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Directive 2002/14/EC establishing a general framework for informing and consulting employees allowed considerable flexibility in implementation. The very flexibility of the Directive made it possible for an innovative response to the changing forms of employee consultation in the UK. But the relative weakness of the regulatory design of the national legislation concerning the nature of the legal obligations, the enforcement mechanism and the degree to which legal resources could be utilised by trade unions constrained the re-configuration of labour law and its coupling to the British industrial relations system.
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