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Guernsey: Industrial relations

Original and updating author: Jessica Roland, Mourant Ozannes
Consultant editor: Darren Newman

Summary

  • There is no general statutory regulation of trade unions or of trade union recognition, although employees are protected from dismissal for trade-union-related reasons. (See Trade unions and recognition)
  • Collective bargaining and agreements are subject to very little statutory regulation. (See Collective bargaining and agreements)
  • Employers have no general statutory obligation to inform or consult employees, directly or through representatives, on any business or employment matters. (See Informing and consulting employees - general)
  • There is no specific statutory obligation on employers to inform or consult employees or their representatives over planned redundancies, although they are required to adopt a fair and reasonable process and an official code of practice recommends that employees and (where appropriate) trade unions should be consulted. (See Informing and consulting prior to redundancies)
  • There is no statutory obligation on employers to inform or consult employees, directly or through representatives, prior to business transfers, although they are required to follow a fair and reasonable process in such situations. (See Informing and consulting prior to transfers)
  • There is no statutory regulation of industrial action, although there is a statutory procedure for the resolution of industrial disputes. (See Industrial action)