The government has confirmed the amendments it will make to the Employment Rights Bill as it prepares to update the law within which trade unions operate.
In its response to the consultation it launched in October, the Department for Business and Trade said it would ensure industrial relations are underpinned by “collaboration, proportionality, accountability”, balancing the interests of workers, business and the public.
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The government said that trade union law must be “brought into the 21st century” and that the Employment Rights Bill will “fix the foundations” of the industrial relations framework.
This includes repealing much of the Trade Union Act 2016, including the 40% support threshold and the 50% turnout threshold.
The six key changes to the industrial relations framework to emerge from the tabled amendments are as follows:
The government is of the view that a 10-day notice period, rather than the current period of 14 days, would achieve the appropriate balance in allowing employers the ability to plan to mitigate the impact of industrial action while respecting the right to strike. It rejected proposals for seven-day and 21-day notice periods.
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