The union default: Effects and implications of regulated opting-out

Abstract

A union default would automatically enrol workers in a union with bargaining coverage over their work. Though there would be a right to opt-out, it would facilitate recruitment and retention of members, especially in sectors with small employers and high staff turnover. Research indicates it would receive majority support and, where available, induce most workers to membership of unions. This study looks at whether two potential features of a union default would influence the intention to remain a union member if defaulted or support for a union default. The first is a mandatory 30-day waiting period until opt-out is permitted. The second is a standardised, online process to facilitate opting out.