hours from noon to noon.
Workers who cannot reach their office on strike days may face pressure from employers to attend anyway, or may find themselves unable to claim pay for days they miss. This is where the law becomes important.
Under UK employment law, employees are generally not entitled to pay if they cannot attend work due to external disruption — unless their contract specifies otherwise. However, employers cannot discipline or dismiss staff for an absence caused by a third-party industrial action that the employee has no control over, particularly if the employee took reasonable steps (such as seeking alternative transport) to attend.
An employment lawyer can assess whether your specific contract protects you, whether alternative-work-from-home clauses apply, and what grounds you might have if your employer takes punitive action following a strike disruption.
The Broader Question: When Can an Employer Change Your Hours?
The RMT dispute also raises a question that applies far beyond the Tube: can an employer unilaterally change your working schedule?
In UK law, working hours are typically a term of your employment contract. An employer who wishes to change those hours must either:
- Negotiate and obtain your agreement — changes to core contractual terms require consent, either individually or through a collective agreement with a union
- Use a "flexibility clause" — if your contract includes a clause permitting schedule changes, those changes must still be exercised reasonably and in good faith
- Terminate and re-engage — in extreme cases, employers may issue notice of contract termination and offer a new contract with different terms, a controversial tactic known as "fire and rehire" which the Employment Rights Act 2026 has moved to restrict
What London Underground is attempting — according to RMT — falls closer to option 3 in practice: imposing terms without union agreement. This is precisely the scenario that employment law exists to govern.
If your employer has recently changed your shift pattern, rota, or contracted hours without your agreement, consulting an employment lawyer can clarify whether that change was lawful and what remedies are available to you.
Your Rights During Industrial Action
If you work in transport or another sector facing strikes, it is worth understanding the legal framework that applies to all parties:
As an employee taking industrial action: Workers who take official strike action — where the union has complied with notice requirements — are protected from dismissal for the first 12 weeks of the action. After 12 weeks, employers gain more discretion. Unofficial strike action carries fewer protections.
As an employee affected by others' strike action: You generally cannot claim statutory redundancy or constructive dismissal based on a co-worker's strike affecting your ability to do your job. But if your employer makes your position untenable as a result, legal advice is warranted.
As an employer: Suspending or docking pay for strike days must be handled carefully. Blanket deductions can constitute an unlawful deduction from wages if applied to employees who were genuinely available to work but could not travel.
The Four-Day Week: Genuine Reform or Management Rebranding?
The RMT dispute highlights a wider tension in how the "four-day week" is discussed in public policy. A growing body of UK research — including a 2024 pilot involving 61 companies — found that workers in genuine four-day week arrangements reported lower stress levels, fewer sick days, and maintained or improved productivity.
But there is a critical distinction between a reduced-hours four-day week (working fewer hours for the same pay) and a compressed four-day week (working the same hours across fewer days). The former typically benefits workers; the latter may simply shift fatigue to fewer, longer days.
The Tube dispute is a case study in why this distinction matters legally and contractually. If an employer introduces a "four-day week" that actually increases daily working hours, the change may trigger health and safety obligations under the Working Time Regulations 1998, which limit average weekly working time to 48 hours.
A consultation with an employment lawyer can help you identify whether any proposed schedule change at your workplace crosses a legal line — before you are required to sign a new contract.
What to Do If Your Rights Are Affected
Whether you are a Tube driver, an office worker whose commute is disrupted, or an employee facing unilateral contract changes at work, the key steps are the same:
- Document everything: Keep records of all written communications about schedule or contract changes
- Check your contract: Look for flexibility clauses, working time provisions, and any collective agreement that covers your role
- Speak to your union: If you are a union member, raise the matter formally — union representation strengthens your position in any dispute
- Consult an employment lawyer: For individual disputes, especially involving potential unlawful deduction of wages or constructive dismissal risks, professional legal advice is essential
The April Tube strikes are a reminder that working conditions are not fixed. They are negotiated — and when that negotiation breaks down, the law provides both a framework and a remedy.
YMYL disclaimer: This article provides general information about UK employment law and is not a substitute for personalised legal advice. If your employment situation is affected by the RMT dispute or any contract change, consult a qualified employment lawyer.
Sources: RMT – Strike announcement, 17 March 2026; Time Out London – Full strike dates, March 2026
