This is a preview. Log in to read the full article. Don't have a log-in?

Learn More Request a Demo

Guernsey: Industrial relations

Original and updating author: Rachel Guthrie, Mourant Ozannes

See the legal services provided by the authors of XpertHR International > Guernsey, including any discounts/offers for subscribers.

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)