E.ON UK recognises five trade unions: Amicus, GMB, TGWU, Unison, and Prospect.

In situations where organisational changes have an impact on employees we observe the legal requirement to consult our staff, and work closely with our recognised trade unions to ensure that the consultation is effective, and undertaken in sufficient time to make it meaningful. We approach each situation on its own merits, and will also consult with the appropriate Employee Forum. We always aim to minimise the number of people made redundant as a result of organisational change, and if redundancies are necessary we aim to make as many of them voluntary as possible. We observe at least the minimum notice periods in these cases, and normally offer outplacement support to those affected.

Where our employees leave the business through voluntary redundancy, we offer them the support of outplacement agencies to provide support on CV preparation, interview skills and job finding.

Grievance procedures

We have two types of procedure here - the Whistleblowing policy and our Employee Grievance Procedure. The former allows employees to report suspected wrong-doing on an anonymous basis, and the latter is designed to deal with cases where an individual is dissatisfied with some aspect of their employment.

Turnover and staff attendance

Staff attendance, %

2003	2004	2005
96.7	97.3	96.7

Staff turnover, %

2003	2004	2005
10	14	17

These data reflect the number of resignations and dismissals in 2005, and do not include other reasons such as redundancy, death and retirement. In 2005, 315 employees from across the business were made redundant.