Kate is a passionate advocate of the importance of great employment relations. With close to 30 years' experience with Acas, she has seen the cost of conflict from all angles. She has worked with many businesses and individuals to resolve their differences and to avoid harmful disputes.
As I approach retirement from Acas, I find myself reflecting on the whatsapp number list changes in the workplace and in industrial relations that I have seen over the years.
When I joined Acas in early 1993, I had already worked in several government departments and didn't anticipate that Acas would get under my skin and keep me in place for 32 years. I joined just after the last significant upheaval in labour relations, and I leave just ahead of the enactment of this generation's most significant change in workplace legislation. I wonder about the landscape 30 years from now.
At that time, employers and trade unions were finding their way around the new Trade Union and Labour Relations (Consolidation) Act 1992 which blended new and existing employment provisions into one place, and which has been the legislative cornerstone for employment relations machinery and individual rights ever since. Unsnappily abbreviated to TUL(C)RA, the Act continues to be the mainstay of employment law in Britain and Acas conciliators and advisers always have it to hand.
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