Employee Relations

• Do you involve workers in discussion for the good of the business?
• In the absence of Union involvement how is it best to do this?
• Are you aware of the role of Trade Unions?
• Do you understand the law in relation to Trades Unions and Union membership?
• When must you recognise Trade Unions?
• How do you do that?
• Can Unions be derecognised?

There is clear evidence that the more workers are actively encouraged to engage with and discuss business issues the more likely they are to work effectively and efficiently for the good of the organisation. There are many ways in which employee relations can be structured to achieve this. This may involve developing relationships with Trade Unions or European and/or National legislation may require this.

What we do:

• We advise on different ways in which the employer/employee relationship may be structured.
• We advise on the key stages in union recognition or de-recognition.
• We advise on the role of social partners and the social and legal dimensions of the EU.
• We advise on or support the function of collective bargaining in negotiating pay and other terms and conditions.
• We advise on the requirements of employment law in respect of industrial action and other key aspects of employee relations.
• We provide training on key issues of employment law in relation to employee relations.