HR Articles

As the UK hospitality industry suffers disruption by disgruntled workers it is a timely reminder that there is a large UK population of workers who are feeling exploited by the gig economy and lack of employment rights.

Before a strike can be lawful, unions have to hold a secret postal ballot of the union members who could take part. Earlier this year, the government offered civil servants a pay increase of 1%.

As we predicted, the Central Arbitration Committee (CAC) has rejected an application by a trade union for statutory recognition to negotiate directly with the University of London on behalf of a group of workers who work at the university but who are employed by Cordant Security, a facilities management company.

As we blogged in February this year, Boots’ existing agreement with its in-house union, the Boots Pharmacists’ Association (BPA) prevented an application by an independent trade union, the Pharmacists’ Defence Association Union (PDAU), for recognition for collective bargaining.

This week a trade union, IWGB, has applied for statutory recognition to represent a group of receptionists, security officers and porters who work at the University of London even though these workers are employed by Cordant Security, a facilities management company with the contract to provide services to the University.

Since March 2017, under the Trade Union Act, strikes require a turnout of at least 50% of all eligible voters. In the first large scale vote since the legislation came into force, postal workers represented by the Communications Workers Union (CWU) have voted to strike with a turnout of 73.7% easily passing this 50% threshold. Of those who voted an overwhelming 89% backed the strike.

Since 1 March 2017, one of the conditions for a strike ballot to be lawful is that voting papers must include the period in which the proposed industrial action is to take place.

Last week McDonald’s was hit by its first strike since first opening its doors in the UK in 1974. Workers took to the picket line amid concerns over low wages and the use of zero-hours contracts. Workers at two branches in Cambridge and Crayford began the 24-hour strike action last week before heading to a rally in Westminster.

A significant amount of UK employment law is derived from EU law so what’s going to happen after Brexit? Louise Merrell, senior solicitor at Clarkslegal takes a look at the laws which may be destined for the chopping board

In Hartley v King Edward VI College, the Claimants were teachers who participated in a full day of lawful strike action. Their employment contracts permitted pay to be deducted for any days on lawful strikes but did not specify the calculation to be applied.