Marvin OnumonuEmployers raised concerns about new trade union rights as the UK entered a more unstable period for employment relations, CIPD research found.
Over half (56%) said working with trade unions could be beneficial, and 79% rated relations between managers and workers as good or very good.
Just 5% described relations as poor or very poor.
However, 62% agreed the UK was moving into a less stable period for employee relations, up from 53% in 2022.
54% expected industrial action to rise in the next year, and 69% believed unions could still cause major problems for the UK economy.
Employers were particularly worried about measures in the Employment Rights Bill.
40% opposed reducing the notice period for industrial action from 14 to 10 days, while 18% supported it.
Opposition rose to 47% among non-unionised employers.
35% opposed removing the 50% turnout threshold for strike votes, with 22% in support and opposition rising to 42% among non-unionised employers.
31% opposed extending the industrial action mandate from six to 12 months, with 18% in support and opposition rising to 38% among non-unionised employers.
Views were mixed on relaxing union recognition rules, with 24% against and 21% in support.
30% of non-unionised employers were against this change.
Employers already working with unions were less likely to oppose the changes, suggesting a lack of experience might drive some of the concern.
Rachel Suff, senior employee relations adviser for the CIPD, said: “Our research highlights the concerns many employers have about the impact of sweeping new rights and powers for trade unions, particularly among businesses with no experience of working with trade unions.
“There’s a real risk that these new rights will lead to more employment relations challenges and potentially an increase in collective disputes unless the Government takes firm steps to help employers adapt and work in partnership with trade unions.”
CIPD called for a statutory code of practice or similar framework to set out standards for partnership working, along with more resources for Acas, the Central Arbitration Committee and Employment Tribunal system.
The body also recommended clear advice, guidance and training for both employers and unions.
Suff added: “It’s understandable that there are concerns about the impact the Employment Rights Bill could have on organisations, especially amongst those with no experience of working with trade unions. “To get ready for the changes employers need to review their employment relations strategy and collective voice channels.
“Employers should also prioritise building their employee relations skills for effective partnership working among managers and their HR teams.
“They can also learn from examples of other businesses that have productive relationships with trade unions.”
Mike Clancy, general secretary of Prospect, said: “The Employment Rights Bill can lead to a more positive industrial relations landscape, with stronger working relationships between employers and unions, but it will only do so if there is a concerted effort from all parties to make this happen.
“While it is encouraging that concern about new trade unions rights among employers is currently relatively limited, and that those that already recognise unions are actually the most positive about the changes, these numbers also suggest a significant knowledge gap among employers about what the measures in the Bill could mean for them.
“This knowledge gap is both a challenge and an opportunity, and it is clear that there is still work for government, unions, and employers to do to ensure that the Bill is seen as an important step in creating a more positive industrial relations framework, including investing in the skills and institutions that underpin good industrial relations.”
