Source · Select Committees · Business and Trade Committee
Recommendation 13
13
Accepted in Part
Require transparency for recognition ballot spending and secure a long-term WERS replacement.
Recommendation
It is important that the impact of reform to industrial relations is both measurable and measured. We recommend that the Government bring transparency around industrial disputes in line with best practice elsewhere, including the United States, and requires parties involved in a recognition ballot to disclose spend on materials, consultants and other payments. In addition, we recommend the Government secures an effective and long-term replacement to the Workplace Employee Relations Survey (WERS). (Recommendation, Paragraph 68) International labour standards
Government Response Summary
The government is extending the time for complaints related to unfair practices during recognition ballots and will consult on a revised Code of Practice. It states it is wary of placing additional burdens for disclosure on parties but will work to ensure appropriate data monitoring, and is considering options for a WERS replacement, including monitoring the feasibility of a linked employer-employee database.
Government Response
Accepted in Part
HM Government
Accepted in Part
The Employment Rights Bill will simplify the process and the law around statutory recognition thresholds, so that working people have a more meaningful right to organise through trade unions. As part of that, we are bringing forwards several measures including extending the time period for complaints in relation to an unfair practice to be submitted from 1 working day to 5 working days after the close of the recognition ballot. After parliamentary passage of the Bill, we will also consult and then bring forward a revised Code of Practice on access and unfair practices during the recognition process to clarify access requirements for the recognition process. The Employment Rights Bill will pave the way for constructive, proportionate and transparent industrial relations. The Government is wary of placing additional burdens on trade union activity that risk taking them away from their core role of negotiation and dispute resolution, and also of placing additional reporting burdens on employers. However, as we bring forward a new, modern industrial relations framework the Government will work with trade unions and employers to ensure we have appropriate data to monitor industrial relations. In relation to the Workplace Employee Relations Survey, the Government recognises the importance of data in shaping good policy making. We are considering options for how to improve our data, including monitoring work on the feasibility of a linked employer employee database.