Hall, Mark

The aims of this project are to explore recent experiences in the practice of information and consultation (I&C) at national level, building on the findings of the European Industrial Relations Observatory (EIRO) 2011 report entitled Information and consultation practice across Europe five years after the EU Directive (Directive 2002/14/EC). The research analysed the effects of the I&C Directive both on national I&C practice – specifically on employees, trade unions and employers’ associations, and companies (in particular, HR managers) – and on national systems of industrial relations. It also explored whether national practices ensure the adequate, effective and timely information and consultation of employees in the interests of both employers and employees.

A general framework for informing and consulting employees was introduced by the EU Directive 2002/14/EC [1]. The regulations were transposed into UK law by the Information and Consultation of Employees (ICE) Regulations 2004 [2] (*UK0502103N* [3]). The regulations’ collective provisions are enforceable via complaints to the Central Arbitration Committee (CAC [4]). [1] http://eur-lex.europa.eu/smartapi/cgi/sga_doc?smartapi!celexplus!prod!DocNumber&lg=en&type_doc=Directive&an_doc=2002&nu_doc=14 [2] http://www.legislation.gov.uk/uksi/2004/3426/contents/made [3] www.eurofound.europa.eu/ef/observatories/eurwork/articles/employee-consultation-legislation-finalised [4] http://www.cac.gov.uk/index.aspx?articleid=2213

On 23 January 2013, the UK’s Prime Minister, David Cameron, delivered a speech [1] setting out his views on the country’s future relationship with the European Union. Mr Cameron is leader of the country’s Conservative Party [2], which currently rules in coalition with the LibDems [3]. The speech brought mixed responses of the main British employer and trade union bodies, the Confederation of British Industry (CBI [4]) and the Trades Union Congress (TUC [5]). [1] http://www.number10.gov.uk/news/eu-speech-at-bloomberg/ [2] http://www.conservatives.com/ [3] http://www.libdems.org.uk/siteFiles/resources/splash.html [4] http://www.cbi.org.uk/ [5] http://www.tuc.org.uk/

In December 2012, the UK Government confirmed that it intended to make changes to existing statutory provisions requiring consultation over redundancies. The principal change would be to reduce the current 90-day minimum consultation period to 45 days for large scale redundancies affecting more than 100 employees.

On 8 October 2012, the UK’s Chancellor of the Exchequer, George Osborne, unexpectedly announced that the Conservative [1]-Liberal Democrat [2] Coalition Government intended to establish a new type of employment status – that of ‘employee owner’. The plan was unveiled at the Conservative Party’s annual conference. Employee owners would receive shares in the business they worked for, which would be exempt from capital gains tax. In return they would forgo a series of statutory employment rights, including protection against unfair dismissal. [1] http://www.conservatives.com/ [2] http://www.libdems.org.uk/siteFiles/resources/splash.html

On 13 November 2012, the Conservative-Liberal Democrat Coalition government announced its response to a consultation on ‘modern workplaces’ held in 2011 (UK1106029I [1]). It confirmed that it intended to press ahead with proposals to reform the legislative framework for parental leave [2] and flexible working. [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/government-consults-on-modern-workplaces [2] www.eurofound.europa.eu/ef/observatories/eurwork/industrial-relations-dictionary/parental-leave

On 19 January 2012, an employment tribunal awarded more than 24,000 former employees of collapsed retail chain Woolworths compensation of 60 days’ pay, because the company's administrators had failed to consult unions before making workers redundant.

The Information and Consultation of Employees (ICE) Regulations [1] first came into effect in England, Wales and Scotland in April 2005, applying initially to businesses with 150 or more employees (*UK0502103N* [2]). The ICE regulations were then extended to those with 100–149 employees in April 2007, and to those with 50–99 employees in April 2008. The collective provisions of the regulations are enforced via complaints to the Central Arbitration Committee (CAC [3]). The Employment Appeal Tribunal (EAT [4]) hears appeals and is responsible for issuing penalty notices. Separate arrangements apply in Northern Ireland. [1] http://www.legislation.gov.uk/uksi/2004/3426/contents/made [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/employee-consultation-legislation-finalised [3] http://www.cac.gov.uk/index.aspx?articleid=2213 [4] http://www.justice.gov.uk/guidance/courts-and-tribunals/tribunals/employment-appeals/

On 23 November 2011, the UK coalition government announced a range of reforms and consultations intended to reduce the impact of employment regulation on businesses and encourage recruitment. The government confirmed its intention to raise the qualifying period of employment before an employee can bring an unfair dismissal claim, and introduce fees for taking cases to employment tribunals. It also called for evidence on further potential reforms such as introducing special measures concerning dismissals in small firms and changing the consultation period for collective redundancies.

On 30 November 2011, a coordinated 24-hour strike involving members of 30 trade unions took place across the UK to protest against proposed changes to public sector occupational pension schemes.