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Employment

What is my right to strike?

If you’re one of the 6.5 million Brits who are members of a trade union, you might be considering voting for industrial action. Here’s what you need to know about your right to strike.

The UK is seeing a wave of industrial unrest with rail workers, barristers, call centre staff and posties all exercising their right to strike over low pay or poor working conditions.

Disputes are at their highest point in five years, fuelled by competition for workers amid a shortage of labour, a cost of living crisis and falling wages.

And with around 23 per cent of Brits part of a union, union bosses have warned they could coordinate industrial action to form a national strike if employers don’t get around the negotiating table.

We spoke to Andrew Strong, senior tutor at The University of Law to find out what your rights are if you’re thinking about going on strike.

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Is there a right to strike in the UK?

There is no legal right to strike in the UK, however strike action is legal if organised by a trade union according to conditions laid out in the Trade Union and Labour Relations (Consolidation) Act 1992.

What are the rules for organising a strike?

A union must first be recognised by the workplace it is active in, and have raised a dispute on behalf of its members. It may then ask its members to vote by post – called a ballot to strike – on whether they wish to strike or not. 

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Unions have to give a minimum of 14 days notice to a workplace where they are planning industrial action. This doubled in 2014, when the government also brought in rules requiring at least 50 per cent turnout of union members when deciding on strike action.

Can I be fired for going on strike?

If you choose to go on strike, you are breaking the terms in your employment contract, however if this is part of legitimate industrial action, your boss should not take any disciplinary actions.

“As long as a labour strike is properly organised through a ballot, employers do not have grounds for dismissal,” said Strong. 

For up to 12 weeks after the industrial action, workers are protected from being sacked due to having gone on strike, and if they are, an unfair dismissal claim can be brought against them at an employment tribunal. 

But after those 12 weeks are up, employees may not be protected from punitive measures brought against them in retaliation for striking. 

“You should also be aware that you cannot and are not protected from striking on behalf of someone else’s employer, also known as secondary action,” adds Strong. 

Also called sympathy strikes, legislation introduced in the 1980s banned secondary action which take place when a union instructs its members to go on strike in support of another union and its causes. However this legislation would not stop separate unions co-ordinating the timing of their strikes to form a national strike.

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Will I get paid while on strike?

If you choose to stop working and participate in a strike, you are no longer entitled to pay. 

“While employers may deduct your pay, they legally cannot take more than one fifth of your weekly pay for a day’s strike action. For part-time employees, pay deductions should be based on pro-rata and for only your contracted hours,” explained Strong.

Going on strike can be a serious financial strain for workers whose reasoning for taking part in industrial action might be because their current pay is unsustainable. Some unions offer a strike fund, paid for by membership subscriptions, to help those who might suffer severe financial hardship when participating in a strike. 

“We did a lot of interviews with trade unions… and what really came across is that they don’t want to take strike action… It means their members lose pay and so on, it really is a last resort,” said CIPD employee relations adviser Rachel Suff. 

“When you are faced with union requests for recognition, it’s better to engage and try and work with your workforce,” she said, warning those bosses who refuse to engage with employee representatives that are more likely to face the threat of industrial action.

Unison has said that taking annual leave during a strike period does not count as taking part in the industrial action, meaning that employees who are on holiday or on sick leave will still be paid as usual.

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