Many charities will instinctively support the principle of collectivism and the right of staff to organise. But supporting the principle and being operationally ready for what it looks like in practice are two different things. Getting ahead of this now will help charities negotiate access arrangements that balance union rights with the realities of frontline service delivery.
Any independent trade union can apply for access to a charity's workplace. The model terms in the Code of Practice provide for weekly access to staff. However the level of access requested should not unreasonably interfere with the employer's business.
If a charity receives an access request, it has just 15 working days to respond, followed by a 25-working-day negotiation period to agree an access agreement. These are tight timescales, particularly where decisions need board or senior leadership input.
Charities should consider in advance where meetings could take place, how much notice should be given, how frequently access should occur and how many workers can reasonably be released at one time without compromising operations.
One issue that may catch charities off guard is pay. The Code of Practice advises that workers who attend a union meeting during working hours under an access arrangement should be paid in full. For charities operating within tight budgets, this has obvious cost and logistical implications, particularly if...
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