These conditions are contained in the Labour Relations Act No. 14 of 2007. Article 54 of the Labour Relations Act requires that the trade union be legally recognised if it has constitutional jurisdiction. The Act is now included in the Trade Union and Labour Relations (Consolidation) Act 1992, 1992, 179, according to which collective agreements in the United Kingdom are ultimately considered non-legally binding. This presumption can be rebutted if the agreement is in writing and contains an explicit provision stating that it should be legally enforceable. The concept of labour relations considers collective bargaining as a system of industrial governance. It is a functional relationship. Groupe Government replaces the Land Government. The steward plays the role of leader. Discussions take place in good faith and agreements are reached.
The union, in collaboration with company representatives, makes decisions on issues that both have vital interests. This is how union representatives and management come together to reach a mutual agreement that they cannot do alone. The term « collective bargaining » was first used in 1891 by Beatrice Webb, a founder of the industrial relations sector in the United Kingdom.  It refers to the type of collective bargaining and agreements that existed since the rise of trade unions in the eighteenth century. It is not appropriate for an employer to intervene in the collective bargaining process without a signed recognition agreement. . . .