Your Statutory Rights
01
Right to Join
UK law strictly protects your right to join a trade union of your choice. This is a fundamental employment right that belongs to you from day one of your employment, regardless of your role or seniority.
02
Union Activity
You have the legal right to participate in lawful trade union activities at an appropriate time. This ensures that workers can organize effectively to discuss workplace conditions and representation.
03
Non-Discrimination
It is unlawful for an employer to treat you unfairly, disadvantage you, or dismiss you for joining a union or seeking recognition. UK law provides robust protection against detriment related to union membership.
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Current Progress & Representation
Workplace Steering Committee
The voluntary steering committee is currently actively engaging with relevant trade unions to explore formal recognition pathways. Our focus is on providing transparent, factual information and establishing a framework for meaningful workforce consultation.
- Facilitating accurate information exchange
- Managing trade union engagement
- Mapping workforce support levels
- Ensuring statutory compliance
Proposed Bargaining Unit
The proposed bargaining unit focuses on UK onshore quota-carrying sales professionals. This group shares critical commercial commonalities, including performance-based compensation structures and accountabilities that justify collective representation.
- UK-based onshore sales roles
- Common revenue and quota targets
- Aligned base and variable pay frameworks
- Shared performance management protocols
Key Collective Concerns
Pay and Compensation
Workers have identified a lack of consistent frameworks across the UK, resulting in pay not keeping pace with inflation. Communication regarding salary changes often remains informal, highlighting the need for structured collective bargaining to ensure fair and transparent remuneration systems.
Job Security and Planning
Meaningful consultation on redundancy planning and organisational change is a primary goal. By creating a formal framework for dialogue, workers seek clearer forward-looking workforce planning and access to independent advice to fully understand proposed terms and conditions before decisions are finalized.
Workplace Facilities
Disparities in conditions between offices—such as the absence of canteen facilities in Glasgow—and concerns over relocated office sites are key drivers for union engagement. Collective representation ensures that IT equipment quality and facility standards support worker productivity and wellbeing across all locations.
Culture and Feedback
Current internal surveys are often perceived as carrying pressure to respond positively. Recognition would facilitate independent, union-run surveys, encouraging honest feedback and fostering a culture of transparency and genuine psychological safety when communicating concerns to management.
The Employment Rights Act 2025
The 2025 Act introduces significant reforms to workplace engagement and union recognition, simplifying the process for workers to exercise their collective rights.
Plan: April 2026
Initiation of voluntary recognition request. Our approach is constructive, aiming for mutual agreement with the employer to establish a formal framework for dialogue.
Protection: Ongoing Engagement
The steering committee will continue sharing accurate information and engaging with workforce feedback. All participation remains voluntary and rights-protected.
Milestone: October 2026
If voluntary recognition is not established, statutory recognition through a simplified ballot process—requiring only a simple majority of those voting—will be considered.
FAQS
Is joining a union legal?
Who is in the bargaining unit?
Yes. UK law protects the right of workers to join a trade union of their choice and participate in lawful union activities without fear of disadvantages.
The proposed bargaining unit consists of UK onshore quota-carrying sales workers, who share similar roles, revenue accountability, and performance targets.
Does recognition mean strikes?
No. Most union activity focuses on collaboration, consultation, and negotiation to improve pay frameworks, consultation processes, and working conditions.
Why a union-run survey?
Union-run surveys encourage workers to provide independent, pressure-free feedback, which is essential for understanding workforce support accurately.
LEGAL DISCLAIMER
This website is for general information only and does not constitute legal or employment advice. It is maintained independently by UK employees for the purpose of sharing workplace information and does not speak on behalf of Dell Technologies, its management, or any recognized trade union. While we strive for accuracy, users should verify details with official union representatives or legal professionals. All participation in activities described on this site is voluntary and confidential.
Current Phase
A voluntary steering committee of UK workers is currently exploring trade union recognition through lawful engagement and sharing accurate information with the workforce.
Collective Strength through Recognition
Workplace Rights
UK law protects your right to join a union of your choice and seek formal recognition without disadvantage.
Meaningful Consultation
Recognition facilitates structured dialogue on pay, terms, and organizational change before decisions are implemented.
Bargaining Power
Collective representation ensures that the voices of UK workers are heard clearly on matters that affect job security and progression.