Unionised

Unionised describes workers, workplaces, or sectors that are represented by a labor union and participate in collective bargaining over terms of employment. A unionised workplace typically operates under a collective bargaining agreement (CBA) between the employer and the union, which establishes wages, benefits, working hours, leave, grievance procedures, and other conditions for covered employees. Membership in the union itself is not always required for workers to be covered by the agreement.

Unionisation arises when workers organize, join or form a union, and obtain formal recognition through a labor-relations process. In many countries, workers vote to certify a union, which then negotiates the CBA on behalf of the bargaining unit. Procedures vary: some jurisdictions use secret-ballot elections; others use card-check or voluntary recognition. Laws on organizing, collective bargaining, and unfair labor practices shape the likelihood and pace of union recognition and expansion.

Arguments in favor of unionised workplaces often point to higher wages, better benefits, safer working conditions, and a stronger voice for employees in decision-making. Critics argue that unions can raise labor costs, reduce managerial flexibility, and increase the risk of strikes. Outcomes depend on industry, economy, and the strength of the union and employer.

Global patterns vary. Union density tends to be higher in public-sector and manufacturing jobs in many high-income countries and lower in many service sectors. Legal frameworks—such as right-to-work statutes, recognition rights, and sectoral bargaining—shape the scope and success of unionisation efforts. The term is spelled unionised in British and Commonwealth English, and unionized in American English.