How a micro‑union led by a think‑tank director is experimenting with a new model of worker advocacy
Solidarity Union’s 2026 Annual General Meeting in Edinburgh offered a compelling case study in how a small, agile union can carve out a distinctive role in the UK’s evolving labour landscape. For the Third Way think‑tank, the meeting held particular interest: our own director, Patrick Harrington, also serves as the General Secretary of Solidarity, giving us a unique vantage point on the union’s internal culture and strategic direction. What emerged was a portrait of an organisation consciously blending procedural rigour, emotional intelligence, and a commitment to trauma‑informed practice—an approach that aligns closely with the Third Way’s interest in pragmatic, human‑centred reform.
A Deliberate, Reflective Meeting Culture
The AGM brought together members both in person and online, demonstrating Solidarity’s ongoing commitment to hybrid participation. The physical setup—camera positioned for accurate minute‑taking, banners placed with intention, seating arranged and allocated for clarity—reflected a union that understands the symbolic value of order and transparency.
Chaired by David Kerr, the meeting unfolded with a calm, facilitative rhythm. Harrington, in his dual role as union leader and policy thinker, guided the substantive business with a tone that was reflective rather than adversarial. This is notable: Solidarity’s internal culture is not built on confrontation but on procedural seriousness and human‑centred advocacy.
Representation as a High‑Touch, High‑Empathy Model
One of the most striking features of Solidarity’s approach is its emphasis on personalised representation. Rather than relying on industrial leverage, the union’s strength lies in supporting individuals through complex, often emotionally charged workplace processes. This model—reps managing their own cases with central guidance—resembles a hybrid between a union and a specialist advocacy service.
For a think‑tank concerned with the future of worker representation, this raises important questions:
- Can such a high‑touch model scale?
- Does it offer a template for unions in sectors where emotional labour is high?
- Could this approach complement, rather than compete with, larger unions?
Solidarity’s steady growth among careworkers, nurses and midwives suggests that this model resonates in professions where procedural vulnerability is common.
Motions Focused on Fairness, Process, and Human Impact
The motions debated and passed at the AGM reveal a union oriented toward reforming workplace processes rather than organising large‑scale industrial action.
1. Standardised Template Resources
The decision to create accessible templates for grievances, disciplinaries, and GDPR requests aligns with modern HR best practice. It reflects a belief that clarity empowers and reduces inequality.
2. Challenging the Five‑Day Appeal Deadline
The union’s stance against the widespread five‑day appeal window is grounded in fairness and equality. The proposed 14‑day minimum is consistent with trauma‑informed and disability‑inclusive practice.
3. Embedding Trauma‑Informed Principles
This is perhaps the most distinctive policy direction. Few unions explicitly frame their procedural expectations around trauma‑informed practice. Solidarity is positioning itself at the intersection of employment rights, mental health, and inclusive governance.
4. Certification Office Anniversary Motion
The union’s decision to congratulate the Certification Office on its 50th anniversary signals a preference for constructive institutional engagement. It’s fair to say that the union has a chequered history with the Certification Office but has always respected it’s independent stance and professionalism.
5. Employment Rights Reform
The union welcomed recent legislative changes while calling for stronger enforcement and broader protections. The tone was measured—supportive of progress but clear‑eyed about gaps.
6. Solidarity with Birmingham Refuse Workers
A traditional expression of inter‑union solidarity, though Solidarity’s involvement remains primarily communicative rather than operational.
7. Centenary of the 1926 General Strike
The motion framed the strike not as a failure but as a historical warning about the fragility of workers’ rights.
Constitutional Reform: Clarifying Discretion and Protecting Reps
One of the most consequential developments was the constitutional amendment clarifying that:
- decisions about legal support rest with the General Secretary, and
- reps must be protected from coercion or undue pressure to pursue cases they judge unwise.
From a governance perspective, this is a pragmatic and responsible reform. It aligns Solidarity with best‑practice models used in legal aid and advice services, where case triage is essential to prevent burnout and resource misallocation.
Casework Trends and Campaigns
The union’s casework reflects national patterns: disability discrimination, absence management disputes, redundancy processes, and breaches of the ACAS code. These are areas where procedural clarity and emotional intelligence matter as much as legal knowledge.
Campaigns such as Buy UK Goods and the push for Equality Act enforcement—particularly in the insurance sector—show a union attempting to broaden its relevance beyond individual casework.
A Narrative of Collective Accomplishment
Harrington closed the AGM with a speech emphasising the emotional and psychological value of union work. Rather than focusing on industrial strategy, he spoke about accomplishment, dignity, and the deep human need to make meaningful change together.
From a Third Way perspective, this narrative is significant. It frames unionism not as a battlefield but as a community of purpose, where collective action produces both practical outcomes and personal fulfilment. It is a message that may resonate with workers who feel alienated by both managerialism and traditional union rhetoric.
Conclusion: A Union Experiment Worth Watching
Solidarity Union is not a large organisation, nor does it pretend to be. But its AGM revealed a union that is:
- procedurally focused
- emotionally intelligent
- legally attentive
- innovative within its scale
Solidarity is uniquely positioned to blend practical worker advocacy with broader policy thinking. For analysts interested in the future of worker representation, Solidarity offers a compelling example of how small unions can adapt, innovate, and remain relevant in a changing labour landscape.
You can find out more about Solidarity union here
By Maria Camarra
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