Appointment details

Central Arbitration Committee, Deputy Chairs x 5

Summary

• Organisation: Central Arbitration Committee
• Sponsor department: Department for Business and Trade
• Location: London
• Sectors: Business and Trade
• Skills: Business, Legal, Regulation
• Number of vacancies: 5
• Time commitment: 3 day(s) per month
• Remuneration: £633.96 per day
• Length of term: Five years
• Application deadline: Midday on 8 January 2026

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Timeline for this appointment

1. Opening date

   8 December 2025

2. Application deadline

   Midday on 8 January 2026

3. Sifting date

   16 January 2026

4. Interviews expected to end on

   13 February 2026

Timeline dates are only an estimate and can change

About the appointment

Introduction from the Minister

Dear Candidate,

Thank you for your interest in becoming a Deputy Chair or Member of the Central Arbitration Committee (CAC). This is a critical time to join the CAC as we deliver the changes in the Employment Rights Bill (ERB).

The CAC is an independent statutory authority with specific functions relating to trade unions and employers. Its most significant function is adjudicating on the recognition and de-recognition of trade unions for collective bargaining in the workplace. This is carried out by applying the underpinning UK trade union recognition legislation when considering a union’s application for collective bargaining in a workplace, whilst seeking agreement between a union and the employer where possible. It is responsible for resolving, through both voluntary means and adjudication, disputes relating to the following issues:

• the recognition and derecognition of trade unions for collective bargaining.
• the disclosure of information to trade unions for collective bargaining purposes.
• the establishment and operation of arrangements under the Information and Consultation Regulations.
• the establishment and operation of European Works Councils; and
• and the information and consultation requirements of the European Company Statute, the
• employee involvement provision of regulations enacting legislation relating to European companies.

The ERB will further expand the remit of the CAC. It will provide a framework for access agreements to be agreed between an employer and trade unions with a certificate of independence issued by the Certification Officer. The CAC will also be able to impose access arrangements if certain criteria are met. There will also be an enforcement framework for trade union access to the workplace, allowing cases to be referred to the CAC for dispute resolution.

If you believe you have the experience and qualities that we are looking for in CAC panel members, we very much look forward to hearing from you.

Kate Dearden MP

Minister for Employment Rights, Competition and Markets  

Appointment description

The overall responsibility for the CAC’s work rests with the Chair. The CAC itself comprises three groups: 

• Deputy Chairs; 
• Members with experience as employers’ representatives (mainly HR Directors and Employment Relations leaders); 
• and Members with experience as workers’ representatives (mainly senior trade union officials including General Secretaries). 

It works through panels consisting of the Chair or a Deputy Chair and one member drawn from each of the other two groups.

The Advisory, Conciliation & Arbitration Service (Acas) are responsible for providing the CAC with finance and support services. However, this does not affect the posts’ independence from Acas and the Secretary of State.

The work handled by the CAC can often involve sensitive issues about the conduct of trade union affairs and, on occasion, can attract wider public and media interest. The CAC members must also avoid potential conflicts of interest. 

Person specification

Essential criteria

CAC applications under all jurisdictions are handled by three-person panels, appointed by the Chair, consisting of a Deputy Chair and two Members, one with employer experience and one with ‘worker’ experience. Candidates must demonstrate the following essential criteria:

• Knowledge and understanding of collective employment relations and the legislation relating to it, combined with the ability to bring an independent perspective.
• Realistic and practical approach to problem-solving and the ability to work as part of a team to resolve conflicting positions and interests and achieve consensus.
• The ability to determine complex issues, within fixed timeframes, based on evidence with independent balanced judgement.
• An ability to organise and manage a demanding caseload effectively, sometimes under time pressures. This includes having the capacity to devote the necessary time to these caseloads.
• Strong communication skills to present decisions, both orally and in writing. 

Application and selection process

How to apply

Details of how to apply

In order to apply you will need to create an account or sign in.

Once you are logged into your account, click on 'apply for this role' and follow the on-screen instructions To apply, all candidates are required to provide:

• equality information
• information relating to any outside interests or reputational issues

Please also ensure that you provide the following:

• a Curriculum Vitae (CV) - (no longer than two pages) which provides your contact details, details of your education and qualifications, employment history, directorships, membership of professional bodies and details of any relevant publications or awards.
• a supporting statement - (no longer than two pages) setting out how you meet the criteria for appointment, as set out in the person specification for the role. Please note that the Supporting Statement is an important part of your application and is as much the means by which you will be assessed as your CV.
• a short professional biography (150 words)

We will ask you to check and confirm your personal details to ensure your application is accurate.

You will also have the opportunity to make a reasonable adjustment request or apply under the disability confident scheme before you submit your application.

Application guidance

Please ensure your CV includes:

• your full name, title, contact number and your personal email address.
• maximum two sides A4, minimum 11 Arial black font, setting out your career history in chronological order, and including the dates you occupied those roles.
• does not include any information that can identify children or your Sensitive Personal Data.

Guidance on supporting statement format

• the supporting statement is your opportunity to demonstrate to the Advisory Assessment Panel how you can demonstrate the skills and experience required for the role and that you meet the criteria set out in the person specification.
• please provide subheading and separate paragraphs in relation to how you meet each criterion.
• write all acronyms in full when first used.
• ensure your full name and title of the post are clearly noted at the top of your supporting statement.
• the maximum page limit for your supporting statement is two sides A4, minimum 11 Arial font black.

The Advisory Assessment Panel reserves the right to only consider applications that contain all the elements listed above, and that arrive before the published deadline for applications.

Candidate Information Webinar | Thurs 18 December 11:30 - 12:30

We are holding an Online Information Webinar on Thursday 18 December between 11:30-12:30 to find out more about the role and the application process as well as to answer any questions you may have.

If you would like to attend this webinar, please register here:

https://events.teams.microsoft.com/event/eda90777-07e5-47e7-a68f-2941c5fc003c@8fa217ec-33aa-46fb-ad96-dfe68006bb86

Please note that users can attend the event anonymously - cameras and mics will be automatically switched off and any questions can be submitted via the Q&A or Chat function. 

Overview of the application process

Public appointments are made on merit following a fair and open competition process which is conducted in accordance with the Governance Code for Public Appointments. We will deal with your application as quickly as possible and will keep you informed at key stages. We aim to conclude the appointment process within three months of the deadline for applications – this is in accordance with the Governance Code.

The assessment process

1. Ministers are responsible and accountable to Parliament for the public appointments made within their department. As a result, they must be consulted at the launch and at the final appointment stage of the process.

2. An Advisory Assessment Panel (“Panel”) is appointed by Ministers to assist them in their decision making. The role of the Panel is to decide, objectively, which candidates meet the eligibility criteria for the role.

3. At the shortlisting meeting the Panel will assess applications against the eligibility criteria and decide which candidates have best met the criteria, who should be recommended for interview. If you have applied under the Disability Confident Scheme and you meet all the essential criteria, then you will also be invited for an interview.

4. Once the shortlist has been agreed, you will be advised (by e-mail) whether you have been shortlisted. Those shortlisted will be invited to an interview.

5. The Panel will meet again to interview candidates and determine who is appointable to the role. The Panel may invite you to make a brief presentation at the start of the interview and will go on to question you about your skills and experience, including asking specific questions to assess whether you meet the criteria set out for the post. The Panel will also explore with you any potential conflicts of interest or any other issues arising from your personal and professional history which may impact on an appointment decision.

6. Details of the panel’s assessment of interviewed candidates are provided to Ministers, including whether they have judged a candidate to be appointable to the role. It is then for Ministers to determine merit and decide who should be appointed. In some circumstances, Ministers may choose not to appoint any candidates and re-run the competition.

7. Ministers may choose to meet with candidates before deciding the outcome. Candidates should therefore be prepared for a short time gap between interview and a final appointment decision being made. Candidates who have been interviewed will be kept informed of progress.

8. Once the decision on the appointment has been made, interviewed candidates will be advised of the outcome of their application, including whom they may approach for feedback. Successful candidates will be issued with their Terms & Conditions and a letter of appointment should they agree to take up the position.

Further information about appointments, including tips on applying, can be found on our guidance pages on gov.uk.

Advisory Assessment Panel (AAP)

• Panel Chair and DBT Representative: James Silcox, Deputy Director, Trade Union and Collective Rights, DBT.
• Representative of Organisation: Stephen Redmond, Chair, Central Arbitration Committee.
• Independent Panel Member: TBC
• TUC Representative: TBC
• BCC Representative: TBC

Advisory Assessment Panels (AAP) are chosen by ministers to assist them in their decision-making. These include a departmental official and an independent member. For competitions recruiting non-executive members of a board (apart from the Chair), the panel will usually include a representative from the public body concerned.

AAP’s perform a number of functions, including agreeing an assessment strategy with ministers, undertaking sifting, carrying out interviews in line with the advertised criteria and deciding objectively who meets the published selection criteria for the role before recommending to ministers which candidates they find appointable. It is then for the minister to decide who to appoint to the role.

Eligibility criteria

In general, you should have the right to work in the UK to be eligible to apply for a public appointment.

There are a small number of specialist roles that are not open to non-British citizens. Any nationality requirements will be specified in the vacancy details.

The Government expects all holders of public office to work to the highest personal and professional standards. 

You cannot be considered for a public appointment if:

• you are disqualified from acting as a company director  (under the Company Directors Disqualification Act 1986);

• have an unspent conviction on your criminal record;

• your estate has been sequestrated in Scotland or you enter into a debt arrangement programme under Part 1 of the Debt Arrangement and Attachment (Scotland) Act 2002 (asp 17) as the debtor or have, under Scots law, granted a trust deed for creditors.

When you apply, you should declare if:

• you are, or have been, bankrupt or you have made an arrangement with a creditor at any point, including the dates of this. 

• you are subject to a current police investigation.

You must inform the sponsor department if, during the application process, your circumstances change in respect of any of the above points. 

When you apply you should also declare any relevant interests, highlighting any that you think may call into question your ability to properly discharge the responsibilities of the role you are applying for. You should also declare any other matters which may mean you may not be able to meet the requirements of the Code of Conduct of Board Members (see Outside interests and reputational issues section below)

If you need further advice, please contact Joshua Sweet at dbtappointments@businessandtrade.gov.uk who will be able to assist further.

Security clearance

The successful candidate will be required to undertake Baseline Personnel Security Standard checks in line with the Civil Service guidelines. Additional Security Clearance may also be required for certain roles. However, where this applies, candidates will be notified during the appointment process. Further information on National Security Vetting can be found on the Gov.uk website here.

Additional information for candidates

Equality and diversity

We encourage applications from talented individuals from all backgrounds and across the whole of the United Kingdom. Boards of public bodies are most effective when they reflect the diversity of views of the society they serve and this is an important part of the Government’s levelling up agenda.

We collect data about applicants’ characteristics and backgrounds, including information about people’s educational and professional backgrounds, so that we can make sure we are attracting a broad range of people to these roles and that our selection processes are fair for everyone. Without this information, it makes it difficult to see if our outreach is working, if the application process is having an unfair impact on certain groups and whether changes are making a positive difference.

When you submit your application, your responses are collected by the Cabinet Office and the government department(s) managing your application. The data is used to produce management information about the diversity of applicants. You can select “prefer not to say” to any question you do not wish to answer. The information you provide will not be seen by the Advisory Assessment Panel who review applications against the advertised criteria and conduct interviews.

Disability confident

We are a member of the Government’s Disability Confident scheme. We use the Disability Confident scheme symbol, along with other like-minded employers, to show our commitment to good practice in employing people with a disability. The scheme helps recruit and retain disabled people. As part of implementing the scheme, we guarantee an interview for anyone with a disability whose application meets the essential criteria for the role, set out in the advert, and who has asked that their application is considered under the scheme. Indicating that you wish your application to be considered under the scheme will in no way prejudice your application. By ‘essential criteria', we mean that you must provide evidence which demonstrates that you meet the level of competence required under each of the essential criteria, as set out in the job-advert. When you apply you will have the opportunity to select if you would like your application considered under this scheme.

Reasonable adjustments

We are committed to making reasonable adjustments to make sure applicants with disabilities, physical or mental health conditions, or other needs are not substantially disadvantaged when applying for public appointments. This can include changing the recruitment process to enable people who wish to apply to do so.

Some examples of common changes are:

• ensuring that application forms are available in different or accessible formats;
• making adaptations to interview locations;
• allowing candidates to present their skills and experience in a different way;
• giving additional detailed information on the selection / interview process in advance to allow candidates time to prepare themselves;
• allowing support workers, for example sign language interpreters;
• making provision for support animals to attend.

When you apply you will have the opportunity to request reasonable adjustments to the application process.

Principles of public life

The Seven Principles of Public Life (also known as the Nolan Principles) apply to anyone who works as a public office-holder.

1. Selflessness

Holders of public office should act solely in terms of the public interest.

2. Integrity

Holders of public office must avoid placing themselves under any obligation to people or organisations that might try inappropriately to influence them in their work. They should not act or take decisions in order to gain financial or other material benefits for themselves, their family, or their friends. They must declare and resolve any interests and relationships.

3. Objectivity

Holders of public office must act and take decisions impartially, fairly and on merit, using the best evidence and without discrimination or bias.

4. Accountability

Holders of public office are accountable to the public for their decisions and actions and must submit themselves to the scrutiny necessary to ensure this.

5. Openness

Holders of public office should act and take decisions in an open and transparent manner. Information should not be withheld from the public unless there are clear and lawful reasons for so doing.

6. Honesty

Holders of public office should be truthful.

7. Leadership

Holders of public office should exhibit these principles in their own behaviour and treat others with respect. They should actively promote and robustly support the principles and challenge poor behaviour wherever it occurs.

Code of conduct for board members

The Government expects all holders of public office to work to the highest personal and professional standards. In support of this, all non-executive board members of UK public bodies must abide by the principles set out in the Code of Conduct for Board Members of Public Bodies. The Code sets out the standards expected from those who serve on the boards of UK public bodies and will form part of your terms and conditions of appointment.

Management of outside interests and consideration of reputational issues

Holders of public office are expected to adhere and uphold the Seven Principles of Public Life and the Code of Conduct for Board Members of Public Bodies. Before you apply you should consider carefully: 

• any outside interests that you may have, such as shares you may hold in a company providing services to government; 
• any possible reputational issues arising from your past actions or public statements that you have made; 
• and/or - any political roles you hold or political campaigns you have supported; 

which may call into question your ability to do the role you are applying for.

You will need to answer relevant questions in relation to these points when making an application. Many conflicts of interest can be satisfactorily resolved and declaring a potential conflict does not prevent you from being interviewed. If you are shortlisted for an interview, the panel will discuss any potential conflicts with you during that interview, including any proposals you may have to mitigate them and record that in their advice to ministers. Alongside your own declaration, we will conduct appropriate checks, as part of which we will consider anything in the public domain related to your conduct or professional capacity. This may include searches of previous public statements and social media, blogs or any other publicly available information. The successful candidate(s) may be required to give up any conflicting interests and their other business and financial interests may be published in line with organisational policies. 

Details of declared political activity will be published when the appointment is announced, as required by the Governance Code (political activity is not a bar to appointment, but must be declared).

Status of appointment

As this is an office holder appointment, you will not become a member of the Civil Service. You will not be subject to the provisions of employment law.

Appointment and tenure of office

Appointments are for the term set out in this advert, with the possibility of re-appointment for a further term, at the discretion of Ministers.  Any re-appointment is subject to satisfactory annual appraisals of performance during the first term in the post. There is no automatic presumption of reappointment; each case should be considered on its own merits, taking into account a number of factors including, but not restricted to, the diversity of the current board and its balance of skills and experience. In most cases, the total time served in post will not exceed more than two terms or ten years in any one post. 

Remuneration, allowances and abatement

Remuneration for this role is treated as employment income and will be subject to tax and National Insurance contributions, both of which will be deducted at source under PAYE before you are paid.

You can claim reimbursement for reasonable travel and subsistence costs which are properly and necessarily incurred on official business, in line with the travel and subsistence policy and rates for the organisation to which you are applying. However these payments are taxable as earnings and will be subject to tax and national insurance, both of which will be deducted at source under PAYE before you are paid.

Pension and redundancy

This is an office holder appointment and does not attract any benefits under any Civil Service Pension Scheme. You will not be eligible for redundancy pay as you are not an employee. No other arrangements have been made for compensation upon the end of your term of appointment because an office holder who is appointed for a limited duration would have no expectation of serving beyond that period.

Application feedback

We will notify you of the status of your application. We regret that we are only able to offer detailed feedback to candidates who have been unsuccessful at the interview stage.

How to complain

We aim to process all applications as quickly as possible and to treat all applicants with courtesy.

Please contact Joshua Sweet of the DBT Public Appointments Team in the first instance if you would like to make a complaint regarding your application at dbtappointments@businessandtrade.gov.uk. They will acknowledge your complaint upon receipt and respond within 15 working days.

Data protection

The Cabinet Office will use your data in line with our privacy policy.

You can also view the Privacy notices for candidates applying for a public role for details of how the Department for Business and Trade processes personal data as part of recruiting for a public appointment role. 

Contact details

If you have any questions, please contact Joshua Sweet at dbtappointments@businessandtrade.gov.uk who will be able to assist further.