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The Industrial Relations Act 1971 (c. 72) was an act of the Parliament of the United Kingdom, since repealed. It was based on proposals outlined in the governing Conservative Party's manifesto for the 1970 general election. The goal was to stabilize industrial relations by forcing concentration of bargaining power and responsibility in the ...
The National Industrial Relations Court (NIRC) was established on 1 December 1971 under Section 99 of the Industrial Relations Act 1971.The NIRC was created by the Conservative government of Edward Heath as a way to limit the power of trade unions in the United Kingdom.
The Industrial Relations Act of 1971 gave employees "the right, depending on a minimum qualifying period, to appeal to an industrial tribunal, where compensation for unfair dismissal could be awarded based on length of service," [72] and in 1972 preservation of accrued pension benefits after 5 or more years' service was introduced. [73]
In return for a package of measures, such as the repeal of the Industrial Relations Act 1971, increased social expenditure, and measures to control the cost of living, such as food subsidies, price controls and a freeze on rent increases, the trade unions would ensure that their members would cooperate with a programme of voluntary wage ...
The Trade Union and Labour Relations Act 1974 soon replaced the unfair dismissal provisions, as was the National Industrial Relations Court with a system of Industrial Tribunals, since renamed Employment Tribunals. These have one legally qualified chairperson and two lay members, one representing unions and the other representing employers.
An Act to repeal the Industrial Relations Act 1971; to make provision with respect to the law relating to trades union, employers' associations, workers and employers, including the law relating to unfair dismissal, and with respect to the jurisdiction and procedure of industrial tribunals; and for connected purposes. Citation: 1974 c. 52
The Industrial Relations Act 1971 was repealed through the Trade Union and Labour Relations Act 1974, sections of which were repealed by the Employment Act 1982. The Code of Practice on Industrial Action Ballots and Notices , and sections 22 and 25 of the Employment Relations Act 2004 , which concern industrial action notices, commenced on 1 ...
The Industrial Relations Act 1971, modeled in part on the U.S. Taft-Hartley Act, passed over determined union opposition, included many of the same provisions as In Place of Strife, and explicitly stated that formal collective bargaining agreements would have the force of law unless they had disclaimers to the contrary.