The White Paper, and the sweeping changes it proposes, received a predictably mixed reception yesterday. While measures to give workers new employment and union rights were welcomed by trade unions, concerns about the implications for employers were raised by the Confederation of British Industry.

TUC seneral secretary John Monks said the White Paper would inject ''much needed balance'' into the UK labour market and represented a ''big improvement'' for workers.

He said the TUC's campaign, during several months of talks with the Government, had chalked up some ''notable successes'', although he pointed out that British workers would still be left some way behind their European colleagues.

''The 40% threshold is too stiff a

target to promote collective bargaining and we will continue to press for a more reasonable and workable threshold. We're also disappointed five million small firm employees are to be excluded from the recognition provisions.

''But our disappointment in these areas cannot mask our satisfaction at much of the rest of the White Paper.''

One of the biggest unions, T&G Scotland, welcomed the document as an important step in establishing legal protection at work. Scottish regional secretary Jim Elsby said: ''For the first time, workers will soon have the legal right to join a union if they wish. There is also a whole package of rights that cover many important aspects of working conditions, including unfair dismissal.''

He said Labour had delivered on another of its election pledges and, although disappointed at the 40% threshold for union recognition, welcomed the package as an important step in establishing fairness at work.

He added: ''The only group who need fear what's been announced are the bad employers, the bullying employers, the employers who exploit their workforce through low pay, poor working conditions, and imtimidate them to prevent them joining a union.

''The White Paper is a recognition by the Government that this kind of exploitation is unacceptable.''

GMB Scotland regional secretary Robert Parker welcomed ''the move to give any worker anywhere the right to be represented by a union in any grievance procedure'', in a paper which ''begins to take British employment law out of the dark ages''.

But he said: ''The fly in the ointment is the 40% rule. It's a pity the same commitment to giving workers rights as individuals is not extended to them when they group together in a union.''

Unison Scottish secretary Matt Smith said: ''Overall, the White Paper lays new foundations to build on union organisation in the workplace, after two decades of hostility and anti-union

legislation. It doesn't give us everything we want, but gives us a fighting chance to move forward. We would have preferred a simple majority in recognition ballots but hope our good practice of having voluntary agreements in the public sector will mean this legislation and balloting won't be required.''

However, some union leaders were critical, with John Edmonds, general secretary of the GMB union, describing the White Paper as a ''flawed'' jewel and warning that his union would campaign to have it changed before its passage through Parliament.

There was, he said, no sense or logic in setting a 40% threshold for recognition when a simple majority had been good enough for devolution in all parts of the UK and for Mayor of London.

The CBI Scotland Director, Iain McMillan, said: ''Within the limits of its manifesto commitments, the Government has listened to key business concerns and the approach to statutory recognition, while not welcome, should be workable.

''One area of concern remains the right to be represented by a union official over grievance or disciplinary matters, which could create substantial burdens, particularly for small firms. We will be seeking to identify with Government ways to minimise unnecessary burdens.''

He said the CBI had always opposed the principle of a statutory requirement for compulsory trade union recognition and continued to believe the legislation should be seen as a ''statutory back-stop'' rather than the central plank of future relations.

''We hope the excellent employer/ employee relationships fostered by many businesses will continue much as today, with disputes settled by voluntary means. Successful partnerships are built on a foundation of mutual trust and understanding. The challenge now is for all sides to make this new framework work.''