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Negotiation and consultation may take place under a voluntary agreement with an employer, particularly through a trade union under a collective agreement. If there is no voluntary agreement, formal consultation procedure may be triggered by at least 2% of employees, and then requires election of a
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The ICE Regulations require that employees are informed and consulted on all contract or workplace organisation changes. Consultation means an "obligation to negotiate" with "a view to reaching agreement". The penalty on an employer for failure to consult or follow the
Regulations is up to £75,000
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body of all staff. This procedure must "enable the information and consultation representatives to meet the employer at the relevant level of management depending on the subject under discussion".
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IRLR 378 Elias J imposed a £55,000 penalty on an employer who failed to set up an election for employee representatives.
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368:
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and GM Truter, 'The
Information and Consultation of Employees' Regulations: Voluntarism's Bitter Legacy' (2005) 68
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ICER 2004 reg 7(2) as amended by the
Employment Rights (Miscellaneous Amendments) Regulations 2019/731 Pt 4
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statutory instrument. This follows the EU Information and
Consultation of Employees Directive
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92:
413:
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88:
379:
Fixed Term
Employees (Prevention of Less Favourable Treatment) Regulations 2002
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as in force today (including any amendments) within the United
Kingdom, from
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Part-time
Workers (Prevention of Less Favourable Treatment) Regulations 2000
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and C Kilpatrick, 'UK Worker
Representation after Single Channel' (2004) 33
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Text of the
Information and Consultation of Employees Regulations 2004
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Transfer of
Undertakings (Protection of Employment) Regulations 2006
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384:
The Information and Consultation of Employees Regulations 2004
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establishing a general framework for informing and consulting
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Information and Consultation of Employees Regulations 2004
33:
Information and Consultation of Employees Regulations 2004
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Trade Union and Labour Relations (Consolidation) Act 1992
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56:
344:Employment Protection (Consolidation) Act 1978
298:Conspiracy and Protection of Property Act 1875
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18:Information and Consultation Regulations 2004
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163:(2005) C-188/03, and ICER 2004 reg 20(4)(d)
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425:Statutory instruments of the United Kingdom
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242:
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31:
142:
7:
25:
175:Amicus v Macmillan Publishers Ltd
389:Gangmasters (Licensing) Act 2004
318:Contracts of Employment Act 1963
50:Parliament of the United Kingdom
43:
308:Workmen's Compensation Act 1906
303:Workmen's Compensation Act 1897
293:Criminal Law Amendment Act 1871
191:reducing the threshold from 10%
1:
328:Industrial Relations Act 1971
172:ICER 2004 regs 22 – 23, e.g.
333:Employment Agencies Act 1973
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369:Employment Rights Act 1996
29:United Kingdom legislation
420:United Kingdom labour law
269:
42:
37:
435:2004 in labor relations
313:Trade Disputes Act 1906
218:Industrial Law Journal
200:ICER 2004 reg 20(4)(c)
359:Trade Union Act 1984
288:Trade Union Act 1871
112:for each violation.
38:Statutory Instrument
430:2004 in British law
354:Employment Act 1982
349:Employment Act 1980
131:European labour law
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323:Equal Pay Act 1970
264:UK labour statutes
75:legislation.gov.uk
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399:Equality Act 2010
228:Modern Law Review
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16:(Redirected from
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93:United Kingdom
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160:Junk v Kühnel
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284:(since 1802)
282:Factory Acts
277:(since 1464)
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89:SI 3426/2004
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414:Categories
275:Truck Acts
208:References
97:2002/14/EC
214:PL Davies
189:reg.16(3)
101:employees
224:KD Ewing
120:See also
107:Contents
91:) are a
58:Citation
63:SI 2004
340:(1977)
137:Notes
65:/3426
280:The
273:The
83:The
230:626
220:121
416::
103:.
257:e
250:t
243:v
87:(
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20:)
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