The statutory framework governing trade union recognition supports voluntary arrangements in the first instance. This means that an employer is technically at liberty to refuse a request for voluntary recognition when it is initially presented. The employer should, however, be aware that, where the trade union in question meets relevant threshold, and other, criteria it may, if the employer refuses to negotiate over recognition, seek compulsory statutory recognition through the Central Arbitration Committee (CAC) for the purpose of collective bargaining. Recognition referrals to the CAC are subject to complex procedures, and can be costly in industrial relations, as well as financial, terms. From an employer’s point of view, there is also the potential prospect that the CAC may ultimately: • determine the bargaining unit (if agreement cannot be reached between the parties)