Trade unions and trade union recognition
In this webinar, Brightmine legal editors Stephen Simpson and Zeba Sayed explain what the changes are going to be, what employers can do now to begin preparing and the potential timelines for implementation.
With the new government rolling back key sections of the 1992 and 2016 Trade Union acts, some employers may be nervous about a potential power shift towards employees. But, finds Adam McCulloch, the newly launched consultation on the proposals puts the focus more on modernisation and streamlining processes than on absolute rights.
With the general election taking place on Thursday 4 July, workers will be heading to the polls to have their say on who should form the next government. If you are still undecided on who to vote for, here we round up the major political parties' policies on work-related matters, from skills policy to labour supply.
With a general election confirmed for 4 July 2024, we look at two key areas where Labour's employment law proposals, if implemented, would transform the face of employment law in the UK and have significant implications for employers.
In Secretary of State for Business and Trade v Mercer, the Supreme Court held that s.146 of the Trade Union and Labour Relations (Consolidation) Act 1992 (TULR(C)A) is incompatible with art.11 as it does not protect workers against detriment for participating in industrial action.
In Independent Workers Union of Great Britain v Central Arbitration Committee and another, the Supreme Court held that Deliveroo riders are not in an employment relationship and fall outside the scope of the trade union rights under art.11 of the European Convention on Human Rights (ECHR).
Updated to remove the reference to the check‑off process in the public sector, following changes brought in by the Employment Rights Act 2025.