The ICE regulations (Information and Consultation of Employees) are the result of an EU directive and mean staff "will have a right to be consulted on a regular basis about issues in the organisation that they work for".

Employers are being advised to review their existing consultation arrangements in light of the new legislation.

ICE is covered by a model agreement in the new BPIF/Amicus GPMS Code of Practice.

At the launch of the code last month Amicus GPMS deputy general secretary Tony Burke said the new rules would "radically alter industrial relations".

"In future companies won't just be able to announce closures or redundancies," he stated. "It [Information and Consultation] is a major challenge as we will have to gear up our chapels for it. It also means that a number of companies that have never consulted in their lives will have to do it.

"We will use the legislation," Burke warned.

The regulations will be expanded to cover companies with more than 100 staff in 2007, and in 2008 for those with 50 or more employees.

Self-teach modules on ICE are available at www.acas.org.uk.


At-a-glance guide to the new regulations

The legislation implements the EC Directive on Informing and Consulting Employees.  It is based on a framework agreed with the CBI and TUC.

The requirements in the legislation do not apply automatically.  An employee request must be made by at least 10% of employees in the organisation (subject to a minimum of 15 employees and a maximum of 2500 employees).

Existing agreements on information and consultation may continue where they enjoy the support of the workforce.

The new law is designed to encourage employers, employees and their representatives to agree information and consultation arrangements that suit their particular circumstances it does not spell out the subjects, method, timing or frequency of the arrangements that are allowed.

Agreed arrangements may cover more than one company, or establish different processes in different parts of an organisation.

Standard I&C provisions apply if a valid employee request is made for an agreement, but no agreement is reached. They require the employer to inform employee representatives of the recent and probable development of the undertaking's activities and economic situation; to inform and consult them on the situation, structure and probable development of employment within the undertaking and on any anticipatory measures envisaged (in particular where there is a threat to employment within the undertaking); and to inform and consult them with a view to reaching agreement on decisions likely to lead to substantial changes in work organisation or in employees' contractual relations (including decisions on collective redundancies and business transfers).

Source www.dti.gov.uk