Key Points:

Trade Union Duties: If you are a trade union representative (e.g., shop steward/Organiser), you have a legal right to reasonable time off with pay to carry out your union duties. This can include things like negotiating with your employer, representing members in disciplinary or grievance procedures, and attending union meetings related to work.

Union Activities: If you are a union member (but not a representative), you are entitled to reasonable time off for union activities, but this time off is typically unpaid unless otherwise agreed with your employer. Union activities could include attending branch meetings, voting in union elections, or attending union conferences.

Consulting Your Representative: If you need to speak to your trade union representative, you may do so during working hours. However, whether you are paid for this time depends on the nature of the conversation. If it’s related to a workplace issue or if you are involved in a grievance or disciplinary matter, you should be allowed reasonable paid time off.

1. Ensure that your manager has agreed to your time away from the workplace

2. Try to give your manager an approximate timeframe and let them know how to contact you if necessary (phone number).

Reasonableness: The law specifies that the time off must be “reasonable.” This means that it should be enough time to address the issue, but not so much that it disrupts your work unduly. What’s considered reasonable will depend on the circumstances.

Relevant Legislation:

Trade Union and Labour Relations (Consolidation) Act 1992: This is the key legislation that outlines these rights.

ACAS Code of Practice: Provides guidance on what is considered reasonable time off for trade union duties and activities.

If you encounter difficulties or if your employer is not allowing reasonable time off, you might want to discuss this with your GMB Union representative, as they can offer guidance and support.