Jersey: Industrial relations

Original author: Helen Ruelle, Mourant Ozannes
Updating author: Carla Benest, Mourant Ozannes

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Summary

• Officially registered trade unions have various rights and protections, while a code of practice deals with union recognition for collective bargaining purposes. (See Trade unions and recognition)
• Collective bargaining and agreements are subject to little statutory regulation, although there is a statutory procedure for resolving "collective employment disputes". (See Collective bargaining and agreements)
• Employers have no general statutory obligation to inform and consult employees, directly or through representatives, on any business or employment matters, except proposed collective redundancies. (See Informing and consulting employees - general)
• If an employer proposes to make 12 or more employees at one establishment redundant within a period of 30 days, it must inform and consult the appropriate representatives of the affected employees. (See Informing and consulting prior to redundancies)
• There is no statutory obligation on employers to inform and/or consult employees, directly or through representatives, prior to business transfers. (See Informing and consulting prior to transfers)
• A code of practice provides guidance on balloting and conduct in employment disputes, and a trade union that endorses or takes action without the support of a ballot, when required by the code, or engages in conduct that is defined as unreasonable by the code, loses its statutory immunity from actions for tort. (See Industrial action)
• Codes of practice, with legal standing, deal with the recognition of trade unions, balloting and conduct in employment disputes, and resolving collective disputes. (See Codes of practice)