Industrial relations in britain

Employment relations and networked organisations

• The growth of outsourcing fragments the concept of employment relations and creates special challenges for individuals working for subcontractors in terms of:
• Employment security
• Pay and benefits
• Employee voice
• There is a challenge for those who try to theorise about IR and HRM to explain multi-employer networks

Conclusions

• Since 1979, the IR system has experienced substantial change from a voluntarist system to one of increased state intervention
• Despite increased juridification, there is still not a strong and centrally regulated IR system. This has resulted in employer autonomy to pursue either a:
• Low-road/contract approach of cost-minimisation
• High-road/status approach of high-commitment
• Union density fell to half of its peak in 1979 and unions are struggling to find a clear identity and new roles
• EU membership continues to influence domestic IR legislation