| 1 | Employee disputes and industrial action: toolkit A toolkit to guide users through key maintained PLC content on employee disputes and industrial action, including links to all the relevant materials. | Practice note: overview | Maintained |
| 2 | Blacklisting of trade unionists This practice note deals with the ban on blacklisting trade union members for employment purposes under the Employment Relations Act 1999 (Blacklists) Regulations 2010, and related issues. | Practice notes | Maintained |
| 3 | Industrial action and the employment relationship This note sets out the respective rights of employers and employees as a result of a strike or other industrial action. It does not consider the position of the trade union (for which, see Practice note, Industrial action: is it lawful?). | Practice notes | Maintained |
| 4 | Industrial action injunctions A note setting out the process for obtaining an injunction to prevent unlawful industrial action by a trade union and its members, and the principles on which the court will decide whether to grant it. For information on when industrial action is lawful, see Practice note, Industrial action: is it lawful? | Practice notes | Maintained |
| 5 | Industrial action: is it lawful? This note considers the complex law on industrial action: what it is, and how it can be lawfully organised by a trade union so as to avoid liability for one of the economic torts. For a note on how industrial action affects the rights of employees, see Practice note, Industrial action and the employment relationship. For information on preventing unlawful industrial action from taking place, see Practice note, Industrial action injunctions. | Practice notes | Maintained |
| 6 | Trade union recognition (1): the Central Arbitration Committee This practice note considers the role of the Central Arbitration Committee (CAC) in the conduct of applications for statutory recognition by trade unions and for derecognition by employers and/or workers in accordance with Schedule A1 of the Trade Union and Labour Relations (Consolidation) Act 1992. | Practice notes | Maintained |
| 7 | Trade union recognition (2): the recognition process This practice note considers the procedure that an independent trade union must follow to be recognised as entitled to conduct collective bargaining on pay, hours and holidays for the workers in a bargaining unit under Schedule A1 to the Trade Union and Labour Relations (Consolidation) Act 1992. | Practice notes | Maintained |
| 8 | Trade union recognition (3): ballots on recognition and ... This practice note considers the steps that will be followed when the Central Arbitration Committee (CAC) orders that a ballot be held to assess the level of union support in a bargaining unit. A ballot may be ordered either in the case of a union applying for statutory recognition under Schedule A1 of the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA) or when an employer or worker applies to end the bargaining arrangements. The note also summarises the provisions of BIS's Code of Practice: Access and Unfair Pracitces during Recognition and Derecognition Ballots. | Practice notes | Maintained |
| 9 | Trade union recognition (4): deciding the bargaining ... This practice note considers the steps an employer and union should follow to try to agree a method of collective bargaining once the union has been recognised for collective bargaining purposes by the employer. It also considers the provisions of the Trade Union Recognition (Method of Collective Bargaining) Order 2000 (SI 2000/1300) which sets out the specified method of collective bargaining. | Practice notes | Maintained |
| 10 | Trade union recognition (5): when the bargaining unit ... This practice note considers what happens when, after the Central Arbritration Committee (CAC) has issued a declaration recognising a union as entitled to conduct collective bargaining on behalf of a group of workers (the bargaining unit), the bargaining unit changes. If the employer and union are unable to agree a new bargaining unit they may, in certain circumstances, apply for the CAC to consider whether the bargaining unit remains appropriate (and, if not, what it should be) under Part III of Schedule A1 to the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA). The employer may also ask the CAC to decide whether the bargaining unit has, in fact, ceased to exist. | Practice notes | Maintained |
| 11 | Trade union recognition (6): derecognition This practice note considers the ways in which, under Schedule A1 to the Trade Union and Labour Relations (Consolidation) Act 1992, either an employer or worker can attempt to derecognise a trade union that the Central Arbitration Committee previously declared was recognised as entitled to conduct collective bargaining on behalf of a group of workers. | Practice notes | Maintained |
| 12 | Trade union recognition (7): protection from detriment and ... This practice note outlines the claims that workers and employees can bring as a result of their treatment in connection with the statutory recognition or derecognition of trade unions under Schedule A1 to the Trade Union and Labour Relations (Consolidation) Act 1992. | Practice notes | Maintained |