•  The effects and benefits of union recognition
• The scope of trade union recognition
• Handling applications for recognition
• Running a recognition ballot
• Getting the bargaining unit right
• Grounds and procedure for statutory de-recognition
• De-recognition of a voluntary arrangement
• The rights of employees during recognition and de-recognition

• The right to join or not join a trade union
• Handling individual claims – the right to be accompanied by a trade union representative
• Unlawful inducements to give up collective bargaining
• The right to time off for union duties and activities
• The rights of union officials

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• Recent changes to legislation and the impact it has had
• Dispute resolution procedures – individual and collective approaches
• Mediation, conciliation and arbitration
• Key issues in resolving disputes

Breaking down barriers: How do we create better working relationships between unions and industry? A union perspective

• How do we draw a line under past disputes and move on?
• How can we make the most out of our relationships with employers?
• How can we maintain relationships with employers? 
•  What does the future hold for trade unions?

•  The law on information and consultation  on redundancies and business transfers,  who is to be consulted and within what time frame 
• Working with multiple unions/employee representatives; including discussion on whether the information and consultation requirements are negotiations by another name 
• When redundancy dismissal notices can be issued in collective redundancies and penalties for non-compliance 
• Implications for collective bargaining following the decision in Allen and Others v GMB

• Working with Unite in the UK - The concept of Partnership
• Working with the South African unions - What's the best approach?
• Working in Western Europe - Handling both the Works Councils and Unions.
• Employee Relations in an Investment Bank - What are the key interventions?
• Consultation and Disputes - What are the options?