|Collective Bargaining Coverage||29%|
|Proportion of Employees in Unions||26%|
|Principal Level of Collective Bargaining||
union – but other structures are possible and since 2005 these can be triggered by employees
|Company Board Structure||
Sources: see individual country sections; where a range of figures has been quoted, the lower number has been taken
At present just over a quarter (26%) of UK employees are union members, although union density is much higher in the public sector (56%) than the private sector (14%). There is only one union confederation in the UK, the TUC, and individual unions are fully independent. Around 60% of trade unionists in the TUC are in the three largest unions, which have grown through mergers.more ...
Less than a third (29%) of all employees in the UK are covered by collective bargaining. In the private sector coverage is lower at around a sixth of and the key bargaining level is the company or the workplace. In the public sector, where almost two-thirds of employees are covered, industry level bargaining is more important.more ...
There is no common structure for employee representation in the UK and in many workplaces it does not exist. Unions are the most common way that employees are represented and they can now legally compel the employer to deal with them, but only if they have sufficient support. Most non-union workplaces have no employee representation, and the regulations implementing the EU directive on information and consultation have not changed this.more ...
UK representatives on most of the bodies linked to European Works Councils and the European Company are to be elected by the whole workforce, unless there is an existing body which represents and in some cases has already been elected by the whole workforce, which then has appointment rights. But the UK government has chosen not to draw up specific rules on the choice of UK members of some of the European Company structures, leaving the choice to lower level representative bodies.more ...
In workplaces where they negotiate with the employer, unions have the right to appoint safety representatives to represent the interests of employees in the area of health and safety. In non-union workplaces the employer decides whether employee representatives for health and safety should be elected, or alternatively whether employees should be consulted directly. Non-union health and safety representatives have fewer powers than those appointed by the union, as they cannot undertake workplace inspections. Union safety representatives, but not non-union ones, can also require the employer to set up a safety committee.more ...
The first employee financial participation schemes were not introduced into Great Britain until the end of the 1970s. The Labour Party, employer associates and trade unions were united in their opposition to any form of employee financial participation up till the end of the 1970s. By contrast, the Liberal Party, later followed by the Conservatives, lobbied for profit-sharing and employee share ownership in companies and were finally successful in winning over their erstwhile opponents. Since then a number of different employee financial participation schemes have developed.more ...