Thursday, 26 May 2016
The Trade Union Act
received Royal Assent on 4 May 2016 and is expected to be brought in force in during the summer, with implementing regulations being made over the following few months. The headline changes are well known: tougher thresholds for ballots, particularly for important public services, a time limit on a ballot's mandate for industrial action, and a doubling of the notice of action that employers must receive (to 14 days). The Act will also introduce more detailed rules on voting papers, picketing and various union rules. So what are the likely ramifications for HR practices in the UK?
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