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There are over 6 million union members in the UK (roughly 21% of the workforce). Of those, nearly 50% work within the education sector. Our team have seen a significant rise in the number of union related queries received from education leaders, emphasising how essential support has become in handling trade union relations.
With the knowledge we’ve gained through supporting School’s and Trust’s in this area, EPM were delighted to host our roundtable session on ‘Navigating union relations in education’. Joined by Acas conciliators Graeme Young and Robert Crosby, our experts delivered a valuable session filled with practical advice to help attendees navigate increasingly complex relationships.
Here are our highlights to consider when forming positive working relationships with trade unions in education.
Key points of discussion
1. Engagement is key
Engaging with unions goes beyond compliance; it requires consistent, meaningful interaction. The roundtable highlighted that 50% of survey respondents reported having no regular meetings with unions, often limiting contact to ad hoc situations. Building trust through consistent communication can help address issues before they develop further.
2. Open dialogue and early resolution
Open discussion is essential, and addressing issues early can prevent conflicts from further escalation. 75% of survey respondents indicated they do not have formal agreements in place, which can hinder early conflict resolution. Establishing these agreements can help create a structured approach to resolving concerns and building mutual respect. It’s good practice to keep arrangements and formal agreements under review.
3. Building trust takes time
Developing trust with unions doesn't happen overnight. The need for a consistent, transparent approach was emphasised, especially in workplaces where formal agreements are lacking. By meeting regularly and developing a mutually agreed-upon code of conduct, employers can gradually strengthen relationships.
This is particularly important, given that 63% of survey respondents do not pay into a Local Authority pooled facilities time arrangement and 20% do not know what arrangements are in place for facilities time.
Those who buy into pooled LA funds are tied to fees that are calculated based on pupil headcount, with costs varying significantly across LA’s. This can make it unclear whether the arrangement is good value for money, therefore, it’s important to understand and review arrangements in place for facilities time and funding.
Providing facilities time helps foster smoother industrial relations, allowing for constructive dialogue with unions and employees. This could potentially reduce workplace conflicts, and ensure disputes are resolved before escalating to industrial action.
Practical advice and key insights from the speakers for managing union relations
Set boundaries and expectations
Be clear about what can and cannot be discussed in meetings, especially when there is no Joint Consultative Committee (JCC). This is essential to keep discussions focused and productive, a point reinforced by the finding that many respondents only meet with union reps on an ad hoc basis. A structured approach with defined boundaries can help manage expectations on both sides.
Involve the right people
Ensure the right leaders attend meetings—those with strong relationships with union representatives and the authority to make decisions. This approach builds trust and ensures that the meeting outcomes are actionable and meaningful.
Focus on interest over positions
Address the underlying interests of all parties rather than sticking to rigid positions. Discussing interests allows for more creative problem-solving and can lead to agreements that satisfy both the union's concerns and the Trust's operational needs. Regularly sharing ideas outside of formal processes can further facilitate mutual understanding. Sometimes, asking for more than you expect can lead to a reasonable compromise, while in other cases, you may need to accept less to move forward.
Timely agendas and trust values
Use timed agendas to manage discussions efficiently and keep the focus on priority issues. Use your School or Trust values to guide decision-making and hold all parties accountable to the same standards.
What's next?
As education continues to evolve, building strong, collaborative relationships with unions will be essential for navigating the sector’s complexities. Our roundtable concluded with several actionable takeaways:
- Invest in early conflict resolution: Addressing issues at the earliest stage can prevent them from escalating into larger disputes.
- Foster open dialogue and shared solutions: Build trust through ongoing communication and a willingness to work together on shared challenges.
- Own the narrative: Take control of communications and be prepared to be first in sharing key messages with stakeholders, which helps prevent miscommunication and potential misinformation from being shared by others.
Conclusion
Our roundtable session reaffirmed the need for ongoing effort when forging strong working relationships with unions. Developing a collaborative approach where communication is clear and open serves as a powerful tool for Trusts, limiting the opportunity for escalation and allowing for swift resolutions.
It’s important to remember that external support, such as tailored guidance from a trusted partner like EPM and free guidance from Acas, is available to help build confidence for Trust leaders working with unions.
