This white paper is described by the Prime Minister as being part of the government's programme 'to replace the notion of conflict between employers and employees with the promotion of partnership'.

Its provisions regarding compulsory recognition of trade unions have attracted a great deal of media attention, but plans regarding individual employment protection rights are also of enormous significance.INDIVIDUAL RIGHTSThe government proposes to:-- reduce the qualifying period for protection against unfair dismissal from two years to one;-- abolish the maximum limit on compensation for unfair dismissal;-- introduce legislation to index-link li mits on statutory awards and payments, subject to a maximum rate.The second proposal is likely to have a dramatic impact.

The government has recognised that the existence of a limit prevents some individuals from being fully compensated for loss flowing from an unfair dismissal.

The government states that abolition of the maximum compensation limit in six discrimination claims has not led to a significant rise in the number of cases, and although race discrimination cases have risen 'these are relatively few in number'.

However, the government does not claim that its proposal will not lead to a significant increase in the number of claims made and this caution is justified.

It is also foreseeable that, in some cases (especially where the level of pension loss is great) high awards of compensation for unfair dismissal will be made.COLLECTIVE RIGHTSThe government proposes to:-- enable employees to have a trade union recognised by their employer where the majority of the relevant workforce wishes it.

Statutory procedures for recognition and de-recognition will be introduced;-- change the law in line with its view that, in general, those dismissed for taking part in lawful official industrial action should have the right to claim unfair dismissal;-- make it unlawful to discriminate by omission of grounds of trade union membership, non-membership or activities;-- prohibit blacklisting of trade unionists;-- create a legal right for employees to be accompanied by a fellow employee or trade union representative of their choice during grievance and disciplinary procedures.FAMILY-FRIENDLY POLICIESThe government proposes to:-- extend maternity leave to 18 weeks, to align it with maternity pay;-- give employees rights to extended maternity absence and to parental leave after one year's service;-- provide for the employment contract to continue during the whole of maternity or parental leave unless it is expressly terminated by either party by dismissal or resignation;-- provide similar rights for employees to return to their jobs after parental leave as currently apply after maternity absence;-- provide three months parental leave for adoptive parents;-- provide a right to reasonable time off for family emergencies for all.Responses should be sent to the DTI by 31 July 1998.