Solution

Official Employee Action- According to Tassinari and Maccarrone (2020), the official employee action is in line with the trade union with their members of the unions taking part. Considering UK case, Trade Unions Act 2016 protect employees legally to take part in these official actions. For instance, UK Railway Unions passing under strike owing to pay challenges, jobs being cut and work terms and conditions is an example of this action (Knox, 2019).

Unofficial Action– As evidenced in Taylor (2019), unofficial action entail an undertaking planned by employees and not pursued by the trade unions. Hence, the employees do not have any requirement to claim for unfair dismissal in an event they encounter dismissal participating in this. Besides, by balloting, Gumbrell-McCormick and Hyman (2019) note that officiating of the unofficial action is achieved. This is pursued spontaneously. For instance, in UK, late 2020, the hotel workers went in strike for low pay and harsh economic conditions.

Differences

The first difference is that official actions are under protection by law and different legislations. Unofficial actions are not under any law. Further, official actions include involvement of various third parties or trade unions institutions with requirement to ballot. The unofficial action do not have the freedom to enrol in practices intended for resolving the benefits. This is while unofficial actions lacking relevant freedom to enrol in practices intended for resolving these gains.
The second difference is informed by the factor of inclusion of trade union for the official employee action is evident for gaining a lot of benefits to resolve entire conflicts. This is contrary to the unofficial actions in which employees are under favor of the management.

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