Public Law analysis: In Mercer the Supreme Court unanimously held that section 146 of the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA 1992) could not be interpreted compatibly with Article 11 of the European Convention of Human Rights (ECHR) under section 3 of the Human Rights Act 1998 (HRA 1998) to provide employees and workers who have participated in lawful industrial action and who are subsequently subjected to action short of dismissal with a remedy in UK law. The Supreme Court also issued a declaration of incompatibility under HRA 1998, s 4. The implications of the decision in Mercer are stark for workers, employees and employers. Workers and employees participating in lawful industrial action during working hours and without their employer’s consent and who are subsequently subjected to detriments short of dismissal have no protection in UK law under TULRCA 1992, s 146. As such, until the legislation is amended, while reputationally unwise and possibly in breach of the implied term of mutual trust and confidence, private sector employers are free to sanction employees or workers with sanctions short of dismissal, such as providing disciplinary warnings, suspension or withdrawing discretionary benefits, albeit in the knowledge they might be breaching the striking employee or worker’s Article 11 ECHR rights. Written by David Reade KC, Lucy Bone and Georgina Churchhouse at Littleton Chambers.