Why trade unions remain influential

The past decade has seen unprecedented calm on the industrial relations front but trade unions remain a force to be reckoned with, according to new IRS research.

Among respondents to the IRS study, which looks at the relationship between employers and unions from the HR perspective, around one in three of those recognising unions has been involved in a collective dispute with a union over the past two years. These disputes tended to concern pay, although local government respondents also make mention of the pensions issue.

But relations with the unions are seen in a generally positive light. Some 39 respondents describe the relationship with trade unions as 'very good' or 'good', while 12 view it as 'neutral'. In contrast, only three employers see it as 'poor' or 'very poor'.

The survey also asked employers for their opinions on how to establish and operate union recognition agreements that offer the organisation something positive. Among key themes emerging are the need for clarity, openness and honesty, albeit tempered by words of warning from some respondents about the dangers of going too far.

  • Recognition agreements: a look at the state of the union    IRS Employment Review managing editor Mark Crail presents the full survey findings, based on responses from 95 organisations, together employing more than 400,000 people.

    Also

    Trade union bargaining agenda 2006    Writing in IRS Employment Review, Sarah Welfare reviews trade unions' negotiating and campaigning priorities in selected key sectors of the economy.

    Is good HR management killing off the unions?   On current evidence, it looks as if trade unions are destined for a long, slow dwindling of influence. So why, asks Stephen Overell, does he still keep his NUJ card in his back pocket?

    Trade union recognition: the basics and The consequences of recognition   From HR & Compliance Centre's employment law reference manual.

    How to work with trade unions and employee representatives   Practical guidance from HR & Compliance Centre's How to service.