THE TRADE UNIONS IN UK
INTRODUCTION
Historically, trade unions in the United Kingdom have been viewed as: (1) collective employee organisations established to protect employees from arbitrary actions by employers in matters of pay and working conditions, and (2) as promoters of the legitimate interests of people at work. In practice, they have also played an important role in the political life of the nation, and, to a lesser extent, in its social affairs. The ability of trade unions to exercise power and influence over users of their service depends on the relative demand for that service. Thus, when demands for skilled labour in the economy are high trade unions are in a relatively powerful position to negotiate a high price for the use of labour. They are also able in such circumstances to employ a wide range of sanctions against employers (and even governments). When demand for labour is slack and unemployment begins to rise, trade union power to influence events becomes more limited.

In Britain the boom period for trade unions was during the 1970s when membership reached a peak of 13.2 million (1979). At that time the demand for labour was high, many skills where in short supply and there were few legal controls over collective action by unions. By 1990 the situation had changed dramatically with a deep recession, record levels of unemployment, changes In working practices brought about by new technology and last but not least, a substantial framework of labour legislation designed partly to reduce trade union power in employee relations. Union membership for 1990 had fallen to 9.8million.

RECENT TRENDS IN INDUSTRIAL RELATIONS IN UK In 21st century, the Trade Unionism in UK of both public and private sector exhibit the trends such as
(i) Reduction in industrial action;
(ii) Role of trade unions;
(iii) Collective bargaining;
(iv) Employer's