As membership of trade unions rises, Verity Davidge, Policy Director at Make UK, examines the reasons behind this increase and offers advice to businesses preparing for the associated changes in employment law.
The UK is in the middle of a trade union resurgence. The Employment Rights Bill looks likely to repeal much of the Trade Union Act 2016 this year, changing the trade union landscape. Membership of trade unions is on the rise once again. Although numbers are below historic highs, this time retail and specialist professions in the private sector are driving the increase.
The changing world of work is one factor influencing this growth in trade union membership, with the shift towards remote and hybrid working, the expansion of automation and the explosion of the gig economy all heightening employees’ need for collective representation.
The government’s upcoming legal changes to strengthen workers’ rights, along with the successful negotiations on public sector pay rises, are also making union membership look a lot more appealing. So how can businesses prepare for these changes?
Understanding the current laws around union recognition and collective bargaining is key, with the Government introducing significant amendments to trade union legislation through the Employment Rights Bill, which is currently going through the commons.
Proposed changes include day-one rights against unfair dismissal (previously requiring two years’ employment), new contracts for zero-hours workers, and paternity leave. Furthermore, there is a simplified union recognition process to reduce membership thresholds and get rid of some procedures, with calls for an ‘opt in’ to trade unions to be automatic.
In the context of these changes taking place, how can companies work successfully with trade unions?
As with any relationship, mutual trust and communication are key, with a respect for different viewpoints and a willingness to have regular and constructive meetings essential for nipping issues in the bud. In addition, companies should ensure managers are fully trained and supported to navigate difficult conversations handle negotiations to avoid industrial action. Open communication with all staff is vital, regardless of whether they’re a union member or not.
Trade unions are redefining their priorities – and businesses need to adapt to these changing expectations. However, with a positive approach, employee relations can also be kept positive, together with a mix of preventative measures alongside effective negotiation and dispute resolution. It is also crucial to be proactive about engaging with unions, which can prevent issues or disputes from escalating.
In the event that negotiations are needed, a collaborative approach works best, with a willingness to listen, compromise and be respectful – supported by the use of data-driven insights – recommended for fairer outcomes. However, if there are disputes, a structured resolution process like mediation can help find solutions that work for both sides.
With a stronger trade union landscape on the horizon as employment laws continue to evolve, employers need to stay one-step ahead. Balancing the needs of business with trade union demands and employee rights will require a strategic approach, fostering open dialogue and making sure of compliance with new regulations.
By preparing for change in this fast-moving landscape, companies will be in the best position to work with the trade unions and approach the future with a motivated workforce.
