Good Employment is your right and so is asking for Employee Ownership  

The employee “Right to Request” Employee Ownership – what it means and how to use it 

By Baroness Sharon Bowles 

One of the biggest barriers highlighted in the Nuttall Review of employee ownership was simple: most employees don’t realise they are even allowed to ask about employee ownership. 

That’s exactly why the idea of a Right to Request Employee Ownership was recommended: a clear, safe way for employees to start a conversation with their employer about shared ownership, succession planning, and the long-term future of the business. 

With this week (w/c 24-30 November) being the Greater Manchester Good Employment Week 2025 – which focuses on fair work, employee voice and opportunity – it is the perfect time to highlight what the Right to Request actually means for employees. 

You care about your job. You believe in the company. You start to wonder what will happen when the owner eventually steps back. 

So, you ask a simple question: 

“Have you ever thought about what the future of the business looks like and whether employee ownership could ever be an option?” 

That’s it. You’ve just exercised your Right to Request. You are not demanding anything. You are opening a door. 

What are you actually requesting? 

You are simply requesting that the business: 

• Considers employee ownership as an option 

• Explores whether it could work 

• Thinks about succession, continuity and legacy 

• Responds with their thoughts 

It is a request for consideration, not a demand for action. If you’d like to understand how ready the business might be for employee ownership, you can take Valloop’s quick readiness test here. 
 

What are you allowed to do? 

As an employee, you are fully within your rights to: 

• Ask the owner if they would consider selling the business to the employees 

• Start a conversation about succession, continuity or retirement planning 

• Speak with someone to help you understand the process and approach it respectfully 

This is a professional, forward-thinking action – not a risk or a complaint. 

What you can’t force 

Just as importantly, this is what you cannot do: 

• You cannot force the owner to sell 

• You cannot demand access to confidential financial documents 

• You cannot insist on a valuation 

• You cannot begin due diligence without permission 

This is about starting a conversation, not taking control. 

How should the company respond? 

Once a request has been made, best practice is for the employer to: 

• Acknowledge that the request has been received 

• Take time to understand what employee ownership actually involves 

• Consider whether it could fit the business model, timing and values 

• Seek advice if needed 

• Provide a clear response to the employee, even if the answer is “not now” 

A good response is not about saying yes or no. It’s about respect, discussion and clarity. 

What should you expect as an employee once you’ve made the request? 

You should reasonably expect: 

• To be taken seriously and treated professionally 

• A response from HR, leadership or ownership on what they plan to do 

• A conversation and potentially follow-up questions 

• Honest feedback, even if the business isn’t ready yet and why 

You should not expect: 

• An automatic decision 

• An immediate transition 

• Confidential information to be shared 

• Any negative treatment for raising the question 

The conversation itself is a positive step. 

How business owners often see these requests 

Many employees are surprised to learn that business owners often see this as: 

• Respectful 

• Forward-thinking 

• A sign of loyalty 

• A sign you care about the business 

• A potential solution to a problem they’ve been avoiding 

Owners frequently worry about: 

• What happens when I step away? 

• Who will look after the staff? 

• Will the business survive? 

An employee-led conversation about ownership can feel less like a threat — and more like a relief. 

How to ask the question simply 

You don’t need a legal template. You don’t need jargon. 

One honest sentence is enough: 

“I care about this business and its future, I read about my Right to Request employee ownership, and I wondered if this could ever be something worth exploring?” 

That small question can open the door to a very big future. 

Why this matters now 

Across Greater Manchester, the UK, Europe and even the US – thousands of businesses are transitioning to employee ownership. 

Good employment is your right and sometimes… all it takes to start that journey is a question.