Trade Union and Labour Relations (Consolidation) Act 1992
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| Citation | 1992 c 52 |
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| Territorial extent | England and Wales; Scotland; Northern Ireland |
| Dates | |
| Royal assent | 16 July 1992 |
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Status: Amended
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| Text of statute as originally enacted | |
| Text of the Trade Union and Labour Relations (Consolidation) Act 1992 as in force today (including any amendments) within the United Kingdom, from legislation.gov.uk | |
The Trade Union and Labour Relations (Consolidation) Act 1992 (c 52) is a UK Act of Parliament which regulates British labour law. The Act applies in full in England and Wales and in Scotland, and partially in Northern Ireland.
The law contained in the Act (TULRCA 1992) has existed in more or less the same form since the Trade Disputes Act 1906. Underneath a mass of detail, four main principles can be found in the main parts of the Act. The Act's effect is to
Chapter I, sections 1 to 9, outlines the meaning of independent trade unions. Chapter II, sections 10 to 23, elaborates on the legal status of trade unions and their rights and duties in possessing property and being sued in court. Chapter III, sections 24 to 45, concern internal administration requirements of a union, such as the duty to make accounts and get audits, and the duty to supply a copy of the rule book to any person for a reasonable price. Chapter IV, sections 46 to 56A, involves the procedures for union representatives to be elected. Chapter V, sections 62 to 70, sets out the rights of trade union members to a ballot before any strikes, access to courts, disciplinary procedures, subscriptions and leaving the union. Chapters VI to VIIA, sections 71 to 108C, involve rules restricting the donation of union funds for political purposes and the payment of contributions to a union. Chapter IX, sections 117 to 121, is a number of miscellaneous provisions and definitions.
Part II consists of a single section 122, which defines the term "employer association".
Sections 137 to 177 detail the rights that a person has when participating in union activities.
It bans agreements or terms in employment contracts which require, prohibit, or discriminate on the basis of union membership (i.e. requiring open shops).
Chapter I, sections 178 to 187, involves the ground rules for collective bargaining. Section 179 provides that a collective agreement is deemed to be not legally enforceable unless it is in writing and contains an explicit provision asserting that it should be legally enforceable. This reflects the tradition in British industrial relations policy of legal abstentionism from workplace disputes.
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