The next most common reasons were that a representative was needed for local bargaining or that there was an issue at work that needed to be resolved. These reasons were cited by eight per cent of respondents.
Quite a large number of employee representatives had taken up the position after being persuaded to do so by a former employee representative (37%) or following a request from colleagues (37%). Many had also acted as a deputy to a former employee representative (19%).
Respondents had been involved in a wide range of situations in their position of trust. The most frequently mentioned situations were advising employees on employment-related matters (71%), participating in ongoing dialogue within the company (67%), local bargaining over pay rises under a collective agreement (57%), change negotiations related to dismissals (56%), and supporting an employee in a personal employment-related matter (56%).
The open responses show that many respondents found the position of an employee representative meaningful and would recommend it to others. Many felt that the role offered a vantage point to their company and to the wider labour market. The position also provided the opportunity to influence common issues.
About a quarter of respondents said that they had experienced problems in their own employment relationship because of their position of trust. These problems were related to things like time management, access to information, the employer’s negative attitude, and salary and career progression.
A total of 661 employee representatives from different sectors responded to the YTN survey. The survey was conducted in May and June 2024.