Collective Consultation
This part of the topic index contains resources on collective consultation. Please select the resource that you require by clicking on the relevant tab below.
8
resources
These resources are maintained, meaning that we monitor developments on a regular
basis and update them as soon as possible.
| 1 | Information and consultation obligations in employment ... This overview explains when employers must inform and consult employee representatives. This can be in the context of transnational information, where European Works Councils exist, or with national consultative bodies for national matters. At national level, there are also specific events which trigger consultation obligations, such as collective redundancies and TUPE transfers. This overview does not deal with how to set up consultative bodies or collective bargaining with recognised trade unions. | Practice note: overview | Maintained |
| 2 | Consulting with employees on pension changes This practice note considers the requirement on employers to consult with their employees before making certain changes to their pension schemes. The requirement covers a number of prescribed changes that are set out in regulations. These include an employer deciding to close a scheme to new members, stop existing members accruing further benefits, or change the basis on which members accrue benefits. | Practice notes | Maintained |
| 3 | Electing employee representatives As part of its obligation to inform and consult over proposed collective redundancies or transfers of an undertaking, an employer may have to arrange for the election of employee representatives. Elections may also need to be held under an information and consultation agreement or in order to consult about changes to pension schemes. This note sets out the legal framework and gives practical steps on running an election. | Practice notes | Maintained |
| 4 | European Works Councils A note on the options available to UK-based multinationals in setting up a European Works Council (EWC), taking into account the lessons that have been learned since the EWC Directive took effect in 1994. The note looks at the key terms and some of the practical issues that arise when negotiating an EWC agreement. | Practice notes | Maintained |
| 5 | Information and consultation agreements This practice note considers an employer's obligations under the Information and Consultation of Employees Regulations 2004 to set up a national works council or other information and consultation arrangement. It includes strategic considerations for employers and a checklist of issues to cover in an information and consultation agreement. | Practice notes | Maintained |
| 6 | Redundancy (8): collective consultation This note details the collective consultation obligations of an employer who proposes to dismiss 20 or more employees as redundant within a period of 90 days. | Practice notes | Maintained |
| 7 | TUPE (6): obligations to inform and consult A note dealing with the obligations under the Transfer of Undertakings (Protection of Employment) Regulations 2006 to inform and (in some circumstances) consult with appropriate representatives of affected employees. | Practice notes | Maintained |
| 8 | TUPE and collective redundancy consultation: dealing with ... This note examines the overlap of the TUPE and collective redundancy obligations to inform and consult. | Practice notes | Maintained |