Last year, an alarming 750,500 working days were lost to industrial disputes, up from just 157,000 in 2005. No surprise, then, that the 'winter of discontent' cliches are being dusted down, along with the Christmas decorations. The Government recently secured a court injunction requiring the Prison Officers Association to comply with a no-strike agreement, ending a national wildcat strike. But this is not a viable tactic for most employers: unions are unlikely to sign a deal relinquishing their chief industrial weapon unless they're in a feeble bargaining position. And even if you include a no-strike clause in an agreement with a union or worker representatives, it will almost always be presumed not to be legally enforceable. Employers may still have a legal remedy if threatened with action - for example, if the organisers fail to comply with statutory balloting requirements or plan unlawful secondary action. But organisations that foster 'partnership' at work by communicating with staff representatives and involving them in strategic business decisions have the least to fear from an increasingly wintry industrial relations climate.
Governments and civil courts are increasingly willing to inflict hefty penalties for wrongdoing, says author José Hernandez.
Practice makes perfect, says Element 6 executive director Siobhán Duffy.
UPDATE: With Farage rampant and the PM ousted, the way is paved for a hardline successor to take the nuclear option.
Take a wild guess which sector comes out on top.
The laminate manufacturer's European boss shares his turnaround tips.
It's a little too easy to cherry-pick generalised leadership tips from exotic role models.