Cookies and privacy

Home
Contact
Us
User
Guide

Log in

Introducing XpertHR
Strategy & Practice
Employment Law
Good Practice Guides
Benchmarking
Recruitment
Pay & Benefits
International
Liveflo
Training
Policies & Documents
How To
FAQs
Line Manager Briefings
Employment Intelligence blog
Help
Help or advice is
available when you
see this icon
XpertHR Feeds
Key to Icons

Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.


Topics
Search
Latest
Suggest

What rights do trade unions have?

What is the significance of an employer recognising a trade union?

Can an employer inadvertently recognise a trade union?

Under what conditions can a trade union apply for compulsory recognition?

What happens if an independent union makes a formal written request for recognition?


At what point would the Central Arbitration Committee become involved in the trade union recognition process?

The Central Arbitration Committee (CAC) becomes involved if the employer fails to respond to the original request for recognition or refuses the request without indicating a willingness to negotiate, or if negotiations fail. The CAC's intervention can be postponed if the employer first proposes that the Advisory, Conciliation and Arbitration Service be involved in the negotiations. The CAC will intervene only if the union's application is valid and admissible.

Want to see more?

login arrow blue

XpertHR provides answers to more than 1,000 FAQs. But that's not all...
Request a demo today to find out how XpertHR can benefit your organisation

Can a union compel an employer to recognise it?

Can an employer derecognise an independent union?

Is it possible to dismiss an employee who takes action to obtain or prevent union recognition?

Following acceptance by the Central Arbitration Committee of an application for union recognition is the employer required to allow the union access to employees?

What is covered by collective bargaining following a compulsory recognition agreement?

Is an employer obliged to stick to the terms of a collective agreement?

What statutory rights go along with the right to conduct collective bargaining?

Can an employer refuse to disclose information to the union for the purposes of collective bargaining?

What happens to trade union recognition when a business is transferred under the Transfer of Undertakings (Protection of Employment) Regulations 2006?

Top