Beyond dispute? Prospects for workplace peace in our time

In spite of recent industrial action at the BBC, most UK employers do not anticipate similar disputes within their own organisations over the next 12 months, according to findings issued by IRS Employment Review, published by LexisNexis Butterworths.

More than a quarter of employers surveyed reveal that there is a zero probability of a collective dispute in their organisation, while nearly one-third estimate there is less than a 10% chance of trouble. As a result, six out of 10 employers all but rule out the idea that they will become embroiled in a dispute with their unions in the year ahead.

Across the sectors, however, the single issue of pensions stands out. Nearly half of public sector panel members expect that if there is a collective dispute with their trade unions, it will be about pensions.

Although few organisations expect to become embroiled in a collective dispute over the coming year, one in ten think it highly likely. Public sector employers in particular fear that pensions are most likely to cause trouble.

IRS Employment Reviewís HR Prospects survey, now in its fourth year, examines the issues that employers face, including union participation, in recruiting and retaining staff. The survey includes responses from private and public 487 organisations, employing a total of 2,747,652 people ñ around one in 10 of all UK employees.

Other key findings:

Four out of ten respondents (39.5%) see industrial relations as a priority for their organisation in the year ahead, while around six out of ten listed other employment relations issues such as the annual pay review (58.0%) and information and consultation (64.3%) as priorities. These might well involve trade unions.

More than half the organisations surveyed recognise one or more trades unions for collective bargaining. The most common issues for negotiation are: pay, changes in working practices and redundancy, while few negotiate over pensions. (See below)

Nearly six out of ten respondents agreed - to some extent - with the proposition that they make better decisions as a result of union negotiations. This agreement becomes stronger in larger organisations, and is at its highest in the public sector where seven out of ten agree; disagreement is strongest in smaller companies, particularly in manufacturing.

IRS Employment Review, managing editor, Mark Crail said:

ìIt has been some years since the number of days lost to industrial action numbered in the millions. But is the current governmentís emphasis on partnership rather than confrontation reflected in the workplace? Trades unions are hardly the force they once were, and despite significant legal gains in recent years, they have failed to do more under the past eight years of Labour government than halt the massive decline in membership they suffered in more difficult times

ìThe IRS research seems to suggest that the relationship between employers and unions, where it exists, is relatively constructive and even effective. Overall, around eight out of ten of our panel members agreed to at least some extent with the proposition that they had a constructive working relationship with union reps, and disagreed with the idea that unions failed to understand the needs of their business.

ìFrom the point of view of trades unions, one of the most positive changes in the legal climate of recent years has been the introduction of a right to recognition where a majority of the workforce wants it. Although private service sector firms appear marginally less likely to describe their relationship with union reps as constructive, this positive attitude can generally be seen in organisations of all sizes and from all sectors of the economy.î