Several months since the Trade Union Act 2016 has come into force, Wrigley Claydon looks into some of the key changes. We have highlighted some of the key aspects of the Act, which are as follows:
1. Before companies and industrial action can take place, 50% of members need to vote
2. Trade Unions will need to give two week’s notice before they start a strike
3. For public sector employees, there is a restriction on deduction of Union subscriptions direct from their salary. What this means in principle, is that Union subscriptions will no longer be removed automatically from wages – employees will physically need to arrange payment of their subscriptions.
4. The Act restricts Union’s abilities to contribute to political causes.
What does the Trade Union Act 2016 mean for your business?
In many industries there is no Union representation for employees. As an employer, if your employees are not part of a Union, there is nothing forcing you to make them join one. If none of your employees are part of a Union, then this Act does not directly affect you. If you employ some staff that are Union members or all of your staff are part of a Union, then this legislation strengthens an employer’s position. It makes it more difficult for Unions to strike.
If you require any further advice on Trade Union Act 2016 and how it might affect your business, or any other employment issue, please do not hesitate to contact our employment department who will be more than happy to assist you. John Porter, Head of Employment, can be contacted directly on 0161 624 6811 or by emailing email@example.com.
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