The rights of trade union reps
Time off work
Trade union representatives (‘reps’) are entitled to time off to carry out their role.
They’re entitled to paid or unpaid time off depending on whether they’re completing trade union duties or trade union activities.
When reps are entitled to paid time off
Reps have the right to reasonable paid time off for trade union duties such as:
- negotiating pay, terms and conditions
- helping union members with disciplinary or grievance procedures including meetings to hear their cases
- going with union members to meetings with their line manager to discuss flexible working requests
- discussing issues that affect union members like redundancies or the sale of the business
Learning reps have the right to reasonable paid time off for trade union duties such as:
- analysing the learning or training needs of union members
- giving information and advice about learning or training
- arranging or encouraging learning or training
- discussing their activities as a learning rep with their employer
- training as a learning rep
Equality reps have the right to reasonable paid time off for trade union duties such as:
- promoting the value of equality at work
- arranging learning or training relating to equality at work
- providing information, advice or support to qualifying union members relating to equality at work
- consulting with the employer about equality at work, for example by taking part in collective bargaining on equality matters
- obtaining and analysing information relating to equality at work
When reps are not entitled to paid time off
Reps are not entitled to paid time off for trade union activities.
Employers must allow unpaid time off for trade union activities, although they may choose to provide paid time off.
Trade union activities include:
- attending general union meetings
- voting in union elections
- participating in workplace union meetings as a member instead of as an official rep
What counts as reasonable
All requests for time off work should be reasonable.
Employers should agree to requests unless they can show they’re not reasonable, for example, because of:
- the kind of work the business or organisation does
- workloads
- the needs of line managers and co-workers
- the importance of health and safety at work
- the amount of time reps have already had off for trade union work
Reps and employers should discuss and agree on what reasonable time off is.
Read the Acas Code of Practice on time off for trade union duties and activities for information about what’s considered reasonable time off.