Requirements to notify employers 



Before taking industrial action, the union must give notice to employers at four key stages as set out below. These are found in section 226A, TULRCA (amended by ERA 04 and TUA 16).



Notification stages 



Stage 1: When deciding to ballot for industrial action, a union must first notify the employer in writing, at least seven days before the ballot, that the union intends to hold a ballot, and the date when it believes the ballot will begin. The union must also provide either (a) a list of the categories of worker and workplaces, with numbers; or (b) if the employer makes deductions for payments to the union, a check-off list, either the same list as in (a) above, or such information as to enable the employer to identify the workers concerned (section 226A(1), TULRCA).



When compiling the list of categories of worker, unions need only provide numbers by reference to general job categories, and need not be limited to any particular categories, such as those used for pay purposes (RMT v Serco Limited t/a Serco Docklands and ASLEF v London & Birmingham Railway Limited t/a London Midland [2011] EWCA Civ 226).



Stage 2: No later than three days before the ballot commences, the employer must have received a sample copy of the ballot paper.



Stage 3: As soon as possible after the ballot result has been declared, the union must notify the employer of the outcome (section 231A, TULCRA), providing information as to the number of workers entitled to vote; number of votes cast; number who answered in favour and against to each question; number of spoiled or invalid voting papers and (for all ballots opened on or after 1 March 2017), a statement that the number of votes cast was as least 50% of the bargaining unit (and that at least 40% voted in favour in a strike in “important services”). The requirement to notify the employer “as soon as possible” has been interpreted strictly by courts.



Stage 4: For all strike ballots opened on or after 1 March 2017, the union must give the employer 14 days’ notice before the balloted industrial action can begin (or seven days if the employer agrees). This doubles the amount of notice previously required (seven days) (section 8, TUA 16, section 234A, TULRCA). This notice must be in writing, giving information on the number, category or workplaces of the employees being called upon to take action, the date the action will begin, or the date of each stoppage if planning a series of stoppages, a statement that the union gives notice under section 234A of TULCRA 1992, and the lists of categories of workers and workplaces, as for Stage 1. The notice must also specify whether the action planned is continuous (giving the intended date when it will commence) or discontinuous (giving the intended dates when it will occur). 



When providing an explanation of how figures in the statutory notifications have been arrived at, the union must provide the employer with figures that are as accurate as possible, in the light of information in the union’s possession at the time of providing the figures. Union officers are not required to take any extra steps to obtain additional information from members. In particular, there is no obligation to provide information about precisely who did what and when, in relation to compiling the data (RMT v Serco Limited t/a Serco Docklands and ASLEF v London & Birmingham Railway Limited t/a London Midland [2011] EWCA Civ 226).