Trade Union Negotiations

Clarity and confidence in union relationships

Where trade unions are present, employment law intersects with industrial relations. Negotiations become more structured, consultation more formal, and stakes often higher.

Watershed supports employers to navigate this environment with calm, strategic clarity, ensuring legal compliance, commercial focus, and a constructive tone.

Our work spans both public and private sectors, from recognised national unions to localised staff forums. Whether advising on pay negotiations, managing disputes, or responding to recognition requests, we help clients move forward with authority and assurance.


Beyond negotiation: the full spectrum of union engagement

Trade union involvement is not limited to collective bargaining. It may include consulting on health and safety matters, providing facilities, involvement in grievances, suspension and disciplinary matters, statutory consultation obligations during redundancies or TUPE transfers, and, soon, new rights of access.
We advise across all aspects of union engagement, including:

• Formal recognition and derecognition procedures
• Pay and grading negotiations
• Changes to terms and conditions
• Information and consultation requirements

• Union access rights
• Dispute avoidance and resolution strategies


Our advice is rooted in law but shaped by experience. We help employers strike the right tone, firm but fair, confident but collaborative.

Negotiating change with credibility

In many cases, Watershed is brought in not just to advise, but to support the negotiation itself. We help organisations prepare proposals, anticipate objections, and lead or support discussions with union representatives.


Where agreement is possible, we help reach it efficiently. Where disputes arise, we help de-escalate and refocus. In all cases, we ensure the employer’s legal obligations are met and its commercial position protected.


We have supported clients through:

• Recognition and de-recognition applications
• Negotiating and drafting recognition agreements
• Pay reductions and restructuring in financially constrained environments

• Harmonisation of terms following public sector spinouts

• Creation of new pay frameworks and grading structures

• TUPE consultations with recognised unions

• Defensive strategies in the face of union recognition campaigns

Shaping constructive industrial relations

Our work is not adversarial by default. Many clients seek a more collaborative relationship with their unions, and we help build frameworks that support trust, transparency and shared understanding.

At the same time, we are unflinching when necessary. We advise clients facing hostile union tactics, guiding them through legal entitlements and practical safeguards.

Our role is to ensure you remain legally protected, strategically clear, and reputationally safe, whatever the nature of your union engagement.