Foreword
The Union Representative or Shop Steward is one of the most important people on a work site. They are the first port of call for members and co-workers facing issues, and they serve as the representative face of their trade union. The role of the shop steward or rep, especially in the current climate, is not an easy one. Employers do not want to see assertive or organised workers collectively fighting for better pay or conditions.
While the role comes with challenges, it can also be highly rewarding—whether it’s bringing others into the union, overcoming unfair practices, or delivering clear and decisive wins on pay and conditions.
The Independent Workers Union would be nowhere without the diligent work of our reps, organisers and stewards across the many workplaces where we are fighting for better pay and conditions.
Without developing shop stewards and reps in every workplace where we have members, our union will not grow—and more importantly, it will not win the improvements our members deserve.
Alexander Homits
National Organiser
Introduction
No enterprise or business can succeed or turn a profit without the input of workers and as such, we have earned a right to be heard. That right is constantly under attack by the employers union and their political representatives. It is on us as union members to assert our demands for dignified pay and conditions.
Union density in the Republic of Ireland is approximately 22%. In the North of Ireland, the figure is around 30%. In both jurisdictions, trade union membership and culture have been in decline. This has been aided by both the Stormont and Dublin administrations outsourcing unionised jobs to non-union private sector companies and passing legislation that favours employers over workers.
Trade union rights cannot be taken for granted. They must be defended, and workers must be encouraged to learn about their rights, entitlements, and the mechanisms available to defend them.
The Shop Steward or Rep is one of the most important people on the work site. They are the first point of contact for union and non-union workers alike when issues arise. Their knowledge and advice can shift the tide against unfairness—whether it’s a dismissal, a disciplinary, docked or missing pay, or penalisation for illness.
A shop steward or rep is expected to be diligent, attentive and proactive. It may sound like a lot—but most of our members already understand the issues in their workplace and how to address them.
What is a Shop Steward/Representative?
A Shop Steward or Rep is the elected spokesperson and representative of a group of workers at a given site, in accordance with union rules.
They are elected by peers through a site-specific election. If unopposed, they are deemed elected. Stewards are generally elected for a fixed term—typically one or two years—with elections convened at an Annual General Meeting or as needed.
More than one steward can be elected, or a deputy appointed, to assist in the role.
While stewards are not expected to know all aspects of employment law, they are expected to perform their duties with diligence, professionalism, and respect.
What Should a Steward/Rep Expect?
Expect to:
- Answer day-to-day queries about the job
- Accompany co-workers to investigation, disciplinary, or grievance meetings
- Assist in writing letters, complaints or statements
- Recruit new members into the union
- Organise the workplace around shared issues (e.g., low pay, lack of bonuses, poor conditions)
What to Do When a Member Comes to You with an Issue
When approached with a problem, your first step is to gather as much information as possible. For bullying, ask about times, dates, witnesses, and any evidence like messages or recordings. For issues like sick leave penalisation, ask about certification and medical diagnoses.
Specific, detailed information is essential before giving advice. If unsure, forward the information to head office at info@union.ie for guidance.
What Kind of Issues Do Our Members Face?
You won’t know every answer—and that’s okay. Be honest and aim to respond in a reasonable timeframe. Common issues include:
- Non-payment of wages or incorrect holiday pay
- Penalisation or discipline for illness
- Unfair or improper disciplinary procedures
- Unilateral changes to terms and conditions
- Cuts to hours
- Discrimination for union activity or membership
Meetings, Grievances, Appeals, Disciplinaries
Your responsibilities include attending meetings, filing grievances, submitting appeals, and supporting members through disciplinaries. Many reps already have personal or second-hand experience with these processes.
Key Reminders:
- Never attend grievance, appeal or disciplinary meetings alone—bring someone with you
- Always take your own notes or have a note-taker
- Don’t sign employer notes/minutes you disagree with
- Encourage members to appeal disciplinary outcomes they disagree with
Ireland is a one-party consent state for recordings, meaning you can legally record a meeting without notifying others. However, recordings may not always be admissible in the Workplace Relations Commission. If recording, transcribe notes from the audio. Do not share recordings online or with anyone other than your rep or union official.
Consult with head office if unsure: info@union.ie, jamie@union.ie or alex@union.ie
Active Listening, Note Taking, Investigation
Active listening involves paying full attention to both verbal and non-verbal communication (e.g., posture, tone, facial expressions). This helps build trust and better identify the real issues at play.
Taking notes allows you to reflect and support any requests for advice from union officials. Investigate the issue thoroughly. Some situations may require individual remedies; others may need a collective response.
Collective Grievance
Some problems are too large for an individual worker to solve alone. When workers unite, they have leverage. A collective grievance, like low pay or lack of bonuses, is more powerful when submitted by 50 workers instead of one.
There is strength in numbers.
Industrial Action
Despite the laws that exist, employers regularly ignore workers’ rights in non-unionised workplaces. Examples include unilateral changes to hours, pay, duties, and conditions across Ireland.
Industrial action, especially a work stoppage,is the most powerful tool available to workers.
Two types of action:
- Official Industrial Action: Requires a valid trade dispute, National Executive sanction, secret ballot, and 7-day notice to the employer. Workers are legally protected against dismissal or penalties if these steps are followed.
- Unofficial Industrial Action: Taken without the steps above. Non-union members may engage in this, but it carries no legal protections. Dismissal for time theft or misconduct is possible. Plan carefully and get employer guarantees against recrimination before ending the action.
Conclusion
Being a Shop Steward or Union Representative in Ireland today is no small task. In a country where governments North and South have undermined union strength through outsourcing, legislation, and silent complicity with employers, it’s easy to feel like the odds are stacked against us.
But that’s exactly why your role matters so much.
You are the frontline of the union movement; often the only barrier between a worker and an employer who wants to cut corners, reduce pay, or push people beyond their limits. You are the difference between silence and resistance, between isolation and solidarity.
This role won’t always be easy. Employers are organised. Politicians are rarely on our side. But when workers are united, we are a force to be reckoned with. And across Ireland; from hospitality to healthcare, from retail to transport; union members are rediscovering their power and taking action.
You’re not expected to know everything. You’re not expected to do it all alone. But you are expected to care, to show up, to listen, and to fight back when it matters. Because the union doesn’t exist in a building or a constitution. It exists in you. In your words. In your actions.
We build our union through every conversation, every grievance pursued, every new member recruited. That’s how we win. And win we will—together.
“If the workers took a notion
They can stop all speeding trains
Every ship upon the ocean
They can tie with mighty chains”
Joe Hill, labour organiser