Trade Unions | Factsheets

Trade unions have existed in the UK for centuries. Although membership levels have decreased significantly since their peak in the 1970s, they remain a legitimate and important form of employee voice. Developing effective working relationships with trade union representatives and members can help organisations to build a positive employment relations climate.

This factsheet explores the role and influence of trade unions and looks at the current level of union membership in the UK. It briefly looks at the history of trade unions and the role of trade union representatives. Finally, the factsheet considers the continuing value of a partnership approach to working with trade unions.

Trade unions are organisations whose members are usually workers or employees. They exist to protect and further the interests of their members by negotiating over working conditions such as wages. They do this by consulting and negotiating agreements with employers to represent the views of their membership, known as collective bargaining.

Union members pay a membership fee and elect representatives to represent them on areas of common interest in the employment relationship, such as pay, and give individual advice when they have a problem at work.

History of trade unions

The origins of trade unions go back to the mediaeval craft guilds but industrialisation during the nineteenth century prompted the growth of national unions, culminating in the Trade Union Act 1871.

The post-Second World War period of 1945-79 saw the real growth of union power, with unions keen to take advantage of the post-war boom, with full employment, and strikes steadily rose. The 1970s were the summit of union power; UK membership in 1979 peaked at 13.2 million, representing 55.4% of potential membership.

There has been a transformation in many aspects of UK employment relations over the past 40 years, none more profound than the changed role and influence of trade unions. The declining levels of union membership and density, combined with a huge fall in collective industrial action, are well charted.

Trade union membership levels

According to May 2023 UK official statistics, trade union membership declined to 6.25 million in 2022 and the proportion of UK employees who were trade union members fell to 22.3%, down from 23.1% in 2021. This is the second successive year in which trade union membership has fallen. Prior to this, it had risen for four consecutive years.

Unionisation levels have consistently been considerably higher in the public sector, and the industrial disputes over pay in 2022/2023 have been a visible reminder of their continued influence in this sector.

CIPD 2022 research shows that 45% of UK organisations have representative arrangements for informing and consulting with employees. Of these, 40% reported both union and non-union representation, 39% just non-union representation and 18% cited union representation only. As expected, the public sector is significantly more likely to have representative arrangements with trade unions (30% compared with 12% in the private sector).

The employer research asked the 39% of organisations with just non-union representation arrangements in place if there was pressure from one or more trade unions to achieve formal recognition. The vast majority (90%) replied in the negative and just 5% said yes.

Trade union representatives

Trade union representatives represent members in individual disputes such as disciplinary cases as well as in collective issues. They are not paid but do get paid time off to perform their role as a union representative.

Union representatives and members also have a statutory right to reasonable unpaid time off when taking part in trade union activities. The Acas Code of Practice on time off for trade union duties covers these in detail. They should establish structures and processes for communicating with union (as well as non-union representatives) and employees at all levels of the organisation.

Useful contacts and further reading

Contacts

Acas

GOV.UK – Joining a trade union

Involvement & Participation Association – working with TUs

Books and reports

Unions21. (2021). Changing World of Work – Future of Unions. London: Unions21.

Saundry, R. (2020). The impact of Covid-19 on Employment Relations in the NHS. CMP. HPMA Research Paper.

Colfer, B. (2022). European Trade Unions in the 21st Century – the Future of Solidarity and Workplace Democracy. Palgrave Macmillan

Journal articles

Labour Research Department. (2022). What’s the outlook for women in our unions? Labour Research March 2022 (online).

Bell, K. (2021). What role can trade unions play in building back better? IPPR Progressive Review Volume 28, Issue 3 p. 234-241.

CIPD members can use our online journals to find articles from over 300 journal titles relevant to HR.

Members and People Management subscribers can see articles on the People Management website.

This factsheet was last updated by Rachel Suff: Senior Employee Relations Adviser, CIPD

Rachel informs CIPD policy thinking on health and wellbeing as well as employment relations. She has over 25 years’ experience in the employment and HR arena.