Should I Join a Trade Union Before Redundancy?

What Trade Unions Do During Redundancy

A trade union is an organisation that represents workers in negotiations with employers. If you are facing redundancy, a union can negotiate on your behalf over the terms of your redundancy package, check that your employer is following the correct legal process, and provide access to legal advice if things go wrong.

While strike action tends to get the media coverage, most of what unions do is quieter than that: advising individual members on their rights, accompanying them to meetings with employers, and pushing back when a company tries to cut corners on consultation or redundancy pay.

Your Right to Join

Under UK law, every worker has the right to join a trade union. Your employer cannot stop you from joining one, and they cannot treat you unfairly or dismiss you for being a member. This is protected by the Trade Union and Labour Relations (Consolidation) Act 1992.

That said, joining a union does not automatically mean your employer has to negotiate with it. An employer only has a legal obligation to negotiate with a union if it is formally "recognised" in your workplace. Recognition can happen voluntarily, or a union can apply to the Central Arbitration Committee (CAC) for statutory recognition if the employer will not agree. If no union is recognised where you work, you can still be a member and get individual advice and legal support, but the union will not have a formal seat at the table in collective negotiations.

Trade Union Checker

Answer a few questions about your situation and find out whether joining a trade union could help you during redundancy.

Try our Trade Union Checker free, here on this site →

When Joining Makes Most Sense

If your employer has announced redundancies and a union is already recognised in your workplace, joining before the consultation process begins is worth considering. Where 20 or more employees are being made redundant within 90 days at one establishment, this counts as collective redundancy. In that situation, your employer is generally required to consult with union representatives about ways to avoid redundancies, reduce the number affected, and mitigate the consequences.

Even where the redundancy is smaller in scale, a union representative can attend meetings with you, help you understand what you are being offered, and advise on whether the process your employer is following is lawful. Many people find it useful simply to have someone in the room who knows the rules. To find out whether a union is already recognised at your workplace, ask your HR department or check your staff handbook.

If you work in a sector where unions are common, such as education, the NHS, local government, transport or manufacturing, there is likely to be a recognised union already in place. In sectors like retail, hospitality or small private firms, union presence is less common, though unions like USDAW (retail) and Unite (general) do cover these areas.

When It May Not Help

If you are happy with your redundancy terms, your employer has followed a fair process, and you have no reason to think anything is wrong, joining a union late in the process is unlikely to change much. Unions can take time to get up to speed with your situation, and if you join after the consultation is already underway, there may be limited scope for them to intervene on the specifics of your case.

Some unions also have qualifying periods before you can access certain benefits, such as legal representation at an employment tribunal. If you join only when a problem has already arisen, you may find that some services are not immediately available. It is worth checking the specific union's rules on this before signing up.

Where the union is not recognised at your workplace, your employer is not obliged to negotiate with a union representative during an individual redundancy consultation. You can still bring a union rep as a companion to meetings, in the same way you could bring a colleague, but their role in that setting is to support you rather than to negotiate on your behalf.

Your situation may be slightly different. ask a question below ↓ and our editorial team will reply with our advice.

What It Costs

Union subscriptions vary. Most charge a monthly fee based on your earnings, typically somewhere between £10 and £25 a month for a full-time worker. Some offer reduced rates for part-time workers or those on low incomes. The cost is relatively small compared to the price of hiring a solicitor if you end up in a dispute, and most unions include legal advice and representation as part of the membership package.

Other Sources of Help

If joining a union does not suit your situation, there are other places to get help during redundancy. Citizens Advice can explain your rights and check whether your employer is following the correct process. ACAS offers free advice on workplace disputes and redundancy, including a helpline and conciliation service. If you believe you have been unfairly selected for redundancy or that the process was not carried out properly, you may want to speak to an employment solicitor. Many offer a free initial consultation. Bear in mind that employment tribunal claims generally need to be started within three months less one day of the dismissal, so do not leave it too long.

You should also be aware of your statutory redundancy pay entitlement if you have been employed for two years or more. The amount depends on your age, length of service and weekly pay (subject to a cap). Current figures are on GOV.UK. Whether or not you join a union, understanding what you are legally owed and making sure the process is handled properly are the most useful things you can do.

The Next Step

Now that you have read through the advice above, you might want to put it into practice. Our Trade Union Checker lets you answer a few questions about your situation and find out whether joining a trade union could help you during redundancy. Try it now →