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Employment Relations Act 1999
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Employment Relations Act 1999
The Employment Relations Act 1999 (c. 26) is an act of the Parliament of the United Kingdom. The act implemented measures proposed in the Fairness at Work white paper and so the act was sometimes known as the "Fairness at Work Bill".
It made significant amendments in UK labour law to the Trade Union and Labour Relations (Consolidation) Act 1992.
Sections 1 to 6 concern changes implementing a new statutory procedure for employers to recognise and collectively bargain with a trade union, in any business with over 20 employees. Section 1 and Schedule 1 achieves this by amending the Trade Union and Labour Relations (Consolidation) Act 1992 and inserting a new section 70A and Schedule A1, which sets out the statutory recognition procedure.
The act established a right to collective organising.
Section 2 and Schedule 2 amended TULRCA 1992 to require that union members are not subject to any detriment short of dismissal for attempts to organise.
Section 3 allows the Secretary of State to make regulations prohibiting any blacklisting of union members.
Sections 4 and Schedule 3 amends the provisions in TULRCA 1992 relating to ballots before industrial action. Section 5 implements TULRCA 1992 sections 70B and 70C, which enhances the rights employees have to workplace training. Section 6 ensures that union members have a right to claim for unfair dismissal connected with the statutory recognition procedure.
The act gives three months unpaid parental leave for mothers and fathers. The act gives individuals the right to time off for caring for a sick relative.
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Employment Relations Act 1999
The Employment Relations Act 1999 (c. 26) is an act of the Parliament of the United Kingdom. The act implemented measures proposed in the Fairness at Work white paper and so the act was sometimes known as the "Fairness at Work Bill".
It made significant amendments in UK labour law to the Trade Union and Labour Relations (Consolidation) Act 1992.
Sections 1 to 6 concern changes implementing a new statutory procedure for employers to recognise and collectively bargain with a trade union, in any business with over 20 employees. Section 1 and Schedule 1 achieves this by amending the Trade Union and Labour Relations (Consolidation) Act 1992 and inserting a new section 70A and Schedule A1, which sets out the statutory recognition procedure.
The act established a right to collective organising.
Section 2 and Schedule 2 amended TULRCA 1992 to require that union members are not subject to any detriment short of dismissal for attempts to organise.
Section 3 allows the Secretary of State to make regulations prohibiting any blacklisting of union members.
Sections 4 and Schedule 3 amends the provisions in TULRCA 1992 relating to ballots before industrial action. Section 5 implements TULRCA 1992 sections 70B and 70C, which enhances the rights employees have to workplace training. Section 6 ensures that union members have a right to claim for unfair dismissal connected with the statutory recognition procedure.
The act gives three months unpaid parental leave for mothers and fathers. The act gives individuals the right to time off for caring for a sick relative.
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