TULRCA 1992
Trade Union and Labour Relations (Consolidation) Act 1992
What this means for your business
- Enforced by
- MMO
- Applies to
- United Kingdom
- On this page
- 70 compliance obligations, 5 practical guides
What you must do
70 compliance obligations under this legislation — 4 can result in imprisonment.
Appointments 9
Appoint and notify independent scrutineer for union elections
Before you hold a trade‑union election you must appoint a qualified independent scrutineer, tell all members who it is, and give the scrutineer a copy of the members’ register. You must let the scrutineer run the production, distribution and return of voting papers, keep the papers for a year after the result, and ensure nobody interferes with his work.
Appoint and remove an assurer according to union rules
If your organisation is a trade union that falls under section 24ZB, you must have a rule in your constitution that sets out how an assurer is appointed and can be removed. The assurer can only be removed by a resolution at a general meeting, and must be re‑appointed for each reporting period unless a specific exception applies.
Appoint an independent scrutineer for union ballot
Before you hold any ballot, your trade union must select a qualified independent scrutineer, tell every member who it is, give the scrutineer a copy of the membership register and let them keep the ballot papers for a year (or until any complaint is dealt with). You also have to make sure the scrutineer is truly independent and that no one interferes with their work.
Appoint an independent scrutineer for union ballots
If your organisation runs a trade‑union ballot, you must appoint a qualified independent scrutineer before the vote takes place. You must tell all members who the scrutineer is, give the scrutineer a copy of the members’ register, let members inspect it on request, keep the returned ballot papers for a year, and cooperate fully with the scrutineer’s duties and reports.
Appoint a qualified scrutineer for ballot and cooperate with them
If your trade union is planning a ballot on industrial action, you must appoint an independent, qualified scrutineer before the vote. You must let the scrutineer carry out their duties without interference and fulfil any reasonable requests they make, with the scrutineer reporting back within four weeks of the ballot.
Appoint auditors for each accounting period
If your organisation is a trade union, you must appoint an auditor (or auditors) to check the accounts that appear in each annual return you file with the Certification Officer. This ensures the financial information you provide is independently verified.
Appoint independent people to handle union ballots
If your employees have a trade union and a ballot is held, you must make sure the ballot is handled by people who are truly independent of the union. This includes storing, distributing and counting the papers and keeping the process fair, with the independent person returning the papers to the scrutineer promptly.
Appoint independent persons to handle ballot papers and count votes
If your organisation is a trade union, you must make sure that any ballot papers are stored, sent out and counted by independent people you appoint. The appointment terms must protect their independence, keep the ballot confidential and, if the counter isn’t the scrutineer, the papers must be returned to the scrutineer promptly.
Appoint independent persons to handle vote storage, distribution and counting
If your organisation is a trade union, you must make sure that the voting papers for any union election are stored, handed out and counted by independent people you appoint. The appointment must guarantee their independence and confidentiality, and the counted papers must be returned to the scrutineer promptly. You also have to cooperate with any reasonable requests they make while carrying out these duties.
Inspections 1
Provide members with access to union accounting records
If a trade‑union member asks to see the union’s accounts for any period when they were a member, the union must let them inspect the records and obtain copies. The union has to arrange this inspection within 28 days of the request and can only charge reasonable administrative costs that are disclosed in advance.
Management duties 22
Allow auditors access to union records and meetings
If your organisation is a trade union, you must let its auditor see all accounting records, request any information they need, and let them attend and speak at member meetings. This ensures the auditor can carry out a proper audit.
Avoid selecting employees for redundancy because of union activity
If you need to make staff redundant, you must not pick someone because they are a union member or have taken part in union activities. The selection must be based on fair, objective criteria that apply equally to all employees in similar roles. Failing to do this can lead to an unfair dismissal claim.
Check exemptions before disclosing information under section 181
When a trade union or employee asks you to provide information required by section 181, you must first check whether any of the listed exemptions apply – for example national security, legal prohibitions, confidential information, personal data, damage to your business, or material needed for legal proceedings. Only disclose the information if none of those exemptions apply.
Comply with tribunal reinstatement or contract‑continuation orders
If an employment tribunal orders you to reinstate or re‑engage an employee, or to continue their contract, you must act on that order. Failure to do so can lead the tribunal to order you to keep the employee on the payroll and to pay compensation for the breach.
Conduct union ballot fairly and without cost to voters
When your trade union runs a ballot, you must make sure every eligible member can vote freely, at no personal cost, and receives a postal ballot if they ask for one. The vote must be secret, accurately counted and, for merchant seamen, the ballot can be provided on the ship where practical.
Conduct union ballot voting according to statutory requirements
If your trade union runs a ballot, you must use numbered voting papers that show the independent scrutineer’s name, return address and deadline. Members must be able to vote without interference, at no cost, by post if they wish, and the vote must be secret and counted accurately.
Consult employee representatives before making redundancies and keep proof
If you plan to dismiss staff on redundancy grounds, you must follow the statutory consultation duties set out in sections 188 and 188A. Keep clear records of the consultation process and be ready to show that the employee representatives you dealt with had the authority to act. Failure to do so can lead to an employment‑tribunal complaint and a protective award (up to 90 days’ pay) being ordered against your business.
Disclose required information to trade unions and obey CAC/ACAS orders
If a trade union asks for information you must give it under the law, and you must respond to any formal complaint. Should a complaint be made, a committee can order you to provide the information within a set period (at least one week), and you must comply with that order.
Do not discriminate against suppliers on union membership
When you choose or keep a supplier you must not refuse them, exclude them from tender lists, or end a contract simply because they (or the people they use) are members of a trade union or are not. All procurement decisions must be based on legitimate business reasons, not on union status.
Do not dismiss employees for union‑related reasons
If you decide to fire someone, you must make sure the reason is not because they are, want to be, or have taken part in activities of an independent trade union, or because they refuse to join a union. Any dismissal that is based on those reasons will automatically be treated as unfair and can be challenged in an employment tribunal.
Do not make offers that undermine collective bargaining
If you have workers who belong to a recognised (or seeking recognition) independent trade union, you must not give them individual offers whose main purpose is to get the terms of their employment out of the collective agreement. Any such offer could be challenged in an employment tribunal, so you need to ensure offers are not used to break or sideline the union’s bargaining.
Do not refuse suppliers because they don’t recognise trade unions
You must not turn down a supplier, exclude them from a tender list, or end a contract simply because they do not recognise a trade union or do not negotiate with one. This applies to any procurement or supplier‑selection decision you make, so you need to ensure your buying policies are not based on a supplier’s union status.
Ensure employees can vote freely and without cost in trade union elections
Fine up to £75,000If your staff are taking part in a trade‑union election, you must make sure they can vote without any interference from the union, its officials or other employees, and you must not put any direct cost on them. The employer has to allow secret, un‑pressured voting and make the process as convenient as possible.
Keep union members' details confidential
If you are appointed by a trade union to hold its register of members' names and addresses, you must not share that information unless the member gives consent or the law requires it. You also need to put reasonable security measures in place so that nobody else can disclose those details without permission.
Obtain written consent before deducting union fees from wages
You must not take any money from an employee’s pay for a trade‑union subscription unless that employee has given you a written authorisation and has not later withdrawn it. If an employee sends you a written notice to cancel the authorisation, you must stop the deduction as soon as it is reasonably practicable. Keep the authorisations and any withdrawal notices on file as proof.
Organise fair elections of employee representatives
When you have to consult employee representatives under the Trade Union and Labour Relations Act, you must set up a fair election. You need to decide how many reps are needed, who they represent, how long they will serve, allow any eligible employee to stand and vote, run a secret ballot and count votes accurately. If a rep later leaves, you must hold a by‑election using the same basic rules.
Permit recognised union officials time off for duties and training
If you have an employee who is an official of a trade union you recognise, you must allow them reasonable time off during their normal working hours to carry out union negotiations, consultations and related functions, and to attend approved industrial‑relations training. The amount of leave should be reasonable in the circumstances, using the ACAS Code of Practice as a guide, and you should keep records of the leave granted.
Provide compliant voting papers for industrial‑action ballots
When your employees are asked to vote on a strike or any other type of industrial action, you must make sure the ballot papers meet the legal requirements. Each paper has to be numbered, show the independent scrutineer’s name, give the return address (or ship for seafarers), contain at least one Yes/No question on taking part, summarise the dispute, specify the type and period of action, name the authorised person, and carry the mandatory warning about breaching the employment contract.
Provide pre‑transfer consultation and union access
If you take over a business and decide to carry out a pre‑transfer consultation under TUPE, you must give recognised trade‑union representatives – both those recognised by the seller and by you – the chance to meet the employees being transferred, supply them with the information they need and provide suitable facilities. This duty operates both before and after the transfer, and you cannot rely on the seller’s failure to give information as an excuse.
Respond to tribunal and consider reinstating or re‑engaging dismissed employee
If an employment tribunal hearing suggests you may have unfairly dismissed someone, you must attend the hearing and tell the tribunal whether you will put the employee back in their old job or offer them a comparable role on terms no less favourable. If you do not attend or refuse, the tribunal will order you to keep the employee on the payroll.
Supervise union picketing as required by law
If a trade union organises or encourages picketing, it must appoint a qualified supervisor, give the police the supervisor’s name, the picket location and contact details, provide the supervisor with an approval letter, show that letter to the employer on request, and make sure the supervisor is either on‑site or quickly reachable and wears visible identification. Doing this keeps the picketing lawful.
Take reasonable steps to resolve protected industrial action disputes
If an employee takes protected industrial action (a legal strike or similar), you cannot dismiss them unfairly. You must follow reasonable procedures – such as complying with collective agreements, offering to negotiate, and accepting conciliation or mediation – before any dismissal. Failing to do so makes the dismissal automatically unfair and could lead to a tribunal claim.
Notifications 1
Provide approved notice with voting papers for amalgamation ballot
If your trade union is holding a ballot on a proposal to merge with or transfer to another union, you must send a written notice with every ballot paper. The notice has to be approved by the Certification Officer, must give either the full instrument or a clear summary plus details of where members can see the full document, and it must not contain any opinion or recommendation.
Other requirements 3
Comply with a court of inquiry summons
If a court of inquiry summons you – whether you are a company, director or employee – you must appear, give sworn evidence and supply any documents the court asks for. This is the standard legal duty to comply with court proceedings and can result in penalties if you fail to comply.
Do not unlawfully induce industrial action that disrupts supply to individuals
If you or your organisation try to pressure anyone to join or continue industrial action that will stop, delay or lower the quality of goods or services an individual receives, you may be ordered by the High Court to stop. You must ensure no further inducement takes place and that any conduct already induced does not continue.
Grant voting rights to eligible union members in ballot
6 months imprisonmentThis duty only applies to trade unions. If you run a union, you must give the right to vote in a strike ballot to every member who is reasonably expected to take part, and you must not give it to any other person. If you deny voting and that person still joins the action, you could be in breach of the law. Most employers are not directly affected.
Payments and fees 11
Deduct union dues and follow tribunal orders
If an employee gives you a certificate, you must deduct their union contributions from their pay. If a tribunal finds you failed to do so, you may be ordered to pay the missed amount and to take steps to stop it happening again. Ignoring a tribunal order can lead to a further order to pay two weeks' wages.
Do not make unlawful wage deductions and repay any unlawful amounts
You must only deduct amounts from an employee’s wages that are allowed by law and give the required item‑by‑item pay statement. If a deduction is found to breach the law, an employment tribunal will order you to pay back the full amount (less any part you have already repaid).
Manage political fund contributions correctly
If your union runs a political fund, you must decide how to collect that money from members. Either charge contributors a separate amount, or make sure non‑contributors are not asked to pay the part that goes to the political fund. You also need to tell every member exactly how much of their regular dues go to the political fund.
Pay award and refrain from enforcing unlawful changes
If an employment tribunal decides an employee’s complaint about an illegal offer is well‑founded, you must pay the fixed award (currently £5,735) and you cannot enforce any change to the employee’s terms that was made in breach of the law, nor can you try to get back any money already paid under that change.
Pay compensation and implement tribunal‑recommended actions
If an employment tribunal decides that a complaint about refusing service on union grounds (or a similar breach) is well‑founded, you must pay the compensation the tribunal sets and, if the tribunal recommends any remedial steps, you must carry them out within the time it specifies. Ignoring a reasonable tribunal recommendation can lead to a higher compensation award.
Pay compensation if tribunal finds breach of training duties
If a trade union complains that you have not complied with your training obligations under section 70B, an employment tribunal can order you to pay up to two weeks’ wages to each member of the relevant bargaining unit. The complaint must be lodged within three months of the alleged breach (or a reasonable extension), and the tribunal may also issue a declaration that you breached the duty. You will need to pay the compensation as ordered.
Pay compensation ordered by an employment tribunal
If an employment tribunal decides that you have breached an employee’s protected rights, you must pay the compensation it awards. The amount is based on any loss the employee suffered, including expenses and lost benefits, and must be paid as directed by the tribunal.
Pay employee compensation when tribunal finds a breach
If an employment tribunal finds that your business has failed to allow an employee the time off required by the act or has not paid the employee correctly, the tribunal can order you to pay compensation. This means you may have to pay the amount the tribunal orders to the affected employee, even if you did not voluntarily agree to it. It is a civil remedy that can come after a legal complaint, not a daily duty you must perform every day.
Pay employees for trade union time off
If you let an employee take time off to carry out trade union duties or union learning representative duties, you must pay them for that time. Pay should be at the employee’s normal rate – full pay if their pay doesn’t vary with work, or an amount based on their average hourly earnings if it does. Any contractual pay you already give counts towards meeting this statutory payment.
Stop deducting political fund contributions after employee’s certificate
If a trade‑union member gives you a written statement that they are not paying into the union’s political fund, you must stop deducting any money for that fund from their pay. This starts from the first day you can reasonably make the change and continues until the employee withdraws the certificate. Keep the certificate on file and make sure your payroll reflects the exemption.
Stop taking political fund contributions once the union’s resolution ends
If your trade union no longer has a political resolution in force, you must immediately stop collecting any political fund contributions. Any money taken after the resolution ends must be refunded to the members who paid it.
Policies 1
Ensure all trade‑union members can vote equally in ballots
If your workplace has a trade union and a ballot is being held—whether for recognition, a contract or any union matter—you must make sure that every member of that union is allowed to cast a vote. This means the employer cannot refuse, delay or otherwise prevent any member from voting. Failure to do so can lead to legal action and possible prosecution.
Offences and prohibitions 5
Conspire to act in a trade dispute (Scotland)
3 months imprisonmentIf two or more people agree to do something as part of a trade dispute, and that act would be a crime if carried out by a single person, the agreement can be treated as a conspiracy offence in Scotland. A conviction for such a conspiracy (where the underlying act is only a summary‑only offence) can lead to up to three months’ imprisonment. No fine is specified in the provision.
Fail to notify redundancies to Secretary of State
Unlimited fineIf your business does not give the required notice of certain redundancies to the Secretary of State as set out in section 193, you commit a criminal offence. On a summary conviction you can be fined up to level 5 on the standard scale (which is an unlimited fine). The offence can also be attributed to directors or managers of the company, making them liable as well.
Intimidate or annoy someone to force them to act against their legal rights
6 months imprisonmentIf you use violence, threats, persistent following, hide or impede someone's property, watch or beset their home or workplace, or follow them with others in a disorderly way, with the aim of forcing them to do or not do something they are legally entitled to, you commit a criminal offence. The offence applies to any person, including business owners or employees. On conviction in the magistrates’ court you face up to six months’ imprisonment, an unlimited fine (level 5), or both.
Unauthorised disclosure of ACAS information
Unlimited fineIf you (or anyone in your business) share information held by ACAS about a worker, an employer or a trade union, and the disclosure does not fall within one of the listed exemptions, you are committing an offence. Conviction in the Magistrates' Court can result in an unlimited fine. The offence does not carry a prison sentence.
Willfully breach contract that endangers life or property
3 months imprisonmentIf you (or someone acting for you) deliberately break an employment or hiring contract knowing it could put a person's life at risk, cause serious injury, or damage valuable property, you commit a criminal offence. On conviction you can be sentenced to up to three months in prison, fined up to £500, or both.
Record keeping 2
Maintain proper accounting records and cash controls
If you run a trade union you must keep accurate accounting books that give a true and fair view of its finances. You also need to put in place reliable controls over those books, any cash you hold and all receipts and payments.
Update securities register when a trade‑union trustee is appointed or discharged
If you keep a register of securities and a trade union’s trustee is appointed or removed, you must change the register to reflect that change as soon as you receive the appropriate paperwork showing which securities are affected.
Registration and licensing 1
Register your union’s merger and update the official list
If your trade union is merging with another, you must register the merger with the Certification Officer. The officer will add the new union to the UK trade union list and remove the old ones. A certificate of independence for the new union will also be issued if each former union has a valid certificate.
Reporting and filing 14
Arrange periodic actuarial review of union pension scheme
If your trade union runs a members’ superannuation (pension) scheme you must have a qualified actuary examine the scheme at least every five years and produce a report. The report must be sent to the Certification Officer within a year of the examination and given free of charge to any member who asks for it.
Distribute scrutineer’s report and notify members of election results
When your trade union holds an election you must wait until the scrutineer’s report is received before announcing the result. Within three months of receiving the report you must send a copy to every member (or otherwise make the contents known) and tell members they can request a copy on free or reasonable‑fee basis. You must also supply the report to anyone who asks for it and keep a record of the distribution.
Have new pension scheme examined and report sent to Certification Officer
If your trade union wants to start a new members’ superannuation (pension) scheme, you must first get an actuary to review the proposals and produce a signed report. That report – confirming contributions, funding and benefit adequacy – must be sent to the Certification Officer before the scheme starts, and any member can ask for a free copy.
Include industrial action details in your annual union return
If your trade union has taken industrial action or held a ballot during the year, you must add those details to the annual return you file with the Certification Officer. This means telling the regulator what the dispute was, what action took place, when it happened, and if a ballot was held, how it turned out. It helps the regulator see how your actions fit with the law.
Inform all voting members of ballot results
If your company was involved in a union ballot, the union must give all those entitled to vote a clear report of how many people could vote, how many actually voted, how many voted ‘yes’ or ‘no’, how many ballots were spoiled and whether the statutory thresholds were met. This information should be supplied to you and your staff as soon as reasonably practicable after the ballot.
Prepare and sign a trade‑union auditor’s report
If you are the auditor appointed to a trade union, you must write a signed report that states whether the union’s accounts give a true and fair view. The report must show that the union kept proper records, had a satisfactory control system and that the accounts agree with those records. If you discover any problems, you have to include them in the report.
Provide information to recognised trade union on request
If your business has formally recognised an independent trade union, you must give the union any information it asks for that is needed for collective bargaining – this includes data about your own operations and any agency workers you use. The information must be supplied in writing if the union requests it in writing, and it should cover anything that would materially help the bargaining process and is considered good industrial‑relations practice.
Provide membership audit certificate meeting statutory requirements
If you are appointed as the assurer for a trade union, you must produce a certificate for each reporting period. The certificate must be signed, state whether the union’s member register is satisfactory, confirm you have obtained all information you need, and if not, explain why and list the missing information.
Provide members with financial statement after annual return
Each year, when your trade union files its annual return with the Certification Officer, you must send a detailed financial statement to all members within eight weeks. You also need to give the Certification Officer a copy and, if a member asks for it within two years, provide another free copy.
Provide members with scrutineer’s report after a ballot
When your union holds a ballot, you must wait for the scrutineer’s report before announcing the result. Within three months of receiving that report you must send a copy to every member (or otherwise notify them of its contents) and tell them they can request a copy – either free or for a reasonable fee.
Provide required information to trade union as set out in declaration
If a trade union has issued a declaration requiring you to give certain information, you must supply that information in writing within the time limit set. Failing to do so allows the union to lodge a further complaint with the Central Arbitration Committee.
Provide union rules, officer list and address to Certification Officer after amalgamation
When a trade union merges with another and the merger is registered, the new (amalgamated) union must send the Certification Officer a copy of its rules, a list of its officers and the address of its main office (and pay any required fee) within six weeks, unless the Officer allows more time. If it fails to do so, the union will be removed from the statutory list of trade unions.
Send audit certificate copy to the Certification Officer
If you carry out a trade‑union membership audit and your certificate says the union’s register is not satisfactory or you couldn’t get the information you needed, you must forward a copy of that certificate to the Certification Officer as soon as reasonably possible after giving it to the union.
Send membership audit certificate with annual return
If your organisation is a trade union you must send a membership audit certificate to the Certification Officer every time you file your annual return. The certificate must be signed by an authorised officer and confirm that the union has kept its member register correctly. You also have to give a copy of the latest certificate to anyone who asks, either for free or for a reasonable charge.
Penalties for non-compliance
7 penalties under this legislation. 4 can result in imprisonment. 4 carry an unlimited fine.
Fail to comply with trade‑union duties (rules, accounts, returns, superannuation)
Unlimited fine and/or 6 months imprisonment
Intimidate or annoy someone to force them to act against their legal rights
Unlimited fine and/or 6 months imprisonment
Willfully breach contract that endangers life or property
Fine up to £500 and/or 3 months imprisonment
Conspire to act in a trade dispute (Scotland)
3 months imprisonment
Ensure employees can vote freely and without cost in trade union elections
Fine up to £75,000
Fail to notify redundancies to Secretary of State
Unlimited fine
Unauthorised disclosure of ACAS information
Unlimited fine
Practical guidance
Our guides explain how to comply with the requirements above.
Manage redundancies correctly
How to make employees redundant fairly and legally. Covers collective consultation requirements, fair selection criteria, statutory redundancy pay calculations for …
Redundancy consultation process
How to conduct redundancy consultations properly. Covers collective consultation requirements, selection criteria, statutory redundancy pay, HR1 notification, and employee rights …
Working with trade unions
Your legal obligations when dealing with trade unions, including recognition, collective bargaining, time off rights, and industrial action.
Make employees redundant when closing your business
How to make employees redundant when closing your business. Covers statutory redundancy pay calculations, consultation requirements, notice periods, and what …
Trade union rights: what has changed for employers
Overview of trade union reform under the Employment Rights Act 2025, including workplace access rights, electronic balloting, simplified recognition, and …
Sections and provisions
409 classified provisions from this legislation.
Duties 107
- s.6 Application for certificate of independence. relevant information submitted
- s.7 Withdrawal or cancellation of certificate. relevant information submitted
- s.12 Property to be vested in trustees.
- s.14 Transfer of securities held in trust for trade union.
- s.16 Remedy against trustees for unlawful use of union property.
- s.24ZA Duty to provide membership audit certificate
- s.24ZF Duty to inform the Certification Officer
- s.24ZC Appointment and removal of an assurer trade union
- s.24ZE Rights of assurer
- s.24ZG Duty of confidentiality confidentiality as respects the …
- s.24ZD Requirements of assurer's membership audit certificate
- s.25 Remedy for failure: application to Certification Officer.
- s.27 Duty to supply copy of rules.
- s.28 Duty to keep accounting records. Proper accounting records
- s.30 Right of access to accounting records.
- s.31 Remedy for failure to comply with request for access. respect
- s.32A Statement to members following annual return.
- s.32ZA Details of industrial action etc to be included in annual return return period in response
- s.33 Duty to appoint auditors.
- s.36 Auditors’ report. auditor or auditors in …
- ... and 87 more duties
Offences and penalties 8
- s.45 Offences.
- s.45A Penalties and prosecution time limits.
- s.194 Offence of failure to notify.
- s.240 Breach of contract involving injury to persons or property.
- s.241 Intimidation or annoyance by violence or otherwise.
- s.242 Restriction of offence of conspiracy: England and Wales.
- s.243 Restriction of offence of conspiracy: Scotland.
- s.251B Prohibition on disclosure of information
Powers 72
- s.4 Removal of name from the list.
- s.15 Prohibition on use of funds to indemnify unlawful conduct.
- s.17 Nominations by members of trade unions.
- s.18 Payments out of union funds on death of member.
- s.20 Liability of trade union in certain proceedings in tort.
- s.22 Limit on damages awarded against trade unions in actions in tort.
- s.24B Enforcement of sections 24 to 24ZC by Certification Officer
- s.32ZB Details of political expenditure to be included in annual return
- s.32ZC Enforcement of sections 32ZA and 32ZB by Certification Officer
- s.34 Eligibility for appointment as auditor.
- s.35 Appointment and removal of auditors.
- s.37B Investigations by inspectors.
- s.37A Power of Certification Officer to require production of documents etc.
- s.41 Powers of the Certification Officer.
- s.60 Overseas members.
- s.70B Training.
- s.92 Manner of making union rules.
- s.94 Overseas members of trade union.
- s.107 Change of name of trade union.
- s.108 General power to make regulations.
- ... and 52 more powers
Definitions 66
- s.1 Meaning of “trade union". trade union".** In this Act a “trade union
- s.5 Meaning of “independent trade union".
- s.9 Appeal against decision of Certification Officer.
- s.10 Quasi-corporate status of trade unions.
- s.24 Duty to maintain register of members’ names and addresses.
- s.24A Securing confidentiality of register during ballots.
- s.32 Annual return.
- s.37D Expenses of investigations.
- s.38 Members’ superannuation schemes: separate fund to be maintained. members’ superannuation scheme separate fund
- s.42 Meaning of “appropriately qualified actuary". appropriately qualified actuary".** In sections 39 and 40 an “appropriately qualified actuary
- s.48 Election addresses.
- s.72 Political objects to which restriction applies. candidate electors local authority
- s.84 Contributions to political fund from members of the union
- s.96 Meaning of “date of the ballot". date of the ballot".** In this Chapter the “date of the ballot
- s.109 Proceedings in relation to which assistance may be provided.
- s.116B Restriction on deduction of union subscriptions from wages in public sector
- s.119 Expressions relating to trade unions.
- s.120 Northern Ireland unions.
- s.121 Meaning of “the court".
- s.122 Meaning of “employers’ association".
- ... and 46 more definitions
Exemptions 58
- s.11 Exclusion of common law rules as to restraint of trade.
- s.23 Restriction on enforcement of awards against certain property.
- s.24ZB Duty to appoint an assurer
- s.29 Duty to keep records available for inspection.
- s.43 Newly-formed trade unions.
- s.45B Duty to secure positions not held by certain offenders.
- s.46 Duty to hold elections for certain positions.
- s.53 Uncontested elections.
- s.57 Exemption of newly-formed trade unions, &c.
- s.58 Exemption of certain persons nearing retirement.
- s.59 Period for giving effect to election.
- s.63 Right not to be denied access to the courts.
- s.65 Meaning of “unjustifiably disciplined".
- s.98 Approval of instrument of amalgamation or transfer.
- s.102 Power to alter rules of transferee union for purposes of transfer.
- s.105 Transfer of property on amalgamation or transfer.
- s.106 Amalgamation or transfer involving Northern Ireland union.
- s.108A Right to apply to Certification Officer.
- s.111 Provision of assistance.
- s.112 Title of proceedings where assistance provided.
- ... and 38 more exemptions
Official guidance
Authoritative sources from regulators explaining this legislation.
- Redundancy in Northern Ireland (nidirect) Detailed Guidance
- Collective consultation requirements Detailed Guidance