Employee relations

Working with trade unions

Your legal obligations when dealing with trade unions, including recognition, collective bargaining, time off rights, and industrial action.

UK-wide
Guide summary

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
On this page
UK-wide

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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.

Trade union recognition for employers (opens in a new tab)