The terms ‘labour relations’, ‘employee relations’ and ‘industrial relations’ refer
to the relationship between employers and employees. Employers have
historically been in a much stronger position – the ‘master and servant’
relationship, for example – which led to the growth of organised labour.
Employers have realised the value of formal organisation and have responded by
establishing their own associations.
Trade Unions
Union rights
The Trade Union and Labour Relations Act 1974 defines a union and a trade
dispute.
The Trade Union Act 1984 make a union liable for damages if it has not carried
out a secret ballot to get approval from its members for strike action.
The Trade Union Reform and Employment Rights Act 1992 makes it unlawful for
employers to collect union dues without the written consent of workers.
Union aims
Union benefits
Many employers recognise the benefits that unions bring, and gain themselves
from only having to negotiate with a single body. Some industries had union
membership agreements requiring all employees to join a union – a ‘closed shop’
agreement – but the 1988 Employment Act made it unlawful to dismiss an
employee who refuses to join a union. (Employers are now free to also recruit
workers who are not union members.)