Employment Act 1980

Trade union ballots and Codes of Practice E+W+S

1 Payments in respect of secret ballots. E+W+S

(1) The Secretary of State may by regulations make a scheme (below called “the scheme”) providing for payments by the Certification Officer towards expenditure incurred by independent trade unions in respect of such ballots to which this section applies as may be prescribed by the scheme.

(2) This section applies to a ballot if the purpose of the question to be voted upon (or if there is more than one such question, the purpose of any of them) falls within the purposes mentioned in subsection (3) below.

(3) The purposes referred to in subsection (2) above are—

(a) obtaining a decision or ascertaining the views of members of a trade union as to the calling or ending of a strike or other industrial action;

(b) carrying out an election provided for by the rules of a trade union [F1 or in relation to which section 2 of the Trade Union Act 1984 is required to be satisfied];

(c) electing a worker who is a member of a trade union to be a representative of other members also employed by his employer;

(d) amending the rules of a trade union;

(e) obtaining a decision in accordance with the M1 Trade Union (Amalgamations, etc.) Act 1964 on a resolution to approve an instrument of amalgamation or transfer;

[F2 (f) obtaining a decision on a resolution for the purposes of section 3 of the Trade Union Act 1913]

and such other purposes as the Secretary of State may by order specify.

[F3 (3A) Notwithstanding anything in subsections (2) and (3) above, this section does not apply to any ballot held by a trade union, if—

(a) the purpose of any question to be voted upon is the obtaining of a decision of the kind mentioned in paragraph (f) of subsection (3); and

(b) the ballot is held at a time when there is no resolution in force in respect of that union under section 3 of the Act of 1913.]

(4) The scheme may include provision for payments to be made towards expenditure incurred by an independent trade union in respect of arrangements to hold a ballot which is not proceeded with but which, if it had been held, would have been a ballot to which this section applies.

(5) The circumstances in which and the conditions subject to which payments may be made under the scheme, and the amounts of the payments, shall be such as may be prescribed by or determined in accordance with the scheme; and the scheme shall include provision for restricting the cases in which payments are made to cases in which the ballot is so conducted as to secure, so far as reasonably practicable, that those voting F4 do so in secret.

(6) The Secretary of State shall out of money provided by Parliament pay to the Certification Officer such sums as he may require for making payments under the scheme.

(7) Any power to make regulations or orders under this section shall be exercisable by statutory instrument; and—

(a) a statutory instrument containing regulations under this section shall be subject to annulment in pursuance of a resolution of either House of Parliament;

(b) no order shall be made under this section unless a draft of it has been laid before and approved by resolution of each House of Parliament.

(8) Expressions used in this section and in the 1974 Act have the same meanings in this section as in that Act.

Textual Amendments

F1 Words inserted by Trade Union Act 1984 (c. 49, SIF 43:5), s. 20(2)(a)

F2 S. 1(3)(f) inserted by Trade Union Act 1984 (c. 49, SIF 43:5), s. 20(2)(b)

F3 S. 1(3A) inserted by Trade Union Act 1984 (c. 49, SIF 43:5), s. 20(3)

F4 Word repealed by Trade Union Act 1984 (c. 49, SIF 43:5), s. 20(4)

Marginal Citations

M1 1964 c. 24.

2 Secret ballots on employer’s premises. E+W+S

(1) Subject to subsection (3) below, where an independent trade union proposes that a relevant ballot be held and requests an employer to permit premises of his to be used for the purpose of giving workers employed by him who are members of the union a convenient opportunity of voting, the employer shall, so far as reasonably practicable, comply with the request [F5 unless the ballot is one in which every person who is entitled to vote must be given a convenient opportunity to vote by post.]

(2) A ballot is a relevant ballot for the purposes of this section if—

(a) as respects the purpose of the question (or one of the questions) to be voted upon, the ballot satisfies the requirements of a scheme under section 1 of this Act, and

(b) the proposals for the conduct of the ballot are such as to secure, so far as reasonably practicable, that those voting. . . F6 do so in secret.

(3) Subsection (1) above shall not apply where, at the time the request is made,—

(a) the union is not recognised by the employer to any extent for the purpose of collective bargaining, or

(b) the number of workers employed by the employer, added to the number employed by any associated employer, does not exceed twenty.

(4) A trade union may present a complaint to an industrial tribunal that it has made a request in accordance with subsection (1) above and that it was reasonably practicable for the employer to comply with it, but that he has failed to do so.

(5) An industrial tribunal shall not entertain a complaint under this section unless it is presented to the tribunal before the end of the period of three months beginning with the date of the failure, or within such further period as the tribunal considers reasonable in a case where it is satisfied that it was not reasonably practicable for the complaint to be presented before the end of the period of three months.

(6) Where a tribunal finds that a complaint under this section is well-founded, the tribunal shall make a declaration to that effect, and may make an award of compensation to be paid by the employer to the union which shall be of such amount as the tribunal considers just and equitable in all the circumstances having regard to the employer’s default in failing to comply with the request and to any expenses incurred by the union in consequence of the failure.

(7) An appeal shall lie to the Employment Appeal Tribunal on a question of law arising from any decision of, or arising in proceedings before, an industrial tribunal under this section.

(8) The remedy of a trade union for a failure to comply with a request made in accordance with subsection (1) above shall be by way of a complaint under this section and not otherwise.

(9) Expressions used in this section and in the 1974 Act have the same meanings in this section as in that Act [F7 ; and in this section “post” has the same meaning as in Part I of the Trade Union Act 1984.]

Textual Amendments

F5 Words inserted by Employment Act 1988 (c. 19, SIF 43:5), s. 33(1), Sch. 3 Pt. I para. 3(1)(a)

F6 Word repealed by Trade Union Act 1984 (c. 49, SIF 43:5), s. 20(5)

F7 Words inserted by Employment Act 1988 (c. 19, SIF 43:5), ss. 33(1), Sch. 3 Pt. I para. 3(1)(b)

Modifications etc. (not altering text)

C1 S. 2 modified by S.I. 1989/901, art. 3, Sch.

3 Issue by Secretary of State of Codes of Practice. E+W+S

(1) The Secretary of State may issue Codes of Practice containing such practical guidance as he thinks fit for the purpose of promoting the improvement of industrial relations [F8 or of promoting what appear to him to be desirable practices in relation to the conduct by trade unions of ballots and elections.]

(2) The Secretary of State shall after consultation with the Advisory, Conciliation and Arbitration Service (whether carried out before or after the passing of this Act) prepare and publish a draft of any Code of Practice that he proposes to issue under this section.

(3) The Secretary of State shall consider any representations made to him about a draft prepared under subsection (2) above and may modify the draft accordingly.

(4) If the Secretary of State determines to proceed with the draft he shall lay it before both Houses of Parliament and, if it is approved by resolution of each House, shall issue the Code in the form of the draft.

(5) A Code of Practice issued under this section shall come into operation on such day as the Secretary of State may by order appoint; and an order under this subsection—

(a) may contain such transitional provisions or savings as appear to the Secretary of State to be necessary or expedient;

(b) shall be made by statutory instrument, which shall be subject to annulment in pursuance of a resolution of either House of Parliament.

(6) The Secretary of State may from time to time revise the whole or any part of a Code of Practice issued under this section and issue that revised Code, and subsections (2) to (5) above shall apply to such a revised Code as they apply to the first issue of a Code.

(7) If the Secretary of State is of the opinion that the provisions of a Code of Practice to be issued under this section will supersede the whole or part of a Code previously issued by him under this section or by the Advisory, Conciliation and Arbitration Service under section 6 of the 1975 Act or having effect by virtue of paragraph 4 of Schedule 17 to that Act, he shall in the new Code state that on the day on which the new Code comes into operation in pursuance of an order under subsection (5) above the old Code or a specified part of it shall cease to have effect (subject to any transitional provisions or savings made by the order).

(8) A failure on the part of any person to observe any provision of a Code of Practice issued under this section shall not of itself render him liable to any proceedings; but in any proceedings before a court or industrial tribunal or the Central Arbitration Committee—

(a) any such Code shall be admissible in evidence, and

(b) any provision of the Code which appears to the court, tribunal or Committee to be relevant to any question arising in the proceedings shall be taken into account in determining that question.

[F9 (9) In this section ’trade union’ has the same meaning as in the 1974 Act.]

Textual Amendments

F8 Words inserted by Employment Act 1988 (c. 19, SIF 43:5), s. 18(1)

F9 S. 3(9) inserted by Employment Act 1988 (c. 19, SIF 43:5), s. 18(2)

Modifications etc. (not altering text)

C2 S. 3(8)(b) restricted by S.I. 1990/601, art. 2(2)

Exclusion from trade union membership E+W+S

4 Unreasonable exclusion or expulsion from trade union. E+W+S

(1) This section applies to employment by an employer with respect to which it is the practice, in accordance with a union membership agreement, for the employee to belong to a specified trade union or one of a number of specified trade unions.

(2) Every person who is, or is seeking to be, in employment to which this section applies shall have the right—

(a) not to have an application for membership of a specified trade union unreasonably refused;

(b) not to be unreasonably expelled from a specified trade union.

(3) The rights conferred by subsection (2) above are in addition to and not in substitution for any right which exists apart from that subsection; and, without prejudice to any remedy for infringement of any such other right, the remedies for infringement of a right conferred by that subsection shall be those provided by the following provisions of this section and section 5 below.

(4) A complaint may be presented to an industrial tribunal against a trade union by a person that an application by him for membership of the union has been unreasonably refused, or that he has been unreasonably expelled from the union, in contravention of subsection (2) above.

(5) On a complaint under this section, the question whether a trade union has acted reasonably or unreasonably shall be determined in accordance with equity and the substantial merits of the case, and in particular a union shall not be regarded as having acted reasonably only because it has acted in accordance with the requirements of its rules or unreasonably only because it has acted in contravention of them.

(6) A tribunal shall not entertain a complaint under this section unless it is presented to the tribunal before the end of the period of six months beginning with the date of the refusal or expulsion, as the case may be, or within such further period as the tribunal considers reasonable in a case where it is satisfied that it was not reasonably practicable for the complaint to be presented before the end of the period of six months.

(7) Where a tribunal finds that a complaint under this section is well-founded, the tribunal shall make a declaration to that effect.

(8) An appeal shall lie to the Employment Appeal Tribunal on any question of law or fact arising from any decision of, or arising in any proceedings before, an industrial tribunal under this section.

(9) For the purposes of this section and section 5 below—

(a) if an application for membership of a trade union has been neither granted nor rejected before the end of the period within which it might reasonably have been expected to be granted if it was to be granted, the application shall be treated as having been refused on the last day of that period, and

(b) if under the rules of a trade union any person ceases to be a member of the union on the happening of an event specified in the rules, he shall be treated as having been expelled from the union.

(10) Any expression used in any provision of this section or section 5 below and in the 1974 Act has the same meaning in that provision as it has in that Act, except that any reference in such a provision to a trade union includes a reference to a branch or section of a trade union.

(11) Any provision in an agreement shall be void in so far as it purports to exclude or limit the operation of, or to preclude any person from presenting a complaint or making an application under, this section or section 5 below; but this subsection shall not apply to an agreement to refrain from instituting or continuing proceedings where a conciliation officer has taken action in accordance with section 133(2) or (3) of the 1978 Act.

Modifications etc. (not altering text)

C3 S. 4 modified by Employment Act 1988 (c. 19, SIF 43:5), s. 4(6)(b)

5 Compensation. E+W+S

(1) A person who has made a complaint against a trade union under section 4 above which has been declared to be well-founded may make an application in accordance with subsection (2) below for an award of compensation to be paid to him by the union.

(2) If at the time when the application under this section is made the applicant has been admitted or re-admitted to membership of the union against which he made the complaint, the application shall be to an industrial tribunal; and if at that time he has not been so admitted or re-admitted, the application shall be to the Employment Appeal Tribunal.

(3) An industrial tribunal or the Employment Appeal Tribunal shall not entertain an application for compensation under this section if it is made before the end of the period of four weeks beginning with the date of the declaration under section 4 above or after the end of the period of six months beginning with that date.

(4) Subject to the following provisions of this section, the amount of compensation awarded on an application under this section—

(a) in the case of an application to an industrial tribunal, shall be such as the tribunal considers appropriate for the purpose of compensating the applicant for the loss sustained by him in consequence of the refusal or expulsion which was the subject of his complaint, and

(b) in the case of an application to the Employment Appeal Tribunal, shall be such as the Appeal Tribunal considers just and equitable in all the circumstances.

(5) In determining the amount of compensation to be awarded under this section, the industrial tribunal or the Employment Appeal Tribunal shall apply the same rule concerning the duty of a person to mitigate his loss as applies to damages recoverable under the common law of England and Wales or of Scotland, as the case may be.

(6) Where the industrial tribunal or the Employment Appeal Tribunal finds that the refusal or expulsion which was the subject of the applicant’s complaint was to any extent caused or contributed to by any action of the applicant, it shall reduce the amount of the compensation by such proportion as it considers just and equitable having regard to that finding.

(7) The amount of compensation awarded on an application to an industrial tribunal under this section shall not exceed the aggregate of—

(a) an amount equal to thirty times the limit for the time being imposed by paragraph 8(1)(b) of Schedule 14 to the 1978 Act (maximum amount of a week’s pay for purpose of calculating basic award in unfair dismissal cases), and

(b) an amount equal to the limit for the time being imposed by section 75 of that Act (maximum compensatory award in such cases).

(8) [F10 Subject to subsection (8A) below,]the amount of compensation awarded on an application to the Employment Appeal Tribunal under this section shall not exceed the aggregate of—

(a) the amount referred to in paragraph (a) of subsection (7) above, and

(b) the amount referred to in paragraph (b) of that subsection, and

(c) an amount equal to fifty-two times the limit for the time being imposed by paragraph 8(1)(a) of Schedule 14 to the 1978 Act (maximum amount of a week’s pay for purpose of calculating additional award of compensation in unfair dismissal cases) [F11 and shall not be less than the amount for the time being specified in section 73(4A) of that Act (minimum basic award in certain cases of unfair dismissal).]

[F12 (8A) In determining the amount of any compensation to be awarded against a trade union on an application under this section, any reduction or increase which is required to be made by virtue of subsection (7) or (8) above shall be made—

(a) before any reduction is made by virtue of subsection (5) or (6) above; and

(b) before any reduction is made on account of sums already paid by the union by way of compensation in respect of the subject matter of the application;

and, accordingly, where the case so requires, the reductions mentioned in paragraphs (a) and (b) above shall be applied to the maximum or, as the case may be, minimum award under subsection (7) or (8) above.]

(9) An appeal shall lie to the Employment Appeal Tribunal on a question of law arising from any decision of, or arising in proceedings before, an industrial tribunal under this section.

Textual Amendments

F10 S. 5(8): Words inserted by Employment Act 1988 (c. 19, SIF 43:5), s. 33(1), Sch. 3 Pt. I para. 3(2)(a)

F11 S. 5(8): Words inserted by Employment Act 1988 (c.19, SIF 43:5), s. 33(1), Sch. 3 Pt. I para. 3(2)(a)

F12 S. 5(8A) inserted by Employment Act 1988 (c. 19, SIF 43:5), s. 33(1), Sch. 3 Pt. I para. 3(2)(b)

Unfair dismissal E+W+S

6 Determination of unfair dismissal E+W+S

In section 57(3) of the 1978 Act (determination of question of fairness to depend on whether employer can satisfy tribunal that he acted reasonably) for the words from “the employer can” to the end there shall be substituted the words “ in the circumstances (including the size and administrative resources of the employer’s undertaking) the employer acted reasonably or unreasinably in treating it as a sufficient reason for dismissing the employee ; and that question shall be determined in accordance with equity and the susbtantial merits of the case ”.

Modifications etc. (not altering text)

C4 The text of s. 6 is in the form in which it was originally enacted: it was not reproduced in the Statutes in Force and does not reflect any amendments or repeals that may have been made prior to 1.2.1991

7 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . F13 E+W+S

Textual Amendments

F13 Ss. 7, 10 repealed by Employment Act 1982 (c. 46, SIF 43:5), s. 21(3), Sch. 4

8 Exclusion of rights. E+W+S

(1) Section 73 of the 1978 Act (calculation of a basic award for unfair dismissal) shall be amended as follows.

“64A Extended qualifying period where no more than twenty employees.

(1) Subject to subsection (2), section 54 does not apply to the dismissal of an employee from any employment if—

(a) the period (ending with the effective date of termination) during which the employee was continuously employed did not exceed two years ; and

(b) at no time during that period did the number of employees employed by the employer for the time being of the dismissed employee, added to the number employed by any associated employer, exceed twenty.

(2) Subsection (1) shall not apply to the dismissal of an employee by reason of any such requirement or recommendation as is referred to in section 19(1), or if it shown that the reason (or, if more than one, the principal reason) for the dismissal was an inadmissible reason.”

(2) In section 142(1) of the 1978 Act (which provides that section 54 does not apply in relation to a contract for a fixed term of two years or more) for the words “two years” there shall be substituted the words “ one year ”.

Modifications etc. (not altering text)

C5 The text of s. 8 is in the form in which it was originally enacted: it was not reproduced in the Statutes in Force and does not reflect any amendments or repeals that may have been made prior to 1.2.1991

9 Basic award. E+W+S

(1) Section 73 of the 1978 Act (calculation of a basic award for unfair dismissal) shall be amended as follows.

(2) In subsection (1) (provisions to which calculation of basic award is subject)—

(a) after paragraph (b) there shall be inserted—

“(ba) subsection (7A) (which provides for the amount of the award to be reduced where the employee has unreasonably refused an offer of reinstatement) ;

(bb) subsection (7B) (which provides for the amount of the award to be reduced because of the employee’s conduct) ;” and

(b) paragraph (c) shall cease to have effect.

(3) In subsection (3) (calculation by reference to number of years of employment) for paragraphs (b) and (c) there shall be substituted—

“(b) one week’s pay for each year of employment not falling within paragraph (a) which consists wholly of weeks in which the employee was not below the age of twenty-two ; and

(c) half a week’s pay for each such year of employment not falling within paragraphs (a) and (b).”.

(4) After subsection (7) there shall be inserted—

“(7A) Where the tribunal finds that the complainant has unreasinably refused an offer by the employer which if accepted would have had the effect of reinstating the complainant in his employment in all respects as if he had not been dismissed, the tribunal shall reduce or further reduce the amount of the basic award to such extent as it considers just and equitable having regard to that finding.

(7B) Where the tribunal considers that any conduct of the complainant before the dismissal (or, where the dismissal was with notice, before the notice was given), other than conduct taken into account by virtue of subsection (7), was such that it was just and equitable to reduce or further reduce the amount of the basic award to any extent, the tribunal shall reduce or further reduce that amount accordingly.”.

(5) Subsection (8) (minimum basic award of two week’s pay) shall cease to have effect.

Modifications etc. (not altering text)

C6 The text of s. 9 is in the form in which it was originally enacted: it was not reproduced in the Statutes in Force and does not reflect any amendments or repeals that may have been made prior to 1.2.1991

10 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . F14 E+W+S

Textual Amendments

F14 Ss. 7, 10 repealed by Employment Act 1982 (c. 46, SIF 43:5), s. 21(3), Sch. 4

Maternity U.K.

X1 11 Notices to the employer. U.K.

(1) In subsection (3) of section 33 of the 1978 Act (which specifies conditions to which the rights to maternity pay and return to work are subject) for paragraph (c) (information to employer) there shall be substituted—

“(c) in the case to the right to maternity pay, she informs her employer, in writing if he so requests, at least twenty-one days before her absence begins or, if that is not reasonably practiable, as soon as reasonably practicable, that she will be (or is) absent from work wholly or partly because of pregnancy or confinement ; and

(d) in the case of the right to return, she informs her employer in writing at least twenty-one days before her absence begins or, if that is not reasonably practicable, as soon as reasonably practicable,—

(i) that she will be (or is) absent from work wholly or partly because of pregnancy or confinement,

(ii) that she intends to return to work with her employer, and

(iii) of the expected week of confinement or, if the confinement has occurred, the date of confinement.”

(2) After that subsection there shall be inserted—

“(3A) Where not earlier than forty-nine days after the beginning of the expected week of confinement (or the date of confinement) notified under subsection (3)(d) an employee is requested in accordance with subsection (3B) by her employer or a sucessor of his to give to him written confirmation that she intends to return to work, she shall not be entitled to the right to return unless she gives that confirmation within fourteen days of receiving the request or, if that is not reasonably practicable, as soon as reasonably practicable.

(3B) A request under subsection (3A) shall be made in writing and shall be accompanied by a written statement of the effect of that subsection.”.

(3) In section 47 of the 1978 Act, in subsection (1) (employee to exercise her right to return to work by notifying the employer at least seven days in advance)—

(a) for the word “notifying” there shall be substituted the words “ giving written notice to ”, and

(b) for the word “seven” there shall be substituted the words “ twenty-one ” ;

and in subsections (6) and (7) for the word “fourteen” there shall be substituted the word “ twenty-eight ”.

Editorial Information

X1 The text of s. 11 is in the form in which it was originally enacted: it was not reproduced in the Statutes in Force and does not reflect any amendments or repeals that may have been made prior to 1.2.1991

12 Right to return. E+W+S

After section 56 of the 1978 Act there shall be inserted—

“56A Exclusion of s. 56 in certain cases.

(1) Section 56 shall not apply in relation to an employee if—

(a) immediately before her absence began the number of employees employed by her employer, added to the number employed by any associated employer of his, did not exceed five, and

(b) it is not reasonably practicable for the employer (who may be the same employer or a successor of his) to permit her to return to work in accordance with section 45(1), or for him or an associated employer to offer her employment under a contract of employment satisfying the conditions specified in subsection (3).

(2) Section 56 shall not apply in relation to an employee if—

(a) it is not reasonably practicable for a reason other than redundancy for the employer (who may be the same employer or a successor of his) to permit her to return to work in accordance with section 45(1), and

(b) he or an associated employer offers her employment under a contract of an employment satisfying the conditions specified in subsection (3), and

(c) she accepts or reasonably refuses that offer.

(3) The conditions referred to in subsections (1) and (2) are—

(a) that the work to be done under the contract is of a kind which is both suitable in relation to the employee and appropriate for her to do in the circumstances; and

(b) that the provisions of the contract as to the capacity and place in which she is to be employed and as to the other terms and conditions of her employment are not substantially less favourable to her than if she had returned to work in accordance with section 45(1).

(4) Where on a complaint of unfair dismissal any question arises as to whether the operation of section 56 is excluded by subsection (1) or (2), it shall be for the employer to show that the provisions of that subsection were satisfied in relation to the complainant.”

Modifications etc. (not altering text)

C7 The text of s. 12 is in the form in which it was originally enacted: it was not reproduced in the Statutes in Force and does not reflect any amendments or repeals that may have been made prior to 1.2.1991

13 Time off for ante-natal care. E+W+S

After section 31 of the 1978 Act there shall be inserted—

“31A Time off for ante-natal care.

(1) An employee who is pregnant and who has, on the advice of a registered medical practitioner, registered midwife or registered health visitor, made an appointment to attend at any place for the purpose of receiving ante-natal care shall, subject to the following provisions of this section, have the right not to unreasonably refused time off during her working hours to enable her to keep the appointment.

(2) Subject to subsection (3), an employer shall not be required by virtue of this section to permit an employee to take time off to keep an appointment unless, if he requests her so to do, she produces for his inspection—

(a) a certificate from a registerd medical practitioner, registerd midwife or registerd health visitor stating that the employee is pregnant, and

(b) an appointment card or some other document showing that the appointment has been made.

(3) Subsection (2) shall not apply where the employee’s appointment is the first appointment during her pregnancy for which she seeks permission to take time off in accordance with subsection (1).

(4) An employee who is permitted to take time off during her working hours in accordance with subsection (1) shall be entitled to be paid remuneration by her employer for the period of absence at the appropriate hourly rate.

(5) The appropriate hourly rate in relation to an employee shall be the amount of one week’s pay divided by—

(a) the number of normal working hours in a week for that employee when employed under the contract of employment in force on the day when the time is taken off ; or

(b) where the number of such normal working hours differs from week to week or over a longer period, the average number of such hours calculated by dividing by twelve the total number of the employee’s normal working hours during the period of twelve weeks ending with the last complete week before the day on which time off is taken ; or

(c) in a case falling within paragraph (b) but where the employee has not been employed for a sufficient period to enable the calculation to be made under that paragraph, a number which fairly represents the number of normal working hours in a week having regard to such of the following considerations as are appropriate in the circumstances, that is to say,—

(i) the average number of normal working hours in a week which the employee could expect in accordance with the terms of her contract ;

(ii) the average number of such hours of other employess engaged in relevant comparable employment with the same employer.

(6) An employee may present a complaint to an industrial tribunal that her employer has unreasonably refused her time off as required by this section or that he has failed to pay her the whole or part of any amount to which she is entitled under subsection (4).

(7) An industrial tribunal shall not entertain a complaint under subsection (6) unless it is presented within the period of three months beginning with the day of the appointment concerned, or within such further period as the tribunal considers reasonable in a case where it is satisfied that it was not reasonably practicable for the complaint to be presented within the period of three months.

(8) Where on a complaint under subsection (6) the tribunal finds the complaint well-founded it shall make a declaration to that effect ; and—

(a) if the complaint is that the employer has unreasonably refused the employee time off, the tribunal shall order the employer to pay to the employee an amount equal to the remuneraation to which she would have been entitled under subsection (4) if the time off had not been refused ; and

(b) if the complaint is that the employer has failed to pay the employee the whole or part of any amount to which she is entitled under subsection (4), the tribunal shall order the employer to pay to the employee the amount which it finds due to her.

(9) Subject to subsection (10) a right to any amount under subsection (4) shall not affect the right of the employee in relation to renumeration under her contract of employment (in this section referred to as “contractual renumeration”).

(10) Any contractual renumeration paid to an employee in respect for a period of time off under this section shall go towards discharging any liability of the employer to pay renumeration under subsection (4) in respect of that period, and conversely any payment of renumeration under subsection (4) in respect of a period shall go towards discharging any liability of the employer to pay contractual renumeration in respect of that period.

(11) Until the coming into operation of section 10 of the Nurses, Midwives and Health Visitors Act 1979, this section shall have effect as if for any reference to a registered midwife or registered health visitor there were susbtituted a reference to a certified midwife.”

Modifications etc. (not altering text)

C8 The text of s. 13 is in the form in which it was originally enacted: it was not reproduced in the Statutes in Force and does not reflect any amendments or repeals that may have been made prior to 1.2.1991

Other rights of employees E+W+S

14 Guarantee payments. E+W+S

(1) In section 15(2) of the 1978 Act (which restricts entitlement to five days in any one of the periods of three months beginning on 1st February, 1st May, 1st August and 1st November) for the words from “any” to the end there shall be substituted the words “ any period of three months ”.

(2) This section shall not have effect in relation to workless days (within the meaning of section 12 of that Act) falling before the commencement of this section except so far as they are relevant in determining entitlement to guarantee payments in respect of days falling after that time.

Modifications etc. (not altering text)

C9 The text of s. 14 is in the form in which it was originally enacted: it was not reproduced in the Statutes in Force and does not reflect any amendments or repeals that may have been made prior to 1.2.1991

15 Action short of dismissal relating to trade union membership and activities. E+W+S

(1) In subsection (1)(c) of section 23 of the 1978 Act (right of employee not to have action taken by his employer to compel him to belong to a union which is not independent) the words “which is not independent” shall cease to have effect.

(2) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . F15

(3) Subsections (3), (4), (5)(a) and (6) of section 23 and subsections (1)(b) of section 25 of the 1978 Act shall cease to have effect.

(4) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . F16

Textual Amendments

F15 S. 15(2) repealed by Employment Act 1988 (c. 19, SIF 43:5), s. 33(2), Sch. 4

F16 S. 15(4) repealed by Employment Act 1982 (c. 46, SIF 43:5), s. 21, Sch. 4

Modifications etc. (not altering text)

C10 The text of s. 15 is in the form in which it was originally enacted: it was not reproduced in the Statutes in Force and, except as specified, does not reflect any amendments or repeals that may have been made prior to 1.2.1991

Restrictions on legal liability E+W+S

16 Picketing. E+W+S

(1) For section 15 of the 1974 Act there shall be substituted—

“15 Peaceful picketing.

(1) It shall be lawful for a person in contemplation or futherance of a trade dispute to attend—

(a) at or near his own place of work, or

(b) if he is an official of a trade union, at or near the place of work of a member of that union whom he is accompanying and whom he represents,

for the purpose only of peacefully obtaining or communicating information, or peacefully persuading any person to work or abstain from working.

(2) If a person works or normally works—

(a) otherwise than at any one place, or

(b) at a place the location of which is such that attendance there for a purpose mentioned in subsection (1) above is impracticable,

his place of work for the purposes of that subsection shall be any premises of his employer from which he works or from which his work was administered.

(3) In the case of a worker who is not in employment and whose last employment was terminated in connection with a trade dispute, subsection (1) above shall in relation to that dispute have efect as if any reference to his place of work were a reference to his former place of work.

(4) A person who is an official of a trade union by virtue only of having been elected or appointed to be a representative of some of the members of the union shall be regarded for the purposes of subsection (1) above as representing only those members ; but otherwise an official of a trade union shall be regarded for those purposes as representing all its members.”

(2) Nothing in section 13 of the 1974 Act shall prevent an act done in the course of picketing from being actionable in tort unless it is done in the course of attendance declared lawful by section 15 of that Act.

(3) In subsection (2) above “tort” has as respects Scotland the same meaning as in the 1974 Act.

Modifications etc. (not altering text)

C11 The text of s. 16(1) is in the form in which it was originally enacted: it was not reproduced in the Statutes in Force and does not reflect any amendments or repeals that may have been made prior to 1.2.1991

17 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . F17 E+W+S

Textual Amendments

F17 S. 17 repealed by Employment Act 1990 (c. 38, SIF 43:5), s. 16(2), Sch. 3

18 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . F18 E+W+S

Textual Amendments

F18 S. 18 repealed by Employment Act 1982 (c. 46, SIF 43:5), Sch. 4

Miscellaneous and general E+W+S

19 Enactments ceasing to have effect. E+W+S

The following enactments shall cease to have effect, that is to say—

(a) section 1A of the 1974 Act (charter on freedom of the press) ;

(b) sections 11 to 16 of the 1975 Act (procedure for dealing with issues relating to recognition of trade unions) ; and

(c) section 98 of and Schedule 11 to the 1975 Act (extension of terms and conditions of employment) and the M2 Road Haulage Wages Act 1938 (fixing of statutory remuneration).

Modifications etc. (not altering text)

C12 The text of s. 19 is in the form in which it was originally enacted: it was not reproduced in the Statutes in Force and does not reflect any amendments or repeals that may have been made prior to 1.2.1991

Marginal Citations

M2 1938 c. 44.

20 Interpretation, minor and consequential amendments and repeals. E+W+S

(1) In this Act—

• “the 1974 Act” means the M3 Trade Union and Labour Relations Act 1974;

• “the 1975 Act” means the M4 Employment Protection Act 1975;

• “the 1978 Act” means the M5 Employment Protection (Consolidation) Act 1978.

(2) Schedule 1 to this Act (which makes minor and consequential amendments) shall have effect.

(3) The enactments mentioned in Schedule 2 to this Act are hereby repealed to the extent specified in the third column of that Schedule.

Modifications etc. (not altering text)

C13 The text of s. 20(2)(3) is in the form in which it was originally enacted: it was not reproduced in the Statutes in Force and does not reflect any amendments or repeals that may have been made prior to 1.2.1991

Marginal Citations

M3 1974 c. 52.

M4 1975 c. 71.

M5 1978 c. 44.

21 Short title, commencement and extent. E+W+S

(1) This Act may be cited as the Employment Act 1980.

(2) Sections 2, 4 to 19 and 20(2) and (3) of this Act, and Schedules 1 and 2, shall not come into operation until such day as the Secretary of State may appoint by order made by statutory instrument, and different days may be so appointed for different purposes.

(3) An order under this section may contain such transitional and supplementary provisions as appear to the Secretary of State to be necessary or expedient.

(4) Paragraph 7 of Schedule 1 to this Act shall extend to Northern Ireland, but otherwise this Act shall not extend there.

Modifications etc. (not altering text)

C14 S. 21(2): power of appointment conferred by s. 21(2) fully exercised: S.I. 1980/1170 and 1980/1926 with respect to ss. 19(a) and 20(3)