Guide
Working with trade unions
Your legal obligations when dealing with trade unions, including recognition, collective bargaining, time off rights, and industrial action.
You must recognise a trade union if they meet legal conditions. Bargain in good faith on pay and conditions. Allow time off for union duties. Do not dismiss workers for union membership.
- Recognise a union if 21+ workers and 10% membership
- Bargain on pay, hours, holidays and other conditions
- Allow paid time off for union duties
- Protect workers from dismissal for union membership
- roots pay £8,763 minimum for unfair dismissal
- Industrial action needs majority vote
- Do not dismiss strikers in first 12 weeks
- Give 7 days notice before industrial action
- Cannot replace strikers with agency workers
- Keep records of union agreements and meetings
Trade unions represent workers in collective bargaining with employers. Understanding your legal obligations helps you manage union relationships effectively and avoid costly tribunal claims.
Trade union recognition
Recognition means formally acknowledging a union's right to negotiate on behalf of workers. Recognition can be voluntary (agreed between employer and union) or statutory (imposed via the Central Arbitration Committee).
The statutory recognition process
If a union requests statutory recognition, there is a formal process with strict timescales.
Collective bargaining
Once a union is recognised, you must bargain in good faith on agreed topics.
Time off for union representatives
You must allow reasonable time off for union duties and activities.
Protecting union members
Employees have legal protection for union membership and activities.
Compensation for breaches
Failing to respect trade union rights can result in significant compensation awards.
Industrial action
If facing industrial action, you have specific obligations and rights.