Trade unions exist to further the interests of their members and to help regulate their relations with their employers. This Inbrief outlines the concept of trade union recognition and explains the implications for employers of recognising a trade union.
The number of employees who are members of a trade union has continued to fall in recent years. Government data published in May 2025 confirmed that trade union membership fell to a record low of only 22% of UK employees in 2024. Nonetheless, trade unions retain influence in many sectors of the economy and the Labour Government is committed to profound legislative changes to strengthen their rights. Trade union recognition should therefore remain on the agenda for all UK HR leaders, including in traditionally non-unionised sectors.
All employees enjoy certain rights in the workplace that are related to trade unions. For example, they may be accompanied by a union official at a disciplinary or grievance hearing. Employers are also prohibited from refusing employment to any individual because of their trade union membership.
The concept of trade union recognition extends significantly beyond those rights by establishing a direct relationship between employer and trade union.
Most trade union recognition arises voluntarily from an employer agreeing to recognise a union. Unions’ requests for recognition are nonetheless made “in the shadow of the law”, because they are...
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