Union recognition

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.

The right to be recognised

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 to the

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PAC criticises Home Office over failures to tackle exploitation under skilled worker visa route

The Public Accounts Committee (PAC) has found that the Home Office failed to adequately address the risk of exploitation and non-compliance under the skilled worker visa scheme, particularly in the care sector. In its 4 July 2025 report, the PAC criticises the department for failing to prevent abuse following the scheme’s 2022 expansion to support adult social care, highlighting serious weaknesses in safeguarding, compliance monitoring, and tracking of visa expiries. While the expansion helped alleviate workforce shortages during the pandemic, it also exposed migrant workers to exploitation, with evidence submitted to the inquiry detailing cases of debt bondage, excessive working hours and poor living conditions. Despite early signs of abuse, the Home Office was slow to respond and does not hold data on how many visa holders have been identified as potential victims of modern slavery. The PAC further found that the department lacks key data on visa compliance, including whether workers leave the UK at the end of their stay, are re-sponsored, or remain unlawfully, and has not analysed exit check data since the route’s introduction. In light of the recent decision to end overseas recruitment for care workers, the PAC warns of further risks unless cross-government workforce strategies are coordinated and calls for a joined-up approach to tackling exploitation and addressing domestic skills shortages.

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