KLG is open 8.30am-5.30pm, 5 days a week and fully operational during the COVID-19 quarantine. We are available to serve our clients , as well as serving potential new clients.

Employment Law & HR News & Updates.

Employment Law Updates

The latest employment law news & updates from Kalra Legal Group
2 minutes reading time (386 words)

Trade Union Act 2016

Trade 2016

The major provisions of the Trade Union Act 2016 came into force on 1 March, 2017.

This means that from now on industrial action ballots will only be lawful if at least 50 per cent of those being balloted cast a vote. Where the majority of those being balloted are engaged in ‘important public services’ then there is an additional requirement that at least 40 per cent of those entitled to vote, vote ‘yes’. That means that if there are 100 union members (let’s keep the maths simple), then a 26-25 vote in favour of industrial action will be sufficient in most cases but a 40-10 vote (or better) will be needed in cases involving those key services.

A number of regulations now set out just what services attract this 40 per cent threshold and the Government has taken a very narrow view. Teachers are covered – but not teaching assistants or other support staff in schools. Firefighters and those involved in answering emergency calls are also covered, as are ambulance, hospital and medical staff dealing with emergency situations. London Bus services are included – as are all passenger trains and trams – but not bus drivers in other towns and cities. Security workers at ports and airports attracts the higher threshold, but cabin-crew and baggage handlers do not.

Other measures coming into force require unions to give 14 days’ notice of industrial action - and limit the validity of future trade union ballots to six months (or nine months with the employer’s agreement).

These measures are clearly designed to make industrial action harder to organise and therefore less common. However, unions have adapted to previous requirements placed on them and now that they need to achieve a high turnout in industrial action ballots, we can expect them to put serious effort into doing just that. Indeed, a strong yes vote in a ballot with a high turnout can be a powerful weapon for a union to wield at the bargaining table.

It may be that the 2016 Act will only have a muted effect on the levels of industrial action – even in those sectors that that the Government is clearly most worried about. If that proves to be the case, then we could see yet another Trade Union Act before the decade is out.

Review into BME Workplace Progression Published
Religion and Belief Discrimination - Gareddu v Lon...

Call us 0800 8321554

Make an enquiry

Contact Kalra Legal Group

Please let us know your name.
Invalid Input
Please let us know your email address.
Please write a subject for your message.
Invalid Input
Please let us know your message.

What our clients say

“I am extremely grateful for the support I received from Anita during a very difficult time with a previous employer. It felt I was in a battle, but someone else was fighting that battle for me. Anita had my best interest at heart all the way, I really cannot praise her enough.”

R.B – Director at Software company

“I cannot thank you enough for all your efforts over the last 6 months working with our company to ensure we have taken all the necessary steps to protect our business and treat all our female staff equally.”

A.B - Managing Director of a Software Company

Contact us

Head Office
Suite 4, Ground Floor
Braywick House West, Windsor Road,
SL6 1DN 

4th Floor
86-90 Paul Street

Tel: 08008321554
Email: info@klglaw.co.uk

This website uses cookies to improve functionality and performance. By continuing to browse the site you are agreeing to our use of cookies.