Despite the opt-out, around 100 firms in Britain are covered by the Directive by virtue of the number of employees they have in other member states. In many cases discussions are already under way to include British representatives in arrangements for information and consultation at the European level. Firms such as United Biscuits and Coats Viyella say that they want to apply the Directive to all their workers because it improves their performance and enhances individual democracy. The British Government is alone in not understanding that employees work best when they feel they are listened to and valued as individuals for their contribution to the success of the organisation. As I have shown, under UK law, it is entirely up to the employer whether or not to recognise a trade union for collective bargaining purposes.
Employers are free to ignore the majority views of their employees.
In the TUC's view, this undemocratic and dogmatic approach to industrial relations must change. All other European countries understand that the way forward is through partnership, not confrontation. Problems at work cannot be resolved by refusing to talk. Rights to representation and recognition are a vital part of the new balanced framework of employment law that is needed if we are to create a successful and equitable economy. These rights must have statutory support.