Unions negotiate working conditions with you, such as wages and holidays. You must recognize the union before it can negotiate with you. Even after successful union recognition, Acas can help both parties develop successful procedural agreements and build a good working relationship that fosters a cooperative style from the outset. The LRA can also provide impartial information on collective agreements. See LRA guidelines on collective bargaining. About one-fifth of the disputes Acas faces each year relate to union recognition. But there is no need for an argument for Acas to help. It can provide confidential information and advice on union recognition and many other industrial relations issues and help employers, workers and unions work together to achieve the best results. Should employers recognize a union if the collective agreement unit is not established in the United Kingdom? The High Court recently ruled that if the link with Britain was „strong enough,“ British trade union law would apply. A union must be recognized as soon as an employer has agreed to negotiate wages and working conditions with it on behalf of a certain group of workers. As a general rule – and with ease – an employer voluntarily recognizes the union without resorting to legal procedures. As an employer, there is nothing to prevent you from voluntarily consenting to the recognition of one or more unions. When an employer agrees to recognize a union, the employer has certain legal obligations to the union and its members – see the consequences of union recognition.
Formal written agreements of this kind – known as „procedural agreements“ – avoid misunderstandings and achieve continuity and coherence. In the decency of relationships, parties can review and update their procedural agreements at regular intervals. The Employment Relations Agency (LRA) can facilitate meetings to help parties develop procedural and recognition agreements. But sometimes employers and unions are not able to enter into a voluntary recognition agreement. In these cases, the union may apply for legal recognition, provided it has met certain basic conditions: the union must have already submitted a formal application for recognition to the employer; The organization employs at least 21 workers; The union must have at least 10% members and perhaps obtain a majority in a ballot; and if the employer has proposed to include Acas, the union must have given its consent within ten working days. If NEU can prove that more than 50% of employees are members, a ACC tribunal will generally automatically grant recognition. If otherwise or if there are doubts as to whether these members wish recognition of the NEW, a ACC tribunal may order the vote of the workers` group. In this case, a majority of the group must vote in support, and that majority must represent at least 40% of the group for recognition to be granted. Although recognition requires both parties to negotiate in good faith, it does not require agreement and does not give the union a veto over any employer proposal.
