The UK Labour government’s proposed trade union legislation, encapsulated within the Employment Rights Bill and the broader “New Deal for Working People,” represents a significant overhaul of employment law, aiming to enhance workers’ rights and, particularly, to strengthen trade unions.
These reforms represent a decisive shift towards collective labour rights after several decades of liberalised employment regulation.
While the Government says its intention is to create a more secure, equitable workplaces, there is a legitimate debate about whether such a dramatic intervention could unintentionally constrain business agility and growth at a sensitive economic moment.
The success — or failure — of Labour’s employment reforms will depend largely on how carefully they are implemented and how well businesses prepare for this new regulatory environment.
In my view, forward-looking employers should already be assessing:
- Their internal policies on union engagement;
- Workforce contractual arrangements;
- Risk areas around day-one dismissal protections; and
- Strategies for compliance under a strengthened enforcement regime.
The question is not whether the labour market will change — it is how quickly businesses can adapt to the change.
What is proposed?
Trade Union Recognition
Under current UK law, a trade union can apply for statutory recognition to bargain on behalf of a group of workers (the “Bargaining Unit“) if it meets specific criteria:
- Minimum Membership: The union must have at least 10% membership within the proposed Bargaining Unit; and
- Evidence of Majority Support: The union must demonstrate that a majority of employees are in favour of recognition, which can be shown through methods like petitions or ballots.
If these conditions are met, the Central Arbitration Committee (CAC) may grant recognition or decide to hold a ballot. In such a ballot, recognition is granted if:
- Majority Vote: A majority of employees voting support recognition; and
- Minimum Turnout: At least 40% of the employees in the Bargaining Unit vote in favour.
However, the Labour government’s proposed reforms aim to lower these thresholds:
- Reduced Membership Requirement: Unions could seek recognition with as little as 2% membership in the Bargaining Unit, down from the current 10%; and
- Elimination of Turnout Threshold: The 40% turnout requirement for recognition ballots would be removed, making it easier for unions to gain recognition even in workplaces with low participation.
These changes are designed to simplify the recognition process, particularly in sectors where union presence is minimal. However, they have raised concerns among employers about the potential for increased union influence and the implications for business operations.
Reforms to the Trade Union Act 2016
- Thresholds for Industrial Action: The bill proposes repealing the 40% support threshold and the 50% turnout requirement for industrial action ballots, facilitating easier initiation of strikes.
- Electronic Balloting: Introduction of secure electronic and workplace ballots to modernize voting processes.
- Notice Periods: Reduction of the industrial action notice period from 14 to 10 days, and extension of strike mandates from six months to one year.
Enhanced Union Access and Rights
- Workplace Access: Unions will gain regulated rights to access workplaces, including digital access for remote workers, to organize and represent members.
- Employer Obligations: Employers will be required to inform employees of their rights to join a union.
Enforcement and Oversight
- Fair Work Agency: Establishment of a new executive agency to enforce labour market rules and support collective bargaining, particularly in sectors like education and social care.
Economic Implications and Business Response
- Cost Estimates: Government assessments estimate the reforms could cost employers up to £5 billion annually.
- Business Concerns: Business leaders express concerns over potential negative impacts on job creation and economic growth, citing increased regulatory burdens.
Summary & Commentary
Labour’s proposed trade union legislation marks a transformative shift in the UK’s employment landscape, aiming to rebalance power between employers and employees. By simplifying strike procedures, enhancing union access, and strengthening worker protections, the government seeks to foster a more equitable labour market.
However, the reforms have sparked debate. Proponents argue they are necessary to address long-standing issues of job insecurity and to modernize labour relations. Critics, particularly from the business community, warn of increased costs and potential hindrances to economic growth.
The success of these reforms will depend on their implementation and the government’s ability to balance the interests of workers and employers. As the legislation progresses, the impact on the UK’s economic and social fabric will become clearer.
Contact me at any time for an informal discussion around your concerns on this subject or indeed any employment law question on which you would like a fresh view.
Nic Hart