HR Articles

With the general election fast approaching, we have set out the key employment law points from the Conservative, Labour and Liberal Democrat manifestos.

Under section 145B of TULRCA, it is an offence for an employer to offer employees an ‘inducement’ which, if accepted, would result in them giving up any or all of their collective bargaining rights.

The Court of Appeal has recently held that a collective agreement already in place with a non-independent trade union (a “sweetheart deal”) prevented an application by an independent trade union for compulsory recognition (Pharmacists’ Defence Association Union (PDAU) v Boots Management Services Ltd (Boots) and Secretary of State for Business Innovation and Skills).

Trade unions can be recognised in the workplace either voluntarily (which is most common) or following a statutory application by a trade union.

As reported back in May, the Trade Union Act 2016 introduces new requirements relating to balloting for industrial action.

The start point from what our new Prime Minister Theresa May has been saying is no apparent reason to expect reduced rights for workers, indeed current expectations are possibly for added worker protection.

Companies need to ensure that their employees are happy and motivated. Simple strategies such as providing opportunities for career progression, ensuring employees are given fair salaries and reward based incentives are a big leap toward a happier workforce.

Do you work in a collaborative culture? Collaboration sounds good, but probably more talked about than applied. Many businesses would say they are collaborative. Are they really?

Unionised UK businesses will wonder what the future holds for UK unions if, as expected, the UK exits the EU and its relatively socialist model of employment relations.

Focus in many successful companies is concentration on winning business, operational excellence and adding profit. All good, but do human relationships usually get sidelined?