Work effectively with trade unions

Effective relations with union officials

As an employer you have certain responsibilities towards union officials and shop stewards who are your employees. An official of an independent recognised trade union is entitled to time off work for union duties and to undergo appropriate training. In the case of their main duties, that is usually paid time off.

When arranging time off, union officials are expected to consider the effect of their absence in terms of health and safety, inconvenience for their employer and the safety of the public. See our guide on rights to trade union membership.

You may wish to offer the use of office facilities for union business, as well as administrative help on their behalf, including deducting subscriptions from employees' pay packets, known as a check-off arrangement.

It is a good idea to keep staff and unions informed on important developments in the business that may affect their working conditions, and consult them before implementing major changes.

There are specific legal obligations to inform and consult recognised trade unions or other elected representatives of employees in certain redundancy situations, in relation to transfers of undertakings and health and safety matters.

If relations between an employer, their employees and the unions deteriorate and a solution can't be negotiated, outside help may be needed, eg from Acas, to settle the dispute. See our guide to industrial disputes.

Subjects covered in this guide

• Introduction
• Trade unions, collective agreements and workforce agreements
• The effects and benefits of union recognition
• Effective relations with union officials

 

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