An employer may ‘recognise’ a trade union for a number of different purposes, and at one of a number of different ‘levels’ in terms of the range of employees and premises covered. The level of recognition may also refer to the scope of the facilities that are made available under a recognition agreement between an employer and a union.
In terms of purpose, an employer may recognise a union in respect of a number of specified matters relating to the employer’s relationship with its workforce, but not in respect of other such matters. At its highest level, an employer may recognise a trade union for the purposes of collective bargaining.
Conversely, even where a large number of employees are members of a particular trade union, the employer in question may not wish to recognise that union for any purpose, or at any level.
A statutory procedure by which trade unions may seek compulsory statutory recognition by an employer for the purpose of collective bargaining is available in certain specified circumstances. The process is complex. It is commenced by the union making a request...
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