La OIT es una agencia especializada de Naciones Unidas
Promoting jobs, protecting people
Base de datos sobre legislación nacional del trabajo, la seguridad social y los derechos humanos

Reino Unido >

Nombre: Trade Union and Labour Relations (Consolidation) Act 1992 (Chapter 52)
País: Reino Unido
Tema(s): Libertad sindical, negociación colectiva y relaciones laborales
Tipo de legislación: Ley
Adoptado el: 1992-07-16
Entry into force:
Publicado el: Printed separately, 192 p.
ISN: GBR-1992-L-30018
Bibliografía: Printed separately, 192 p.
Legislation online Legislation online, United Kingdom (Consultado el 2020-10-13)
Resumen/cita: Consolidates enactments relating to collective labour relations (trade unions, employers' associations, industrial relations and industrial action). Part I on trade unions is divided into seven Chapters, concerning the property and status of trade unions; trade union administration; elections for certain positions; rights of trade union members; applications of funds for political objects; amalgamations and similar matters; and assistance for legal proceedings. Part II on employers' associations provides for a list of employers' associations, the status and property of employers' associations, their administration, amalgamation, and application of funds for political purposes. Part III specifies rights in relation to union membership and activities, such as access to employment, contracts for supply of goods and services, disciplinary action and dismissal, time off for union duties, and exclusion or expulsion from union where employment is subject to a union membership agreement. Part IV concerns industrial relations including collective bargaining and procedures for handling redundancies. Part V governs the right to engage in industrial action such as strikes and picketing and liability for such action. Part VI deals with administrative matters.
Texto(s) derogado(s):
Texto(s) modificador(es):
Texto(s) modificado(s):
Texto(s) de aplicación:

© Copyright and permissions 1996-2014 International Labour Organization (ILO) | Privacy policy | Disclaimer