Your browser is no longer supported

For the best possible experience using our website we recommend you upgrade to a newer version or another browser.

Your browser appears to have cookies disabled. For the best experience of this website, please enable cookies in your browser

We'll assume we have your consent to use cookies, for example so you won't need to log in each time you visit our site.
Learn more


  • Comment
Lobbying by the Confederation of British Industry has secured changes to the Fairness at Work White Paper which are...
Lobbying by the Confederation of British Industry has secured changes to the Fairness at Work White Paper which are likely to calm employers' anxieties, the Financial Times says (p15).

Proposals include greater obstacles for unions seeking recognition in the workplace - the process will be more complex and time-consuming.

Employers will be able to dismiss workers involved in lawful disputes after the conflict has lasted eight weeks, if they can show they had taken 'all reasonable steps to resolve the dispute'.

Compensation awards in cases of unfair dismissal are to be capped at£50,000, training is not to be subject to collective bargaining, and zero hour contracts are not to be outlawed, so employers will still be able to put workers on call to work when needed.

The decisions contained in the detailed outline of the legislation were published yesterday. The full bill will be presented to Parliament next month and reach the statute books by the end of the summer, the FT says in a separate story on p24.

In a feature article run by the Glasgow Herald (p17) the Fairness at Work legislation is said to be the biggest boost for workers in a generation, even its diluted form.

However, unions have reacted in dismay, with TUC general secretary John Monks saying the government wa sadding 'new complexities' to the employment rights promised in the summer, the Yorkshire Post reports (p8).

The Transport and General Workers Union said the moves were a major step back from the principles in the previous White Paper.

  • Comment

Have your say

You must sign in to make a comment

Please remember that the submission of any material is governed by our Terms and Conditions and by submitting material you confirm your agreement to these Terms and Conditions.

Links may be included in your comments but HTML is not permitted.