ABSTRACT
To conclude, the UK has a differentiated system of representing workers, where direct voice has been on the increase, indirect voice through joint consultation has held up, and voice through trade unions has shrunk considerably. In terms of indirect mechanisms, in both law and practice, the UK has already moved down the road of multi-channel representation and is likely to move further in this direction in future. British workers clearly want more voice, but with a preference for joint consultative arrangements and based on multi-channel representation. The present situation presents a set of major challenges and opportunities for the industrial relations parties. In the light of the Directive, the opportunity for government is to establish for the first time in the UK a permanent and effective general system of information and consultation at work. Some employers may see this as an opportunity to create weak voice mechanisms; for others, there is an opportunity to establish strong arrangements that may complement one another. The challenge for unions is to be able to build on these arrangements, and to maintain and expand their role within them.
