Hall, Mark

The two largest UK teachers’ unions – the National Union of Teachers (NUT [1]) and the National Association of Schoolmasters/ Union of Women Teachers (NASUWT [2]) are in dispute with the government over their workload, bureaucracy, pay cuts, changes to their pensions, and job cuts. Beth Farhat, Regional Secretary for the Northern Trade Union Congress, said in a press release [3] on 21 October that [1] http://www.teachers.org.uk/node [2] http://www.nasuwt.org.uk/index.htm [3] http://www.tuc.org.uk/industrial-issues/education-and-schools/lesson-right-and-wrong

The absence of any general legal regulation of working time in the UK, together with employers’ freedom in contract formation, provides the context for a variety of forms of flexible working hours. A long-running political debate in the UK has focused on the use of so-called zero hours contracts. This type of contract allows an employer to keep staff on standby and offer no guaranteed work or predictable levels of pay (*UK1306049I* [1]). Discussions have been ongoing about the extent and effects of zero hours contracts. During August 2013, a series of high profile developments meant that the issue continued to generate media headlines. [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/working-conditions-undefined/unions-welcome-government-review-of-zero-hours-contracts

New fees for pursuing cases through employment tribunals and the Employment Appeal Tribunal (EAT [1]) came into effect on 29 July 2013. Previously, it had been free of charge to bring a claim. [1] http://www.employmentappeals.gov.uk/

In the UK, the statutory obligation for employers to consult employee representatives about the impact of collective redundancies is triggered ‘where an employer is proposing to dismiss as redundant 20 or more employees at one establishment within a period of 90 days or less’, as set out in section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992, as amended [1]. [1] http://www.legislation.gov.uk/ukpga/1992/52/section/188

In June 2013, Business Secretary Vince Cable told /The Independent/ newspaper that the Department for Business, Innovation and Skills (BIS [1]) was conducting a review of the use of ‘zero-hours’ employment contracts. BIS officials will review how zero-hours contracts work, and investigate whether they tend to lead to abuse by employers. Vince Cable said ‘There has been anecdotal evidence of abuse by certain employers, including in the public sector … . Whilst it’s important our workforce remains flexible, it is equally important that it is treated fairly.’ [1] https://www.gov.uk/government/organisations/department-for-business-innovation-skills

On 28 May 2013, postal workers belonging to the Communication Workers’ Union (CWU [1]) took part in a fifth round of one-day strike action to protest Post Office closure and franchising plans, and related pay issues. [1] http://www.cwu.org/index.php

On 5 June 2013, EDF Energy [1] signed two industrial relations agreements with trade unions and the main contractor for the construction of the planned new UK nuclear power station at Hinkley Point C in Somerset. [1] http://www.edfenergy.com

In spring 2013, a series of key unemployment law reforms introduced in the United Kingdom changed parental leave and pay, redundancy consultation periods and employment tribunal regulations. A new type of employment contract has also been created.

On 15 April 2013, the Department of Business, Innovation and Skills announced that ministers had approved below-inflation increases in the national minimum wage (NMW) of 1.9% for adults aged 21 and above, and 1.0% for younger workers and apprentices. The increases will take effect in October 2013 and will bring the adult rate to GBP 6.31 (€7.41 as at 24 April 2013).

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.