See also
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Information and Consultation of Employees Directive 2002/14/EC is a European Labour Law that requires undertakings to inform and consult employees on significant changes to businesses in a standing procedure, typically called a work council.
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Labour laws, labour code or employment laws are those that mediate the relationship between workers, employing entities, trade unions, and the government. Collective labour law relates to the tripartite relationship between employee, employer, and union.
United Kingdom labour law regulates the relations between workers, employers and trade unions. People at work in the UK have a minimum set of employment rights, from Acts of Parliament, Regulations, common law and equity. This includes the right to a minimum wage of £11.44 for over-23-year-olds from April 2023 under the National Minimum Wage Act 1998. The Working Time Regulations 1998 give the right to 28 days paid holidays, breaks from work, and attempt to limit long working hours. The Employment Rights Act 1996 gives the right to leave for child care, and the right to request flexible working patterns. The Pensions Act 2008 gives the right to be automatically enrolled in a basic occupational pension, whose funds must be protected according to the Pensions Act 1995. Workers must be able to vote for trustees of their occupational pensions under the Pensions Act 2004. In some enterprises, such as universities or NHS foundation trusts, staff can vote for the directors of the organisation. In enterprises with over 50 staff, workers must be negotiated with, with a view to agreement on any contract or workplace organisation changes, major economic developments or difficulties. The UK Corporate Governance Code recommends worker involvement in voting for a listed company's board of directors but does not yet follow international standards in protecting the right to vote in law. Collective bargaining, between democratically organised trade unions and the enterprise's management, has been seen as a "single channel" for individual workers to counteract the employer's abuse of power when it dismisses staff or fix the terms of work. Collective agreements are ultimately backed up by a trade union's right to strike: a fundamental requirement of democratic society in international law. Under the Trade Union and Labour Relations (Consolidation) Act 1992 strike action is protected when it is "in contemplation or furtherance of a trade dispute".
The European Trade Union Confederation (ETUC) is the major trade union organisation representing workers at the European level. In its role as a European social partner, the ETUC works both in a consulting role with the European Commission and negotiates agreements and work programmes with European employers. It coordinates the national and sectoral policies of its affiliates on social and economic matters, particularly in the framework of the EU institutional processes, including European economic governance and the EU Semester.
European Works Councils (EWC) are information and consultation bodies representing employees in European multinational companies.
The Trade Union and Labour Relations (Consolidation) Act 1992 is a UK Act of Parliament which regulates United Kingdom labour law. The act applies in full in England and Wales and in Scotland, and partially in Northern Ireland.
European labour law regulates basic transnational standards of employment and partnership at work in the European Union and countries adhering to the European Convention on Human Rights. In setting regulatory floors to competition for job-creating investment within the Union, and in promoting a degree of employee consultation in the workplace, European labour law is viewed as a pillar of the "European social model". Despite wide variation in employment protection and related welfare provision between member states, a contrast is typically drawn with conditions in the United States.
The Information and Consultation of Employees Regulations 2004 are a United Kingdom statutory instrument. This follows the EU Information and Consultation of Employees Directive 2002/14/EC establishing a general framework for informing and consulting employees.
The Transfers of Undertakings Directive2001/23/EC is a European Union law that protects the contracts of employment of people working in businesses that are transferred between owners. It replaced and updated the law previously known as the Acquired Rights Directive 77/187/EC.
The Transnational Information and Consultation of Employees Regulations 1999 is a UK labour law that requires employers to inform and consult employees on significant changes to businesses in a standing procedure. This is called a transnational work council/work place forum, and is available if the employer operates in two or more European Union member states. TICER 1999 implement the European Works Council Directive, and operates primarily where US multinational corporations employ people in Europe.
The Collective Redundancies Directive98/59/EC is an EU Directive concerning the procedures and warnings that any employer is under a duty to its workforce to follow if it finds it necessary to make more than 20 employees redundant over 90 days.
Workplace participation in the United Kingdom refers to the structures that people at work have to participate in the way their organisation is managed. UK labour and company law generally leaves this up to the management of the company, appointed by shareholders and banks, to determine, and in contrast to most European jurisdictions requires only a minimum participation practices. Workers have the right to,
The Employment Information Directive 1991 of 14 October 1991, also known as the "Written Statement Directive", or the "Employment Information Directive" was an EU Directive which regulates European labour law for the purpose of making workers' contracts transparent. It has been superseded by the Employment Information Directive 2019.
Industrial democracy is an arrangement which involves workers making decisions, sharing responsibility and authority in the workplace. While in participative management organizational designs workers are listened to and take part in the decision-making process, in organizations employing industrial democracy they also have the final decisive power.
The United States of America v Nolan [2015] UKSC 63 was a 2015 judgment of the Supreme Court of the United Kingdom concerning the application of the Trade Union and Labour Relations (Consolidation) Act 1992 to public administrative establishments.
Lyttle v Bluebird UK Bidco 2 Ltd(2015) C-182/13 is a UK labour law case, concerning the information and consultation in the European Union.
Stewart v Moray Council [2006] ICR 1253 is a UK labour law case, concerning the information and consultation in the European Union.
Akavan Erityisalojen Keskusliitto AEK ry v Fujitsu Siemens Computers Oy (2009) C-44/08 is a European labour law case, concerning the information and consultation in the European Union.
E Green & Sons (Castings) Ltd v ASTMS [1984] IRLR 135 (EAT) is a UK labour law case, concerning the information and consultation in the European Union.
University of Stirling v UCU[2015] UKSC 26 is a UK labour law case, concerning the information and consultation in the European Union.
Labour hire is a form of employment in which an employer directs their de jure employees to perform work at an external workplace, belonging to a client of the legal employer.