Nearly two-thirds of employers (62%) believe the UK is entering a new, more unstable period of employee relations, up from 53% in 2022, according to research from the CIPD
With the Employment Rights Bill expected to receive Royal Assent early next month, the CIPD is urging the government to set out concrete measures to strengthen partnership working and prevent industrial tensions rising.
Its latest report, UK industrial relations: A future with trade unions, comes ahead of consultations on new trade union powers still to be finalised in secondary legislation.
The CIPD surveyed more than 2,000 employers, exploring the extent to which workplaces are unionised, how employers perceive the future of industrial relations, and their views on key Employment Rights Bill reforms around trade union rights.
It found that 56% of employers believe working in partnership with trade unions can be beneficial to organisations, and 79% describe relations between managers and employees as “very good or good”. Only 5% said “poor or very poor”.
Over half (54%) expect levels of industrial action to increase over the next 12 months, and 69% believe unions still have the power to cause major problems for the UK economy.
Looking at the measures outlined in the Employment Rights Bill, employers are particularly worried about:
- Reducing the notice period that unions must give when they intend to take industrial action, from 14 to 10 days: 40% oppose and 18% support, with opposition rising to 47% of non-unionised employers.
- Removing the current 50% turnout threshold so that a simple majority of members can vote in favour of industrial action: 35% oppose and 22% support, with opposition rising to 42% of non-unionised employers.
- Extending the expiry of the mandate for industrial action from six to 12 months: 31% oppose and 18% support, with opposition rising to 38% of non-unionised employers.
Rachel Suff, CIPD senior employee relations adviser, said: “Our research highlights the concerns many employers have about the impact of sweeping new rights and powers for trade unions, particularly among businesses with no experience of working with trade unions.
“There’s a real risk that these new rights will lead to more employment relations challenges and potentially an increase in collective disputes unless the government takes firm steps to help employers adapt and work in partnership with trade unions.”
Employers’ views are more mixed on the proposal to relax the statutory union recognition rules, so only a simple majority of those voting in a ballot is needed to achieve trade union recognition: 24% of employers oppose this, compared to 21% who support it. However, 30% of non-unionised employers are against this change.
The CIPD is calling for a new statutory code of practice, or similar, to define expected standards of behaviour for effective partnership working and to ensure both employers and unions are held accountable for upholding them. Equally important, said the HR body, will be additional resources for Acas, the Central Arbitration Committee and the employment tribunal system.
The CIPD also recommends the provision of clear advice, guidance and training for both employers and trade unions to improve employment relations skills, support voluntary agreements and avoid disputes wherever possible.
Suff continued: “It’s understandable that there are concerns about the impact the Employment Rights Bill could have on organisations, especially amongst those with no experience of working with trade unions.
“To get ready for the changes, employers need to review their employment relations strategy and collective voice channels. Employers should also prioritise building their employee relations skills for effective partnership working among managers and their HR teams. They can also learn from examples of other businesses that have productive relationships with trade unions.”
Mike Clancy, general secretary of the Prospect union, said: “The Employment Rights Bill can lead to a more positive industrial relations landscape, with stronger working relationships between employers and unions, but it will only do so if there is a concerted effort from all parties to make this happen.
“While it is encouraging that concern about new trade unions’ rights among employers is currently relatively limited, and that those that already recognise unions are actually the most positive about the changes, these numbers also suggest a significant knowledge gap among employers about what the measures in the Bill could mean for them.
“This knowledge gap is both a challenge and an opportunity, and it is clear that there is still work for government, unions, and employers to do to ensure that the Bill is seen as an important step in creating a more positive industrial relations framework, including investing in the skills and institutions that underpin good industrial relations.”
Source – https://www.personneltoday.com/hr/uk-employee-relations-cipd-research-2025/