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How you can help your workers make payments to their trade union’s political funds.

How you can help your workers make payments to their union via your payroll system.

How to ensure that relations with trade union officials run as smoothly as possible.

How a recognised union can advise employers and workers on key issues.

How employers can work with trade unions on collective bargaining, information and consultation, and attendance at disciplinary and grievance hearings.

Employer guidance on trade unions including their roles, legal rights, effects, and benefits.

Treating workers fairly as regards the recognition or derecognition of a trade union.

What a trade union is, how it applies for recognition, and how it operates.

Visa allowing workers to come to the UK to do an eligible skilled job with an approved employer.

Visa allowing workers to come to the UK to do an eligible job for a fast-growing business.

Legal safeguards on protection of a Reservist's job after a period of mobilisation.

Employers' and Reservists' pension rights during a mobilisation period.

Length of a Reservist's duty, including training and preparation for return to work.

How Reservists are mobilised for full-time service with the Armed Forces.

Employers' rights and responsibilities during and after Reservist mobilisation.

How military training time can both impact and benefit you as an employer of Reservists.

Employers' rights regarding Reservist mobilisation, financial assistance, reinstatement, and redundancies.

Reservist skills and training can make a significant contribution to businesses.

Advice and support for employers on Reservist issues from Defence Relationship Management.

The different types of Reservist, and the different services they serve with.

This legislation gives Reservists a more prominent role within Future Reserves 2020 and greater job security.

How businesses can benefit by employing Armed Forces Reservists.

How employers can manage employee turnover with strategies to engage with, value and retain staff.

You must not unfairly treat or dismiss employees because they are taking, took, or sought to take statutory maternity leave.