The Changing Landscape of Employment Relations in Britain

By Rita Donaghy; Responses from: John Cridland, Frances O’Grady and William Brown

Where is industrial relations in the UK going? An assessment starting from a 1970s "partnership" between unions and employers.

In May 1972, the CBI and TUC met and agreed that "collective bargaining is best brought to a satisfactory conclusion by voluntary means; both recognise the need to improve the voluntary system of industrial relations". The agreement provided for the setting up by the CBI and the TUC of an independent conciliation and arbitration service under their auspices.

In the event, the arrival of a Labour Government in February 1974 led to the establishment of an independent Conciliation and Arbitration Service, at first administratively and then on a statutory basis. The word "Advisory was added to the title later.

The emphasis of the debate has changed. In the 1970s, the main emphasis was on long-standing institutions and processes such as collective bargaining - how they were performing, what was influencing them, how they could be improved. In the 1980s/1990s, the reverse was the case - the main emphasis was on the rapidly changing environment and how this was impacting on the employment relationship and the institutions that help to shape it. In the 'noughties', this emphasis is still there. But there is also a further dimension that reflects some of the enduring features of employment relations - a growing debate not just about refreshing and renewing the best of our existing institutions and processes, but also the need to create new ones to achieve the mutually supportive objectives of improving organisational performance and working life. These raise wider considerations about the future of collective bargaining and employment legislation as well as trade unions.

The respondents disagree on the future of collective institutions and collective bargaining. The speaker from the Chamber of British Industry echoes the standard international corporate line on individualism. Frances O'Grady from the TUC argues that the changing nature of work and workplaces means collectivism is more impotant than ever.

Warwick Papers in Industrial Relations; number 78

August 2005. Industrial Relations Research Unit

University of Warwick