Representativeness of the social partners: Agricultural sector – Ireland
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The aim of this representativeness study is to identify the respective national and supranational actors (i.e. trade unions and employer organisations) in the field of industrial relations in the agriculture sector in Ireland. In order to determine their relative importance in the sector’s industrial relations, this study will, in particular, focus on their representational quality as well as their role in collective bargaining.
1. Sectoral properties
| 1993 | 2004** | |
| Number of companies | 141,500 farms in the year 2000 | |
| Aggregate employment* | 117,000, of which about 95,000 are self-employed | |
| Male employment* | 102,000 | |
| Female employment* | 15,000 | |
| Aggregate employees | 22,000 | |
| Male employees | - | |
| Female employees | - | |
| Aggregate sectoral employment as a % of total employment in the economy | 6.4% of 1,836,200 | |
| Aggregate sectoral employees as a % of the total number of employees in the economy | 7.7% of 1,507,100 |
* Employees plus self-employed persons and agency workers.
** Or most recent data.
The numbers employed in the agriculture, forestry and fishing sector have been declining in recent years. In 1998, 136,000 people were employed in the sector, decreasing to 132,900 in 2000, 124,000 in 2002 and 117,000 in 2004 – a decrease of 19,000 over seven years. Moreover, the recent Irish Labour Market Review published by the government training agency, FÁS, predicts a further decline of 19,000 in agricultural employment over the seven-year period 2003 to 2010. This decline in agricultural employment comes at a time when total overall employment has been rising in Ireland. The total in employment in Ireland was 1,836,200, while the total labour force was 1,920,300. This means that agricultural employment accounted for 6.4% of total employment in 2004, down from 9.1% in 1998.
A fairly large proportion of the work tends to be seasonal and atypical in nature, with, especially in recent years, large numbers of immigrant workers working in the sector, though there are no precise figures available on the true extent of immigrant labour in the Irish agricultural sector.
2. The sector’s unions and employer organisations
As mentioned above, the vast majority of workers in the agriculture sector are self-employed and non-unionised and as such do not engage in collective bargaining on pay and conditions. There is no sectoral collective bargaining as such, with the main level of bargaining occurring at national level through a succession of social pacts/social partnership agreements that have been in place since 1987. In particular, these social pacts set down the pay increases to be implemented at local level by employers and unions. In addition, they also cover a vast range of other economic and social issues facing the government and social partners, including the future of the agricultural and farming sector.
The Services Industrial Professional and Technical Union (SIPTU) – by far Ireland’s largest union and which represents members across a variety of occupations – is the main union representing unionised employees in the agricultural sector. Also, the Irish Veterinary Union (IVU) and the Veterinary Officers’ Association (VOA) represent a small number of workers (see below for more detail).
- Unions which are a member of the sector-related European Union Federation (i.e. EFAT – European Federation of Food, Agriculture and Tourism Trade Unions).
- SIPTU and Irish Veterinary Union.
- Employer organisations which are a party to sector-related collective bargaining.
As reported above, there is no sectoral collective bargaining in the sector as such. Rather, the four employer organisations representing the self-employed in the sector have engaged in collective bargaining at national level through social pacts since 1987. They are known as the ‘farming pillar’.
Since 1990, the ‘farming pillar’ of the social partnership process has been comprised of three organisations: the Irish Farming Association (IFA), the Irish Creamery and Milk Suppliers Association (ICMSA) and the Irish Cooperative Society (ICOS). Nonetheless, it is generally recognised that, outside of their own sectional concerns, the farming bodies’ role in social partnership is somewhat limited and does not extend to pay negotiations.
The IFA is by far the largest and most influential employer representative body in the sector, representing farmers and their families. The ICMSA also represents the interests of farmers and their families, but is a smaller body. Finally, as the coordinating organisation for cooperatives in Ireland, ICOS provides a range of services to its member cooperatives and represents them on national and international organisations.
These employer organisations are sector specific and are not affiliated in any way to Ireland’s main employer representative body, the Irish Business and Employers Confederation (IBEC).
(i) Employer organisations which are a member of the sector-related European Employer Federation (i.e. GEOPA/COPA – Employers’ Group of the Committee of Agricultural Organisations in the European Union).
The Irish Farmers’ Association.
For the definition of ‘sector-related’, see the conceptual remarks.
2a Data on the unions
2a.1 Type of membership (voluntary vs. compulsory)
Voluntary.
2a.2 Formal demarcation of membership domain (e.g. blue-collar workers, private-sector workers, agriculture sector employees, etc.)
Agriculture sector employees.
2a.3 Number of members
Ireland’s largest union, SIPTU, has approximately 3,000 members employed in a wide variety of occupations in the agricultural sector, out of a total membership of approximately 225,000. As such, it is the main union in the sector. As part of a major organising and recruitment campaign, SIPTU has recently been attempting to boost membership in the sector, particularly amongst migrant workers, who are increasingly drawn to the sector.
Further, the Veterinary Officers’ Association (VOA) represents 315 people employed as veterinary officers, while the Irish Veterinary Union (IVU) has 665 members in the Republic of Ireland, the vast majority of which are classified as self-employed persons.
2a.4 Female union members as a percentage of total union membership
No information.
2a.5 Density with regard to the union domain (see 2a.2)
No information.
2a.6 Density of the union with regard to the sector
For SIPTU, the density for agricultural members with regard to the sector (117,000 employed) is about 3%. The density for the IVU is about 0.5%, while the VOA is about 0.3%. However, given that the vast majority of agricultural workers are self-employed and almost by definition non-unionised, it is much more accurate to measure union density against the number of employees in the sector, which stands at 22,000. If this measure is used, then union density as a proportion of employees stands at about 15%.
2a.7 Does the union conclude collective agreements?
Yes, SIPTU concludes collective agreements on behalf of agricultural members. Collective bargaining takes place in the context of the centralised national-level agreements that have been in place since 1987.
Further, the IVU and the VOA do not directly engage in collective bargaining, but, as members of Ireland’s umbrella trade union confederation, the Irish Congress of Trade Unions (ICTU), they have a voice in collective negotiations.
2a.8 For each organisation, list their affiliation to higher-level national, European and international interest organisations (including cross-sectoral organisations)
See above.
SIPTU and IVU are affiliated to the EFAT (European Federation of Food, Agriculture and Tourism Trade Unions). In addition, through their affiliation to the Irish Congress of Trade Unions (ICTU), both unions would be affiliated to the International Labour Organisation (ILO).
Please document these data union by union.
Union density is defined as the ratio of union members to potential union members, as demarcated by the union’s domain and by the sector.
If the domain of a union embraces only part of the sector, then the data on density should refer to this part.
2b Data on the employer organisations
As stated above, the vast majority of agricultural workers in Ireland are self-employed. Self-employed agricultural workers are represented by the four employer organisations which lobby the government and the social partners on issues relating to farm income, such as product pricing and dispersion of EU and government funds.
Once again, the three organisations are the Irish Farming Association (IFA), the Irish Creamery and Milk Suppliers Association (ICMSA) and the Irish Co-operative Society (ICOS).
2b.1 Type of membership (voluntary vs. compulsory)
Voluntary.
2b.2 Formal demarcation of membership domain (e.g. SMEs, small-scale crafts/industry, sub-sectors of agriculture, etc.)
Agriculture.
2b.3 Number of member companies
The IFA, the main employer representative body in the sector, represents 85,000 farm families. Membership is organised into 900 branches and, in turn, 29 county executives.
The ICMSA claims to represent 40,000 farmers and has a 61-member national council, which is the principal body of the association.
ICOS itself is a cooperative. It is directed and controlled by a national council that is elected by its member cooperatives. These member cooperatives number over 150.
2b.4 Number of employees working in member companies
No information.
2b.5 Density of the organisation in terms of companies with regard to their domain (see 2b.2)
No information.
2b.6 Density of the organisation in terms of companies with regard to the sector
IFA density for the sector is 73%. No accurate information on ICOS and ICMSA.
2b.7 Density in terms of employees represented with regard to their domain (see 2b.2)
No information.
2b.8 Density in terms of employees represented with regard to the sector
IFA density is 73%. No accurate information on ICOS and ICMSA.
2b.9 Does the employer organisation conclude collective agreements?
All three employer bodies are involved in collective bargaining at national level through social partnership agreements. In this arena, they can exert influence on the government in relation to the nature of agricultural policy. However, they do not engage in the pay bargaining element of national deals, nor do they conclude collective bargaining agreements at sectoral or local level.
2b.10 For each organisation, list their affiliation to higher-level national, European and international interest organisations (including the cross-sectoral organisations)
See above. The IFA is affiliated to GEOPA/COPA – Employers’ Group of the Committee of Agricultural Organisations in the European Union.
Please document these data employer organisation by employer organisation.
Employer density in terms of companies is defined as the ratio of member companies to the potential member companies, as demarcated by the employer organisations’ domain and by the sector.
Employer density in terms of employees is defined as the ratio of the number of employees working in the member companies to the number of employees working in the potential member companies, as demarcated by the employer organisations’ domain and by the sector.
If the domain of an employer organisation embraces only part of the sector, then the data on density should refer to this part.
3. Inter-organisational relationships
3.1. Please list all unions covered by this study whose domains overlap.
None.
3.2. Do rivalries and competition exist among the unions concerning the right to conclude collective agreements and to be consulted in public policy formulation and implementation?
No.
3.3. If yes, are certain unions excluded from these rights?
3.4. Same question for employer organisations as 3.1.
The domain of the IFA and ICMSA would overlap to some extent.
3.5. Same question for employer organisations as 3.2.
There is no great rivalry as such between the three main employer representative bodies in terms of engaging in national social pacts, because they are all participants in the social partnership process. However, the IFA would be the largest and most powerful player.
3.6. Same question for employer organisations as 3.3.
4. The system of collective bargaining
Collective agreements are defined in line with national labour law regardless of whether they are negotiated under a peace obligation.
4.1. Estimate the sector’s rate of collective bargaining coverage (i.e. the ratio of the number of employees covered by any kind of collective agreement to the total number of employees in the sector).
It is not possible to estimate this accurately because collective bargaining may cover workers indirectly, either because of various ‘extension’ mechanisms or because non-union employers may use national agreements as a benchmark. In terms of direct collective bargaining coverage, about 4% of those in employment (those employees in unions) in the agricultural sector are covered by collective bargaining agreements (which amounts to 15% of ‘employees’ in the sector).
4.2. Estimate the relative importance of multi-employer agreements and of single-employer agreements as a percentage of the total number of employees covered. (Multi-employer bargaining is defined as being conducted by an employer organisation on behalf of the employer side. In the case of single-employer bargaining, it is the company or its subunit(s) which is the party to the agreement. This includes the cases where two or more companies jointly negotiate an agreement.)
Multi-employer agreements are the dominant method of collective bargaining used in Ireland’s agricultural sector.
4.2.1. Is there a practice of extending multi-employer agreements to employers who are not affiliated to the signatory employer organisations?
Not formally or explicitly. Although multi-employer agreements are intended to cover unionised employees, in practice, some non-union employers may use them as a benchmark.
4.2.2. If there is a practice of extending collective agreements, is this practice pervasive or rather limited and exceptional?
The practice of extending collective agreements could not be termed pervasive in agriculture. It would be more accurate to describe it as limited.
There are other mechanisms extending collective pay and conditions of employment in the agricultural sector. Minimum pay levels are regulated by the national minimum wage, which currently stands at EUR7.65 per hour. In addition, the minimum pay and conditions of farm labourers and agricultural ‘employees’ are regulated in law by a Joint Labour Committee (JLC). JLCs predate the statutory minimum wage and are bodies established under the Industrial Relations Act 1946 to provide machinery for fixing statutory minimum rates of pay and conditions of employment. They operate in areas where collective bargaining is not well established and wages tend to be low, such as catering, hairdressing, contract cleaning and tailoring, in addition to agricultural workers.
4.3. List all sector-related multi-employer wage agreements* valid in 2004 (or most recent data), including for each agreement information on the signatory parties and the purview of the agreement in terms of branches, types of employees and territory covered.
There is no sectoral bargaining in agriculture. Indeed, sectoral bargaining is limited in Ireland. The national multi-employer wage agreement in place in 2004 was called Sustaining Progress and it covered the whole unionised sector in Ireland.
5. Formulation and implementation of sector-specific public policies*
5.1. Are the sector’s employer organisations and unions usually consulted by the authorities in sector-specific matters? If yes, which organisations?
Yes. All the employer organisations and unions cited above would be consulted by the government authorities on sector-specific matters, notably in the context of national social pacts. For instance, in talks on a new national agreement, the government and the farming bodies were attempting to reach consensus on the level of funding required for rural development programmes over the next seven years. Programmes such as the Rural Environment Protection Scheme, the early retirement scheme and disadvantaged area payments are among those for which farm bodies are seeking additional funding.
5.2. Do tripartite bodies dealing with sector-specific issues exist?
No.
If yes, please indicate their domain of activity (for instance, health and safety, equal opportunities, labour market, social security and pensions, etc.), their origin (agreement/statutory) and the interest organisations having representatives in them.
6. Statutory regulations of representativeness
6.1. In the case of the unions, do statutory regulations exist which establish criteria of representativeness which a union must meet so as to be entitled to conclude collective agreements? If yes, please briefly illustrate these rules and list the organisations which meet them.
Yes, statutory regulations exist in Ireland establishing criteria for representativeness. Unions must have at least 1,000 members to act in a representative capacity and must register and apply for a negotiating license with the Office of the Registrar of Friendly Societies.
6.2. In the case of the unions, do statutory regulations exist which establish criteria of representativeness which a union must meet so as to be entitled to be consulted in matters of public policy and to participate in tripartite bodies? If yes, please briefly illustrate these rules and list the organisations which meet them.
As above, and unions have to be affiliated to the Irish Congress of Trade Unions to be consulted in matters of public policy and to participate in tripartite bodies. As the umbrella body for Irish trade unions, the ICTU represents all affiliates at national level.
6.3. Are elections for a certain representational body (e.g. works councils) established as criteria for union representativeness? If yes, please report the most recent electoral outcome for the sector.
Yes, unions in Ireland must hold elections for their executive council and senior positions.
6.4. Same question for employer organisations as 6.1.
Like its union equivalent the ICTU, IBEC has a status in law. It is a registered union of employers and holds a negotiating license.
6.5. Same question for employer organisations as 6.2.
As above, and employers have to be affiliated to IBEC to be consulted in matters of public policy and to participate in tripartite bodies. As the main umbrella body for Irish employers, IBEC represents all affiliates at national level.
6.6. Are elections for a certain representational body established as criteria for the representativeness of employer organisations? If yes, please report the most recent outcome for the sector.
7. Comments
Like many developed countries, employment in the Irish agricultural sector has been gradually declining in recent years as the economy has expanded into new growth areas, and this trend is continuing. Most farming employment is on a self-employed basis. Also, much of the work in agriculture is transient and seasonal, and in recent years immigrants are forming a growing proportion of the agricultural labour force. In industrial relations terms, especially given the significant extent of self-employment, relatively few workers are unionised, so levels of union representativeness and density are low.