As International Workers’ Day approaches, Beth Clifford reflects on the benefits to trade unions and also why young people particularly should care
In October 2022,The European Commission published the Adequate Minimum Wages Directive, which was supposed to be transposed into Irish law last November, but the Irish government has since put it on hold until the end of this year. The directive makes clear that “each Member State in which the collective bargaining coverage rate is less than a threshold of 80% shall provide for a framework of enabling conditions for collective bargaining”.
Collective bargaining is the process of workers coming together and through their trade union, they bargain and negotiate contracts with employers to ensure fair conditions of employment. At present, collective bargaining coverage in Ireland stands at an estimate of around 40%. This is in stark contrast to that of 80% in Scandinavian countries and continental Europe with an average of 70%. It is also worth mentioning that as of right now Ireland’s constitution does not protect the right to collectively bargain.
In terms of trade union density, or the percentage of workers who are a member of a trade union, Ireland currently falls at approximately 22%. These meagre rates of trade union involvement and collective bargaining coverage have decreased consistently and dramatically over the years.
From the UCD Working in Ireland Survey 2021, research found that union density began to fall in the 1980’s - a decade where roughly 60% of the workforce were members of a trade union. Any instances of increases in trade union density over the past 40 years, such as during the 2008 recession, were rare and short lived. Overall, Ireland has seen a steady decline in union density in both the private and public sector.
When analysing trade union membership based on age, workers between 55-64 years old make up the highest percentage (45%) of union members in Ireland. Conversely, those with the lowest level (14%) of union membership are aged between 16-24 years old.
These older unionised workers generally hold longer job tenure in specific sectors, and therefore they have relatively greater bargaining power than their younger counterparts. This is because older workers are typically too difficult to sack or replace without employers receiving substantial disruption and pushback.
Accounting for union density based on industries, the hotel and restaurant sector has the lowest level of unionisation at just 13%. Coincidently, according to the CSO, young people, 16-25 year olds, make up the highest proportion of workers in the hotel and restaurant industry.
The lack of trade union membership among young workers, as well as being the age group that takes up the most jobs in the least unionised sector, young people are at a higher risk of shady contracts and maltreatment from managers or employers.
If union density remains in decline and young workers continue to stay out of trade unions, once the older cohorts of unionised workers retire, those younger workers that are left in the workforce are more vulnerable and open to exploitation. With little to no union members remaining to help fight for better conditions, young people are at a disadvantage.
In my lived experience, I have worked as a sales assistant in both a unionised retail store and a non-unionised retail store. The difference between the two in the level of treatment, support and benefits I received as an employee were astounding.
From being in a unionised workplace and becoming an active member of a trade union, I witnessed first hand the benefits to unionisation. Our wages were high and paid accurately and on time, our contracts were respected and strictly adhered to, and management were dignified and professional. Additionally, we were given plentiful employee discounts, the job paid for our uniforms, and staff morale was always high.
In comparison, working in a non-unionised workplace, I experienced frequent mistakes on my payslip, management acting inappropriately with staff members, as well as having to pay a €50 “deposit” for my work uniform, which I never got back. Most notable of all, my employers would implement zero-hour contracts, which were banned in 2019 and violate workers’ rights.
I can personally attest that there are significantly more benefits to being a part of a union than without. Working somewhere with no union presence left me as a worker unprotected and taken advantage of without even realising it at the time.
Despite the low union involvement among young workers, they are actually the most well disposed to union representation. 60-70% of young workers reportedly would be in favour of unionising their workplace. This highlights that there is in fact a strong desire and support for the trade union movement among the youth of Ireland.
A sense of hope exists for the future of young people in the workforce. Sufficient education and exposure to trade unions ought to be introduced to Ireland’s young adults in order to encourage their participation in trade unions. Striving for a future that is fair and secure can be achieved through collective, unified action promoted towards younger generations. Ní Neart go cur le chéile!