A union may agree to amend the contract on behalf of a worker (or group of workers) if it is written in the employment contract that the union may agree to changes (a “collective agreement”). A collective agreement can only be applied if it is included in the “integrated” employment contract. If this is correct, the changes are mandatory and the employee is subject to the new conditions (although our comments are shown below: a staff member may challenge a contract amendment if he or she believes the clause may be discriminatory). Collective agreements may be implicit or explicitly incorporated into individual employment contracts. Those that are expressly included are usually made by reference to the collective agreement in the employment contract. Legally binding collective agreements are automatically transferred to the purchaser when a business is transferred. The employment contract should also provide that the terms of the individual employment contract may change if a collective agreement is changed. If you feel that a change in collective agreements is not working in your best interest (for example. B because the newly introduced change in working time does not correspond to your child care duties), the role of a large-scale union and myself is to work with the employer to agree on changes that are in the best interests of the workers.
If a collective agreement contains a non-strike clause (which limits or prohibits trade union action), it is also not considered binding on individual workers, unless it is written, it should be noted that these clauses are included in a contract as explicitly or implicitly included in the individual`s employment contract and is easily accessible in the workplace. The general situation is that when a provision of a collective agreement is incorporated into an individual employment contract, that provision, as the duration of that contract, acquires an independent contractual effect that the worker can avail itself of. However, a clause in a collective agreement is null and fin and a rule of a principality law is not applicable if it promotes or provides for a description prohibited by the Equality Act 2010.