Is the termination of union recognition by an employer. Derecognition amounts to the employer ceasing to accept a trade union as the authorized representative of its members within the enterprise. However, derecognition is not a clear issue and it is important to distinguish between full and partial derecognition. Under the former all contact between the union and employer will come to an end whilst under the latter elements of union recognition will be retained. Partial derecognition may involve the withdrawal of union rights for certain categories of employee (e.g. manager), for certain issues (e.g. pay determination), and for certain processes (e.g. collective bargaining). Under the Employment Relations Act 1999, there is a legal procedure through which derecognition can occur if it is requested by the workforce or if the employer can demonstrate a collapse of trade union organization.
Subjects: Human Resource Management.