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Peninsula Group, HR and Health & Safety Experts
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Peninsula Group, HR and Health & Safety Experts
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For decades, the transport and warehousing industry has seen numerous examples of strike action. Workers and their union representatives take such measures to achieve higher pay, better work conditions, and additional statutory rights.
But industrial action can lead to potential delays and disruptions for employers – trickling down into services and supply chains. It often leaves the transport and warehousing sector vulnerable to business losses and disorder.
It’s crucial for employers to be fully aware of how to conduct themselves during industrial action. One wrong move and you could end up losing talented staff, causing reputational damage, and even facing financial penalties for your business.
For more information, speak to one of our expert HR advisors today. Now, let’s take a look at how employers can successfully deal with industrial action in their transport or warehousing business.
Industrial action can be extremely disruptive for employers and their business. It takes up a lot of time, effort, and money managing the situation. Not to mention productivity operations are almost always either impacted or suspended – causing huge financial loss.
In an ideal world, disputes over fairer pay or better work hours would be resolved with the employees in question. But if this fails, the employee or recognised trade union may decide to strike. Industrial action can only be taken if the majority of its members involved vote for this.
Research by Statista found approximately 52,000 working days were lost due to strikes in December 2024. Some of the main examples of industrial action from last year include:
Amazon: GMB members at Amazon’s Coventry fulfilment centre voted for strike action, impacting Prime Week operations.
Royal Mail: Royal Mail strike action ended in July 2023 after a vote to accept a 10% pay rise over three years and a one-off payment of £500.
Train strikes: ASLEF announced new strikes and an overtime ban in May 2024.
Whilst industrial action often happens as a last resort, it’s important for businesses to be aware of how much of an impact this decision can have. Even a short period of strike action can lead to disastrous consequences in areas like supply chains, transportation services, and even consumer experiences.
Let’s take a look at how employers can manage industrial action within their transport or warehousing business:
Employers should start by establishing early engagement with their employees. This applies across all staff – including those who’ve already decided to take industrial action.
Keep open communication channels going with employee representatives, as well as trade unions to ensure transparent interaction is practiced. This will help both parties strive towards understanding the issues behind industrial action.
A great method for keeping communications going with striking employees is through alternative dispute resolutions (ADRs). Employers should utilise early conciliation, mediation, and negotiation.
Through conflict resolution methods like these, both parties will be able to air their issues, demands, and reactions. Employers should keep professional and calm during such meetings. Any disagreements can lead to earlier or even longer periods of industrial action.
After talks (or attempts), employers should create a contingency plan. The reason behind this plan is to determine which critical functions and services are essential to maintain during strike days. For example:
You never know how things will turn out during industrial action within a business or industry. They could finish by the first day or continue for weeks – showing no sign of ending.
Employers should think about protecting the continuity of the business whilst minimising potential disruption or reputational damage. Prepare potential reports or publicity materials that will counter influence on your employees’ (or representatives’) propaganda during this time.
Most of the reasons behind strikes and industrial action root back to breaches of fundamental statutory rights. That’s why it’s important to ensure your work conditions and practices are compliant with the law.
Employers should seek legal advisors who are experts in employment law and industrial relations. They can guide your business towards compliance proceedings during industrial actions.
From fairer wages to better work conditions, industrial action can take place for any reason – at any given time. Whilst you cannot predict them, employers should conduct good practices to help reach mutual negotiations whilst minimising impacts to business operations.
Peninsula offers expert advice on industrial action in the transport and warehousing sector. We offer specialised guidance on HR contracts and documentation – ensuring your business meets all its HR compliance. Want to find out more? Contact us on 0800 028 2420 and book a free consultation with one of our HR consultants today.
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