UK Labour Law Quiz 2023

<p>The right to be automatically enrolled in a basic occupational pension. (C)</p> Signup and view all the answers

<p>To provide a mechanism for workers to counterbalance employer power. (A)</p> Signup and view all the answers

<p>When it is in contemplation or furtherance of a trade dispute. (B)</p> Signup and view all the answers

<p>Sex, race, sexual orientation, religion or belief, and age. (C)</p> Signup and view all the answers

<p>Employers must make reasonable adjustments to accommodate them. (C)</p> Signup and view all the answers

<p>To guarantee workers take actual time off for rest and leisure. (A)</p> Signup and view all the answers

<p>Employees. (C)</p> Signup and view all the answers

<p>2 weeks. (B)</p> Signup and view all the answers

<p>33 weeks. (D)</p> Signup and view all the answers

<p>The mother must have worked for the employer for 26 weeks. (D)</p> Signup and view all the answers

<p>2 weeks. (A)</p> Signup and view all the answers

<p>4 weeks. (C)</p> Signup and view all the answers

<p>Up to 26 weeks of her maternity leave. (C)</p> Signup and view all the answers

<p>Unexpected situations relating to family or dependents. (C)</p> Signup and view all the answers

<p>21 days' notice. (C)</p> Signup and view all the answers

<p>Only on the basis of a correct fact assessment using business necessity reasons. (B)</p> Signup and view all the answers

<p>The employer was obligated to compensate the employee for refusing her part-time request. (D)</p> Signup and view all the answers

<p>Both employees and agency workers. (D)</p> Signup and view all the answers

<p>National Insurance contributions. (A)</p> Signup and view all the answers

<p>They could avoid paying employer contributions. (C)</p> Signup and view all the answers

<p>A distinct entity with a permanent location performing specific tasks. (C)</p> Signup and view all the answers

<p>They were deemed separate establishments despite having fewer than 20 employees. (D)</p> Signup and view all the answers

<p>Once a strategic or commercial decision regarding redundancies is planned. (A)</p> Signup and view all the answers

<p>The subsidiary identified for redundancies. (B)</p> Signup and view all the answers

<p>If there are exceptional circumstances. (A)</p> Signup and view all the answers

<p>16 to 75 (D)</p> Signup and view all the answers

<p>The benefits are individualized and based on contributions (A)</p> Signup and view all the answers

<p>The National Employment Savings Trust (D)</p> Signup and view all the answers

<p>Based on either the final salary or career average earnings (D)</p> Signup and view all the answers

<p>One third (D)</p> Signup and view all the answers

<p>The Employer’s Liability (Defective Equipment) Act 1969 (C)</p> Signup and view all the answers

<p>The Health and Safety Executive (A)</p> Signup and view all the answers

<p>Impose criminal penalties (D)</p> Signup and view all the answers

<p>Prohibited secondary industrial action and required ballots before strikes. (C)</p> Signup and view all the answers

<p>The tax system (A)</p> Signup and view all the answers

<p>The National Minimum Wage Act 1998 (B)</p> Signup and view all the answers

<p>The Social Security Contributions and Benefits Act 1992 (A)</p> Signup and view all the answers

<p>They have preferential status except against those with fixed security (A)</p> Signup and view all the answers

<p>The EU's Social Chapter. (C)</p> Signup and view all the answers

<p>The 1992 Robert Maxwell scandal (C)</p> Signup and view all the answers

<p>Distinguishing between 'self-employed' and 'employees'. (A)</p> Signup and view all the answers

<p>To ensure all pension schemes meet a minimum funding level (D)</p> Signup and view all the answers

<p>Enrolment in a pension plan and paid holidays. (A)</p> Signup and view all the answers

<p>Employee. (D)</p> Signup and view all the answers

<p>The Pension Protection Fund (A)</p> Signup and view all the answers

<p>Whether the worker could be controlled by their employer. (C)</p> Signup and view all the answers

<p>They are harmonised with the European-wide requirements, set by the Health and Safety Directive (B)</p> Signup and view all the answers

<p>Mutuality of obligation test. (B)</p> Signup and view all the answers

<p>Ensuring every working person has basic rights and a voice at work for fair standards. (D)</p> Signup and view all the answers

<p>It frustrated the right to strike. (D)</p> Signup and view all the answers

<p>Inspections and compliance notices issued by HMRC. (B)</p> Signup and view all the answers

<p>They represent a highly contested area of contract law, due to the potential for abuse by employers, if it breaks legal rights. (B)</p> Signup and view all the answers

<p>Brought the UK into the EU's Social Chapter. (C)</p> Signup and view all the answers

<p>Minimum wage and paid holidays. (C)</p> Signup and view all the answers

<p>When the employee has given written consent for the deduction. (C)</p> Signup and view all the answers

<p>They must be paid for the time they are on call, unless they are asleep using supplied facilities. (D)</p> Signup and view all the answers

<p>Mutuality of obligation, economic realities and the substance over form. (D)</p> Signup and view all the answers

<p>Common law principles on part performance of work. (C)</p> Signup and view all the answers

<p>It justifies implementing additional terms beyond what might be agreed via freedom of contract. (D)</p> Signup and view all the answers

<p>Collective bargaining by unions. (B)</p> Signup and view all the answers

<p>The exact parameters are largely left for the courts to rule on case by case. (B)</p> Signup and view all the answers

<p>To ensure workers were paid in actual money, not goods. (C)</p> Signup and view all the answers

<p>Its interpretation is a matter of construction of the agreement, and exclusive judicial competence to define. (D)</p> Signup and view all the answers

<p>One calendar month. (C)</p> Signup and view all the answers

<p>Any person who personally performs work, but not for a client or customer. (D)</p> Signup and view all the answers

<p>Master-Servant. (A)</p> Signup and view all the answers

<p>A penalty of twice the minimum wage owed, per worker per day. (C)</p> Signup and view all the answers

<p>20% (D)</p> Signup and view all the answers

<p>Self-employed people pay 3% less than employees. (D)</p> Signup and view all the answers

<p>To keep a minimum tax revenue for the government, without impacting high-income earners, regardless of the minimum wage. (C)</p> Signup and view all the answers

<p>To ensure employees have dignified living standards. (D)</p> Signup and view all the answers

<p>Employee terms cannot be worsened without a solid economic, technical, or organizational reason. (D)</p> Signup and view all the answers

<p>To suppress wages and prevent worker organization following the Black Death. (B)</p> Signup and view all the answers

<p>Workers must be paid in cash, not goods or services. (D)</p> Signup and view all the answers

<p>Slavery was officially declared illegal in 1772. (D)</p> Signup and view all the answers

<p>The factual dependency of workers on employers, due to the threat of poverty from unemployment. (B)</p> Signup and view all the answers

<p>Labor should not be regarded merely as an article of commerce. (A)</p> Signup and view all the answers

<p>Collective bargaining, where workers unite to negotiate terms. (C)</p> Signup and view all the answers

<p>Collective agreements had no legal force and encouraged voluntarism between industrial partners. (B)</p> Signup and view all the answers

<p>Significant migration of citizens from Commonwealth countries. (D)</p> Signup and view all the answers

<p>Discrimination was banned on the grounds of race first. (A)</p> Signup and view all the answers

<p>The application of trade boards across various industrial sectors. (D)</p> Signup and view all the answers

<p>EU law brought employment rights into focus with the Social Chapter of the Maastricht Treaty. (C)</p> Signup and view all the answers

<p>To ensure full coverage of collective agreements to the majority of the UK workforce. (D)</p> Signup and view all the answers

<p>The strike failed to immediately change government policy. (D)</p> Signup and view all the answers

<p>The exchange of work for a wage. (C)</p> Signup and view all the answers

<p>The contracts did not accurately reflect the actual relationship, due to the disparity in bargaining power. (B)</p> Signup and view all the answers

<p>Employees are entitled to job security while workers are not. (A)</p> Signup and view all the answers

<p>The way courts construe a contract must be 'intellectually segregated' from general contract law to protect statutory rights. (B)</p> Signup and view all the answers

<p>The 'apt for incorporation' test. (A)</p> Signup and view all the answers

<p>The duty of good faith or 'mutual trust and confidence'. (B)</p> Signup and view all the answers

<p>The dismissal notice is only effective when the employee actually reads it. (A)</p> Signup and view all the answers

<p>Through reasonable notice, such as reference to a staff handbook. (C)</p> Signup and view all the answers

<p>An approach that takes into account the relative bargaining power of the parties and the overall context, not just the written words of a contract. (C)</p> Signup and view all the answers

<p>The right to a safe system of work, a minimum wage and limits on working time. (C)</p> Signup and view all the answers

<p>An employer treating workers unequally when upgrading pay. (B)</p> Signup and view all the answers

<p>A contract where employers have no obligation to offer work, and employees have no obligation to accept it. (A)</p> Signup and view all the answers

<p>The agreement is deemed void and the statutory rights stand. (C)</p> Signup and view all the answers

<p>Employers have a duty to inform employees of their workplace pension rights. (A)</p> Signup and view all the answers

<p>The right to child care. (D)</p> Signup and view all the answers

<p>When the employee was acting on a 'frolic of their own' and the employer did not place the employee in a position to cause harm. (A)</p> Signup and view all the answers

<p>Employers must purchase insurance specifically to cover all claims for injury costs. (B)</p> Signup and view all the answers

<p>No legal claim can arise from an illegal act. (A)</p> Signup and view all the answers

<p>It placed responsibility on all employers that materially increased a worker's risk, to be jointly and severally liable. (D)</p> Signup and view all the answers

<p>Liability was shared between all companies on a proportionate basis. (B)</p> Signup and view all the answers

<p>Reversed the ruling in <em>Barker v Corus</em> and placed the financial uncertainty back onto employers. (B)</p> Signup and view all the answers

<p>A direct duty of care, even if the subsidiary is the direct employer. (B)</p> Signup and view all the answers

<p>Interpret domestic law so far as possible in a way that aligns with the European Convention. (D)</p> Signup and view all the answers

<p>Issue a declaration of incompatibility for Parliament to amend the law. (C)</p> Signup and view all the answers

<p>It is an offence to intercept private communication such as emails, calls or websites without lawful authority. (C)</p> Signup and view all the answers

<p>Whether the employer made it sufficiently clear their messages would be checked. (B)</p> Signup and view all the answers

<p><em>Kopke v Germany</em> concerning surveillance on a suspected employee (B)</p> Signup and view all the answers

<p>Data must be processed only by consent or law, fairly, transparently, with a legitimate purpose, kept secure, and no longer than needed. (B)</p> Signup and view all the answers

<p>Data such as political opinions, union membership, or biometric data, because it requires more protection under the GDPR. (B)</p> Signup and view all the answers

<p>To have any inaccurate data rectified, and erased if consent is withdrawn and there is no longer a lawful ground for it to be kept. (A)</p> Signup and view all the answers

<p>Statements of political opinion and association (C)</p> Signup and view all the answers

<p>Vogt v Germany (D)</p> Signup and view all the answers

<p>Qualifying disclosures for public interest (D)</p> Signup and view all the answers

<p>Disclosures for personal gain (D)</p> Signup and view all the answers

<p>Freedom of association (B)</p> Signup and view all the answers

<p>By improving members' lives at work (D)</p> Signup and view all the answers

<p>Providing mutual assistance (D)</p> Signup and view all the answers

<p>Collective action in trade disputes (C)</p> Signup and view all the answers

<p>Trade Disputes Act 1906 (A)</p> Signup and view all the answers

<p>Decreased regulation of unions (B)</p> Signup and view all the answers

<p>Direct elections (D)</p> Signup and view all the answers

<p>Compliance with compulsory standards set by legislation (D)</p> Signup and view all the answers

<p>There are legal rights to information and consultation (B)</p> Signup and view all the answers

<p>Unions may expel members if not abusing their power. (C)</p> Signup and view all the answers

<p>The right to collectively bargain for fair wages. (D)</p> Signup and view all the answers

<p>It was completely voluntary and left largely untouched by law. (C)</p> Signup and view all the answers

<p>Trade Union and Labour Relations Consolidation Act (C)</p> Signup and view all the answers

<p>Section 146 (A)</p> Signup and view all the answers

<p>They can take action to persuade employers to bargain. (B)</p> Signup and view all the answers

<p>A situation where a reasonable worker feels they were treated unfavorably. (D)</p> Signup and view all the answers

<p>They cannot be forced into union membership. (B)</p> Signup and view all the answers

<p>Affirmed freedom from association in addition to freedom of association. (A)</p> Signup and view all the answers

<p>The true reason was related to her political beliefs. (B)</p> Signup and view all the answers

<p>32% (A)</p> Signup and view all the answers

<p>Purposive interpretation of anti-discrimination legislation. (D)</p> Signup and view all the answers

<p>Take reasonable time off to fulfill union roles. (D)</p> Signup and view all the answers

<p>To ensure non-union members contribute to union fees (C)</p> Signup and view all the answers

<p>General guidelines for union activities. (A)</p> Signup and view all the answers

<p>Pensions Act 2008 (A)</p> Signup and view all the answers

<p>Peasants' Revolt of 1381 (C)</p> Signup and view all the answers

<p>A fundamental human right (A)</p> Signup and view all the answers

<p>It becomes immune from liability in tort (C)</p> Signup and view all the answers

<p>A conflict primarily related to employment terms between workers and their employer (D)</p> Signup and view all the answers

<p>Section 224 (D)</p> Signup and view all the answers

<p>They must hold a mandatory ballot (D)</p> Signup and view all the answers

<p>A turnout of at least 50% (D)</p> Signup and view all the answers

<p>It is considered a breach of contract leading to tortious liability (C)</p> Signup and view all the answers

<p>Collective actions related to trade disputes (B)</p> Signup and view all the answers

<p>Picketing must be peaceful with a supervisor present (A)</p> Signup and view all the answers

<p>Police officers and armed forces (D)</p> Signup and view all the answers

<p>Protection against political oppression (A)</p> Signup and view all the answers

<p>Five years (C)</p> Signup and view all the answers

<p>Members can opt-out of contributing to the political fund (C)</p> Signup and view all the answers

<p>A two-thirds vote of members (B)</p> Signup and view all the answers

<p>Judicially developed principles of natural justice must be followed (A)</p> Signup and view all the answers

<p>Members have direct voting rights for the executive (C)</p> Signup and view all the answers

<p>The new rule contradicted the democratic nature of the union's constitution (D)</p> Signup and view all the answers

<p>The right to dictate union policy (C)</p> Signup and view all the answers

<p>Trade Union and Labour Relations (Consolidation) Act 1992 (B)</p> Signup and view all the answers

<p>By consulting the Electoral Reform Society’s guidance (D)</p> Signup and view all the answers

<p>Remedies for breaches of rights (A)</p> Signup and view all the answers

<p>Financial transparency of unions (C)</p> Signup and view all the answers

<p>Solidarity among unions (C)</p> Signup and view all the answers

<p>Members cannot be expelled without fair reason (A)</p> Signup and view all the answers

<p>Clarity on expulsion of members with conflicting beliefs (B)</p> Signup and view all the answers

<p>They only matter if outcomes are affected (C)</p> Signup and view all the answers

<p>Notify the employer of the strike within four weeks. (D)</p> Signup and view all the answers

<p>If the strike is not officially endorsed by the union. (A)</p> Signup and view all the answers

<p>Whether there is a 'serious question to be tried'. (A)</p> Signup and view all the answers

<p>To consult employees on changes in job structures for companies with 50 or more employees. (C)</p> Signup and view all the answers

<p>Penalties of up to £75,000. (D)</p> Signup and view all the answers

<p>Consult for 30 days when contemplating redundancies of 20 or more employees. (B)</p> Signup and view all the answers

<p>An economic dismissal not related to the individual concerned. (B)</p> Signup and view all the answers

<p>The Companies Act 2006 section 417-419. (C)</p> Signup and view all the answers

<p>There must be meaningful dialogue aimed at reaching an agreement. (D)</p> Signup and view all the answers

<p>At least 15 employees or 10% of staff, whichever is higher. (D)</p> Signup and view all the answers

<p>Injunctions should be granted rarely and consider practical realities. (B)</p> Signup and view all the answers

<p>Community service requirements. (C)</p> Signup and view all the answers

<p>It did not adequately consult employees, so a ballot was unnecessary. (A)</p> Signup and view all the answers

<p>They are codified but not directly binding. (D)</p> Signup and view all the answers

The lowest wage that employers can legally pay workers, set at £11.44 for over-23s from April 2023.

Law that entitles employees to 28 days of paid holiday and limits long working hours.

Legislation that grants rights including child care leave and the request for flexible working patterns.

Acts that require automatic enrollment into a basic occupational pension with protected funds.

Negotiations between trade unions and management to set employment terms and conditions.

Legislation enforcing equal treatment in the workplace regardless of personal characteristics.

Legal protections for union actions, including the right to strike during trade disputes.

Rights for workers to elect trustees and influence decisions in large organizations.

Employees must receive reasonable notice before dismissal after one month of employment.

Compensation given to employees when their job is no longer necessary.

Regulations ensuring employee terms can't worsen during business transfers.

A 1381 uprising against oppressive labor laws in England.

The worker's ability to choose where to work, though dependency remains.

Created post-World War I to establish labor standards globally.

Councils that developed sector-wide wage agreements in the UK.

Laws preventing discrimination based on various characteristics.

Legislation prohibiting job discrimination based on gender.

An 1807 law that banned the slave trade within the British Empire.

Law that restricted workers' rights post-Black Death in England.

Part of the Maastricht Treaty that brought employment rights into EU law.

A law creating minimum wage boards for specific industries, enacted in 1909.

The essential principle that employees exchange work for wages.

The ongoing requirement for both parties to offer and accept work.

A Supreme Court case that affirmed mutuality of obligation in employment contracts.

Considering the intent behind written agreements rather than just the text.

Someone performing work under a contract but not necessarily an employee.

Entitlements like minimum wage and safe systems, but no job security.

Workers employed through an agency are considered employees relative to the agency.

Minimum rights guaranteed by law that apply to employees.

Separating employment law from general contract law to protect rights.

The rules around how and when an employee is notified of their termination.

Terms that are included in a contract by reasonable notice.

Rights derived from agreements between unions and employers.

Terms that are understood to exist in an employment contract, even if not written.

The obligation of employers to maintain trust and fairness in the workplace.

An obligation of employers to provide a safe working environment.

A core implied term in employment contracts requiring parties to act in good faith towards each other.

The traditional legal framework where the employer (master) directs the work of the employee (servant).

Contract terms allowing employers to modify working conditions without consent in certain situations.

A legal minimum wage set by the UK government to ensure fair pay for workers.

Early laws requiring workers to be paid in cash rather than goods.

A specific body that set minimum wages for agricultural workers in the UK.

An independent body advising the government on minimum wage rates in the UK.

Payment for workers who are available to work during specific hours, even if not actively working.

Official notices issued to employers to ensure compliance with wage laws.

Legislation governing income tax rates and allowances in the UK.

The amount of income that is tax-free for individuals in the UK.

Payments made by employees and employers to qualify for state benefits.

Reductions in employees' pay, permitted under specific conditions and with consent.

A legal body that resolves disputes between employees and employers regarding employment rights.

Law establishing minimum statutory rights for workers.

Attempts to limit trade union powers in the 1980s.

Legal changes limiting workers' right to strike.

Introduced a country-wide minimum wage in the UK.

Mandated employer recognition of trade unions.

Source of many UK labour law reforms since 1997.

Includes various statuses such as 'worker' and 'employee'.

Employees have more comprehensive rights compared to workers.

Test courts use to determine employment status based on real factors.

Rights related to maternity leave and child care for employees.

Systems designed to regulate minimum wages, dismantled in 1980s.

New laws in 2016 weakened employees' ability to strike.

Set to be £11.44 per hour.

Relates to the leverage workers have in negotiations.

A standard 13.8% payment made by an employer to an employee's retirement fund.

Misrepresentation of an individual's employment status to avoid employer obligations.

Laws that guarantee workers paid holidays, breaks, and weekends.

Every worker is entitled to at least 28 days of paid leave each year.

Rights for pregnant women including 52 weeks leave, with some paid.

Up to 13 weeks' unpaid leave for parents until the child turns 5.

Entitles fathers to 2 weeks of leave at statutory pay.

Allowed for employees to deal with emergencies like school issues or dependents' illness.

Employees can request flexible hours for child care until they’re 6.

Employees, including agency workers, can request time off for training.

Disparity in earnings between men and women, often amplified by leave policies.

An additional 13 weeks of unpaid leave after the paid maternity leave ends.

Employees can return to their original job after specific leave periods.

Comprised of three pillars: state pension, workplace pensions, and personal pensions.

Employers are responsible for agents' actions during employment.

A defense where an employee acts independently, not for the employer.

Law requiring employers to have insurance for injury costs.

A legal principle preventing claims when illegal activity occurs.

Injuries from asbestos exposure involving multiple employers.

Multiple parties can be responsible for the entire loss damages.

Legislation reversing the liability decision from Barker v Corus.

Parent companies owe care despite subsidiaries being direct employers.

Requires UK laws to align with European human rights principles.

Protected under ECHR article 8 and UK privacy laws.

Regulations for processing personal data lawfully and securely.

The right to correct inaccurate personal data.

Rules governing surveillance and privacy rights of employees.

UK law establishing guidelines for personal data handling.

Expectation that private communications will not be monitored.

Pensions provided through employment contracts, often funded by employers.

A worker aged 16-75 with specific wage limits for pension enrollment.

A pension scheme where contributions determine benefits received.

A public pension option established to compete with private managers.

Pensions negotiated by workers, usually offering better benefits.

Pension benefits calculated from salary or career average earnings.

A fund structure where a trustee manages pension benefits for contributors.

A body overseeing pension standards and trustee duties.

Law prioritizing unpaid pension contributions during company insolvency.

A fund that guarantees pension payouts up to a maximum amount.

Legislation ensuring safe working conditions and employee involvement.

Payment received by employees during illness as mandated by law.

UK service providing healthcare funded through taxes.

Mandate that all workers receive equal pension rights regardless of gender.

Members of a union have the right to directly vote for their executive members.

No candidate can be unreasonably excluded from elections; all voters are equal.

An official that hears complaints about union election malpractice and enforces laws.

A case where a union's rule against a candidate was deemed unfair and inconsistent with democracy.

Trade Union and Labour Relations (Consolidation) Act that governs union practices in the UK.

Members have five main rights under the law regarding union operations and governance.

Unions must keep accounts that provide a true and fair view of their finances for six years.

Members can opt out of contributing to a union's political fund, which must be approved every 10 years.

Members must be treated fairly if disciplined by their union, following natural justice principles.

Members cannot be expelled without valid reason, as defined by TULRCA 1992.

Actions taken by union officials beyond their powers can be challenged by any member.

Unions are guided by best practice standards to interpret their rules and regulations.

An agreement among unions to maintain solidarity and protect members from poaching.

Unions must define their political objects in their constitutions and maintain separate funds.

Members have the right to inspect union financial records that must be audited.

A distinct entity, often permanent, responsible for selling goods and has its own management.

The obligation to talk with employees or unions about potential redundancies.

Consultation must start once planning for significant job losses begins.

A union acknowledged by the employer to represent employee interests during consultations.

Conditions under which an employer can avoid consultation obligations.

The right to express opinions freely, protected under ECHR article 10.

A case where dismissing a teacher for political views violated ECHR article 10.

A case ruling that a nurse's dismissal for whistleblowing was unlawful.

Legal protections for employees disclosing illegal activities under Employment Rights Act 1996.

Types of disclosures protected under whistleblower laws, such as criminal acts and safety violations.

Right to freedom of association, protecting workers’ collective activities.

Organizations that represent workers and advocate for their rights.

Legal ability of trade unions to pause work during disputes.

Law that aimed to protect unions from court interference.

Confirmed union's right to act collectively without legal liability.

Philosophy of minimal government interference in union organization.

Right for employees to influence pension management decisions.

Unions' ability to mobilize members for disputes or strikes.

Regulations around how unions must ballot workforce for action.

The union must inform the employer of strike results promptly, within four weeks.

Employees cannot be dismissed for participating in a union-endorsed strike for up to 12 weeks.

Employers can seek court injunctions against strikes conducted unlawfully.

Employers must consult when contemplating redundancies affecting 20 employees or more.

Rights derived from collective bargaining requiring employers to inform and consult employees.

Consultation requires meaningful dialogue aimed at reaching agreements, not just announcements.

Historical models of collective bargaining provide rights to consult and negotiate terms.

Existing protocols must not be inferior; otherwise, employee ballot may be needed for new methods.

The 1992 Act requiring information disclosure for good industrial relations practices.

Establishes general consultation rights in EU for employee relations.

Regulates consultation rights in specific contexts like redundancies and health safety.

Redundancy refers to economic reasons, not linked to employee performance issues.

Negotiated agreements can expand consultation issues beyond standardized models.

Courts assess where the balance lies before granting injunctions against strikes.

The Supreme Court defined redundancy as unrelated to individual performance in teaching staff cases.

Arrangements where non-union members contribute to union fees for collective services.

Strikes throughout history have challenged oppression and led to reforms.

Legislation that codified rules and protections for trade unions and collective action.

A conflict primarily between workers and their employer about employment terms.

A type of collective action against third parties not directly involved in a dispute.

Legal obligation for unions to conduct a ballot before any strike action.

Restrictions on strike actions in essential service sectors like police and fire.

Action taken by a union in anticipation of a trade dispute for legal protections.

Legal protection for unions coordinating actions during trade disputes.

Guidelines stating that picketing must be peaceful and supervised.

Union must notify the employer 7 days before a ballot for a strike.

Updated requirement for a 50% turnout for strikes to be valid under recent law.

Protection from legal action for unions during lawful collective activities.

Picketing and protests must be conducted peacefully to be legal.

Case where ASLEF was entitled to expel a member if union rules were not abused.

Union members can choose not to strike despite union decisions.

The UK's approach allows employers and unions to reach agreements voluntarily.

In 2010, approximately 32% of the UK workforce had collective agreements.

Laws protecting workers from employment discrimination based on union membership.

Court ruling that dismissed a worker for Trotskyism was unlawful under anti-discrimination laws.

Case in which pay was withheld due to union collective agreement adherence, deemed violating rights.

Determines if a worker's treatment was detrimental, affecting their rights.

Specifically penalizes blacklisting union members and protects their data.

Employers must allow union officials reasonable time off to perform their roles.