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The Fairness at Work Bill is a major piece of employment legislation despite criticisms from some union leaders that it has been watered down to satisfy some of the demands of organised business. The Bill is not designed to restore the industrial relations template to that which existed twenty years ago. It is a cautious attempt to restore some of the workplace rights eroded during the Conservative’s long tenure in office. Fundamentally – the flexible labour market remains in place.

At the heart of the Fairness at Work Bill is the right of people to win union recognition by the employer. For more than a decade de-recognition has been a fact of life in many industries. This is when an employer refuses to recognise a union for the purpose of collective bargaining over pay and working conditions. In 1997, less than 45% of people worked with the protection of union recognition.

Recognition varies enormously between industries. In some jobs, trade unions have become virtually an endangered species! Under the Bill, unions will be entitled to automatic recognition if more than 50% of workers in a “bargaining unit” are union members. When membership falls below this figure, workers can achieve recognition through a ballot – provided that more than 40% of workers in a unit support the proposal.

The new legislation also provides for improved protection against unfair dismissal and guarantees the rights of working mothers to maternity leave.

Page last updated: Sunday 9 May 1999

E-mail address: geoff.riley@dial.pipex.com