Talking about anything union with your employer can be a daunting prospect, especially when it comes to recognition — but it doesn’t have to be.
As a modern trade union, Community embraces working with GOOD employers, and we welcome any and all employers to speak with us and our members about the benefits of recognition. In fact, union recognition is quite common across every sector of the UK economy, and employers will benefit massively from having open, constructive dialogue with unions.
Whether you’re a rep looking to secure recognition in your workplace, or just starting out as a Community member and are interested in organising in your workplace, follow these steps to secure recognition in your workplace today.
Here’s how you can approach your employer about seeking recognition with Community
1) Know your rights
Before speaking to your employer about recognition, it is crucial to understand your rights as a union member. In the UK, under the Trade Union and Labour Relations (Consolidation) Act 1992 as well as the Equality Act 2010, you have the legal right to:
- Join a trade union
- Ask for union recognition
Further to this, it is unlawful for your employer to:
- Discriminate against or victimise you for being a union member
- Tell you which union to join, or to leave your union
Another important thing to note is that recognition can be achieved through one of two routes:
- Voluntary (this is the preferred route, where the employer voluntarily agrees to recognition and work with the union); or
- statutory (legally enforced if specific criteria are met, typically through a majority vote).
Knowing both of these things before you approach your employer will help give you confidence and ensures that you are ready for any queries or objections your employer may have. Don’t forget, it is unlawful for your employer to treat you different because you are a union member – so don’t be afraid to tell them you’re a member of Community.
2) Speak with your colleagues about union recognition
With either the voluntary or statutory routes, one thing is vital – collective strength.
Before speaking to your employer, we would recommend chatting with colleagues about union membership, gauging their interest in union representation and encouraging them to join Community. The more members we have in a workplace, the easier recognition will be to achieve.
If you don’t feel comfortable speaking directly with colleagues about unionising, get in touch and we will happily provide you with information packs, posters and booklets to leave around the workplace about Community and our benefits.
If your colleagues are in favour of recognition, this will automatically make securing it much easier, should your employer object to voluntary recognition.
3) Choose the right time and setting
Recognition is a serious and important topic, and should ideally be discussed in a formal setting such as a meeting, rather than in passing or in the kitchen while making coffee. By scheduling a formal meeting with your employer, this signals that you are serious about recognition, and gives both you and your employer time to prepare.
Timing is also key – make sure to bring the discussion on recognition up outside of busy periods, or when your employer will have ample time to prepare and consider your points.
4) Focus on the benefits of recognition for everyone
Union recognition is a win-win for everyone involved, including your employer. While the benefits of recognition for employees speak for themselves, it is also important to frame your conversation around how recognition will benefit your employer, including:
- Improved communication: Recognition gives the workforce a collective voice to raise issues constructively, reduce misunderstandings and work collaboratively on resolving any issues at work.
- Increased morale: Workers who feel heard and recognised are often more engaged, loyal and productive at work, benefiting your employer and the workplace.
- Fairer processes: With recognition in place, formal representation ensures that disputes are handled consistently and fairly, protecting both members and the company.
- Reduced turnover: Workplaces with recognised unions in place see better retention, saving both time and costs associated with hiring new workers.
Further to this, it is also important to note to your employer that:
- Recognition is quite common: Community is recognised at hundreds of workplaces across the UK, including some well-known brands and businesses, as are dozens of other trade unions.
- Recognition is not a threat: Many employers see unions as enemies, and that is not the case. We want to work in partnership with employers for the benefit of our members, and recognition enables this partnership.
5) Be calm, clear and professional
During the meeting, it is vital that you stay calm and respectful. Again, many employers have a prenotion that unions are there to cause them trouble – and this is far from the truth. Even if your employer is hesitant or has questions, it is important to remember this is your opportunity to educate them on the benefits of recognition and partnership with Community.
If possible, you should ask a union representative, or a fellow Community member, to join you during the meeting who can help jump in and respond to any questions your employer may have.
Typical questions an employer may ask include:
- “Why do we need a union when we already have an HR department?”
- “What will this change about how we currently operate?”
- “Who will be involved in negotiations?”
We would always recommend being honest about your reasons for wanting recognition and remind your employer that recognition is about collaboration, fairness and transparency between workers, the union and the employer.
6) Take notes
During your meeting, we would always recommend taking notes of what is discussed, or any questions your employer has about what recognition will mean for them.
If you’re unsure about how to answer any of their questions, do not be afraid to tell your employer that you will get back to them once you have spoken with your union or your union rep.
7) Follow up your meeting in writing
After the meeting has taken place, you should follow up with a short email or letter. This should include:
- A summary of what was discussed
- The benefits to both workers and the employer
- Responses to any questions your employer had
- Dates, times and information on any follow up meetings or conversations
- How you will go about seeking recognition (the voluntary route or statutory route).
Following up your meeting not only records your discussion, but also highlights your professionalism and eagerness to proceed with recognition.
8) Securing recognition
If your employer agrees to go down the voluntary route of recognition, that’s great! Get in touch with us as soon as possible and we’ll arrange.
If not, we can apply for statutory recognition through the Central Arbitration Committee (CAC).
Raising the topic of union recognition is a big step, but it is also an empowering one. It’s about creating a workplace environment where everyone has a voice and where transparency and dialogue help to mould pay, workplace policy and safety to benefit everyone.
Having a conversation around recognition is just the start. If you’re not sure where to begin, or would like support in seeking recognition with Community, we’re here to help.
