Trade Union and Labour Relations Act

The initial employment legislation, which was mainly concerned with the control of relationships on the shop floor, the role of the union representative and basic conditions of employment, was the Trade Union and Labour Relations Act 1974. But this was overtaken by the Employment Protection Act 1975 which added considerably to the degree of protection afforded to employees in their employment. In turn, this Act was superseded by the... 

Part I of this Act provides for secret ballots to be held for the election to certain offices in trade unions and Part II relates to the holding of secret ballots before industrial action is taken. If a union supports a call for strike action without ballotting its members, that union loses any legal immunity allowed under the Trade Union and Labour Relations Act 1974. 

The employment legislation of the period from the early/mid-1960s to the mid-1970s culminated largely in the Health and Safety at Work Act (1974), and especially in the Trade Union and Labour Relations Act (1974) and the Employment Protection Act (1975). It was perhaps best understood in retrospect as a kind of housekeeping exercise which might clear the decks for action on more fundamental... 

The 1980 Employment Act was mainly concerned with trade unions, industrial disputes, and employees individual rights. The Act introduced changes to the Employment Protection Act of 1975, the Trade Union and Labour Relations Act of1974, and the Employment Protection (Consolidation) Actofl978. With regard to the trade unions, the main provisions were as follows. Employers with more than twenty employees were made to provide facilities for secret trade union ballots on their premises (this referred only to unions... 

Trade Union and Labour Relations Act 1974, Elizabeth II, 1974, ch. 52 (London HMSO). 

McColgan, The Trade Union and Labour Relations (Consolidation) Act 1992 , p. 32. 

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