Unite and Tata have been in a long-running dispute over Tata’s decision to halt production at its Port Talbot steelworks in its four-year transition towards green energy.
Workers in Port Talbot were set to strike for a week from 8 July. In response, Tata said it would be forced to move the site’s closure from September to 7 July, to account for a lack of supervision, the Guardian reported.
On Monday (1 July), Unite accepted Tata's proposal to enter a round of discussions about future investments at the site, should the union call off strike action.
Pam Parkes, commissioner at Birmingham City Council and president of the Public Services People Managers Association, told HR magazine that maintaining relations with unions amid strikes is crucial to negotiations.
She said: "HR has a responsibility to proactively build an effective working relationship between employers and trade unions while relations are in a steady state. Don’t wait for a fan-hitting moment to engage.
“Trust and mutual respect are the foundation of good employee relations. They make it easier to have an adult-to-adult conversation with individuals interested in maintaining the livelihood, dignity and fair treatment of members.”
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In 2023, the Conservative government offered Tata £500 million in state subsidies to move to new green furnaces, which would cut UK carbon emissions by 2% if used. However the closures at Tata would result in 2,800 job cuts.
Labour previously pledged to invest in the move to green steel, but in June the Guardian reported that Labour leader Keir Starmer would fight for the jobs at Tata, and the future of steel in Wales, if he were to win the next election.
Unite general secretary Sharon Graham said: “This is a significant development in the battle to protect jobs and the long-term future of steel making in South Wales. Investment from Labour secured by Unite will be key to the future of the site.
“It is essential that these talks progress swiftly and in good faith, with the focus on fresh investment and ensuring the long-term continuation of steel making in South Wales.”
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Open communication with trade unions is essential to reaching an agreement during strikes, Parkes added.
She continued: “When an employer does get into a dispute, the key for HR is to try to keep communications open. Disputes aren’t resolved by either party adopting an entrenched position, but by talking and coming to an understanding.
“It’s usually possible for parties with a balanced relationship to find a compromise, or to respectfully disagree and identify the trade-offs needed to move forward.”
Employers should be willing to compromise to find a solution with unions, noted Kate Palmer, employment services director at HR consultancy firm Peninsula.
Speaking to HR magazine, she said: "A union's job is to get the best package for their members. One way of doing this is to present information in a way that puts the employer in a bad light to gain public support, which is why strike action can be so disruptive.
"Negotiations can be complicated and exhaustive processes but it’s important to keep discussion going to avoid either side taking the dispute public, with the reputational damage this can bring.
"Look to find reasonable solutions that satisfy both parties. This can mean compromise and concession from both sides, so it’s important to put egos aside and work together as much as possible. At the end of the day nobody wants to strike, and it is in the best interest of both the employer and employees to find a solution."
