Effective working with trade unions requires specialist expertise across communication, collaboration and compliance. We can support with managing trade union relations.
If your organisation recognises a trade union, you will be under certain duties to notify and consult with a trade union, including instances of collective redundancies, transfers of business ownership and certain changes to pension schemes.
Failure to inform or consult can impact workforce relations and result in financial penalties.
Whether you are negotiating working conditions, for example pay and holiday, discussing changes to your employees’ terms and conditions (‘collective bargaining’) or responding to threats of strike action, industrial relations require a clear process framework, skilful handling and clarity of objectives for your organisation.
Working with trade unions requires knowledge not just of the legal rules and procedures, it also requires consideration of the reputational risks of mishandling negotiations or a dispute. Further issues for employers include:
DavidsonMorris can support organisational management and HR professionals working with trade unions to manage relations and specific industrial issues.
We can provide ongoing guidance to help improve relations with employee representatives. We also support with negotiations for routine matters and in cases of immediate industrial relations issues or threats of action.
We can provide guidance on:
Contact us for specialist advice.