Employee actions can either take an official or official approach depending on how they align with established workplace regulations and organisational procedures. Employee action is considered official when it is backed by organisational policies, labour laws, or trade unions. These actions typically follow formal processes, ensuring they are lawful and transparent. Examples include formal grievances, scheduled industrial actions, or collective bargaining initiatives led by recognised trade unions. Official employee action has in some cases been linked to stricter dismissal laws, particularly in the European Union context, whereby frequent and strong industrial action has been experienced (Belloc, 2020). The situation is not different in other areas as in 2022, UK rail workers under the National Union of Rail, Maritime and Transport Workers (RMT) engaged in strikes over pay and conditions, following official procedures like notifying employers and observing legal notice periods. These strikes were part of a larger industrial action that lasted up to last year. Considering the organized nature, official employee actions often have clear objectives and are coordinated to minimise legal risks. They represent employees’ rights to voice concerns or seek changes without jeopardising their employment status.
Contrary to official employee action, unofficial employee action lacks formal approval or adherence to legal protocols. This form of employee action often occurs spontaneously and may occur out of frustration with unresolved grievances. Examples include wildcat strikes, where employees stop work without union backing or proper notice. In the UK, wildcat strikes are generally considered unlawful, leaving employees vulnerable to disciplinary action, including dismissal from their workplaces. Unofficial actions often result from multiple factors, including dissatisfaction with perceived inefficiencies in formal processes (LexisNexis Risk Solutions, 2025). When employees do not support the unions in place or a workers union fails to approve a strike following a notice, then the workforce may also engage in unofficial employee action. While wildcat strikes may signal genuine concerns, their unregulated nature can disrupt workplace harmony and expose employees to legal or organisational penalties. Therefore, it is important to address unofficial actions effectively so as to protect employees from potential legal action and employers from the risks associated with this type of action. Employers can achieve this by encouraging open communication and proactively addressing grievances immediately they emerge to ensure members of the workforce feel valued.