XpertHR > Employment Law > Reference Manual > Industrial relations: Handling industrial action

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Handling industrial action

Now viewing section Handling industrial action in chapter Industrial relations

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Contents

Index

Industrial relations and collective rights: overview

Trade union recognition

The consequences of recognition

Informing and consulting prior to redundancies

Informing and consulting prior to transfers

European Works Councils

Information and consultation of employees

Informing and consulting on pension scheme changes

Handling industrial action

Picketing

Key differences in Scotland and Northern Ireland

Useful addresses

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Updating author: Marc Meryon

On this page:
Summary
Future developments
Practical example
Action point checklist
Key references
Questions and answers
For which acts can the union be liable?
Statutory immunity
Actions excluded from protection
In contemplation or furtherance of a trade dispute
Distinguishing 'lawful' and 'unlawful' and 'official' and 'unofficial' industrial action
The requirement to hold a ballot
Who should be balloted?
Aggregation of ballots
Conducting the ballot
Notification of a ballot/intended industrial action
Support of the ballot
Notice of industrial action
Impact on employers
Impact on employees
The impact of the Employment Relations Act 1999

Summary

7.596

Unlike the law in many countries English law does not give workers a positive right to organise or participate in industrial action.
A union will be liable if it induces its members to participate in industrial action without first complying with the balloting and notification requirements laid down in the Trade Union and Labour Relations (Consolidation) Act 1992.

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