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Collective action in the United Kingdom in UK labour law is the main support for collective bargaining. Although the right to strike (or "industrial action" traditionally) has attained the status, since 1906, of a fundamental human right, protected in domestic case law, statute, the European Convention on Human Rights and international law, the rules primarily codified in the Trade Union and Labour Relations (Consolidation) Act 1992 have generated significant litigation. In order for a group of workers to take strike action, they must, * hold a ballot of the workforce who will go on strike * inform the employer of the timing and duration of the strike * not conduct the industrial action for a purpose unrelated to terms and conditions of the workers' employment contract * not take industrial action against anyone but the employer of the affected workers * remain peaceful when conducting picket lines The consequence for breach of these rules is that a trade union will be liable for damages to the employer for the cost of the industrial action, and that an injunction may be issued against the industrial action going ahead. The rules on industrial action in the UK have been called the toughest in the Western World, and subject to heavy criticism from the International Labour Organisation and led to violations in the European Court of Human Rights. ==History== *Economic tort *''Taff Vale Railway Co v Amalgamated Society of Railway Servants'' *''Quinn v Leatham'' () AC 495 *''South West Trains'' *Trade Disputes Act 1906 *''Torquay Hotels Ltd v Cousins'' () *''Rookes v Barnard'' () AC 1129 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Collective action in the United Kingdom」の詳細全文を読む スポンサード リンク
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