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Collective employee relations

Laura Merrylees Editor's message: On 10 October 2024, the Government published the Employment Rights Bill, which will introduce extensive changes to collective rights and trade union legislation. The reforms will take place over time during 2025 and 2026 and, for some changes, through a process of consultation. For employers, it will mean that establishing good relations with trade unions and employee representatives has never been more important and can reap numerous benefits for your organisation. A good relationship will help when it comes to consulting in connection with key business changes, such as large-scale redundancies and TUPE transfers. Having an effective and productive relationship with your representatives can help consultations to run smoothly and avoid the risk of multiple employment tribunal claims.

Beyond any legal requirement to consult, establishing a culture where collective employee relations is fundamental to the way in which your organisation engages with its workforce can help to engender trust and transparency. Where there is the potential for conflict, good employee relations can provide a mechanism for resolution and open channels of communication. Conversely, where collective employee relations have broken down, organisations are exposed to the risk of industrial action, business disruption and a loss of productivity.

Laura Merrylees, senior employment law editor

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HR and legal information and guidance relating to collective employee relations.