(1) An employer or employers' organization, or person acting on behalf of an employer or an employers' organization, shall not, with respect to any employee or any person seeking employment—
(a) require that he or she does not join a trade union or relinquish trade union membership;
(b) discriminate or take any prejudicial action, including discipline or dismissal against such employee or person by reason of trade union membership or representation or because of participation in lawful trade union activities, whether past, anticipated or present;
(c) discriminate or take any prejudicial action, including discipline or dismissal, against such employee or person because of his or her exercise or anticipated exercise of any right to association conferred or recognized under this Division or under any law in force in Saint Lucia relating to employment or labour relations;
(d) threaten such employee or person that he or she will suffer any disadvantage from exercising any right conferred or recognized under this Act or under any other law in force in Saint Lucia or under any collective agreement;
(e) promise such employee or person any benefit or advantage for not exercising any right to association conferred or recognized under this Division or under any law in force in Saint Lucia relating to employment or labour relations;
(f) restrain or seek to restrain such an employee or person by a contract of employment or otherwise from exercising any right to association conferred or recognized under this Division or under any law in force in Saint Lucia relating to employment or labour relations; or
(g) discriminate against or impose any discipline or disadvantage upon an employee for refusing to do work outside of the terms of his or her contract of employment, being work normally done by an employee who is on strike or who is locked out, unless such work must be done to prevent actual danger to life, health or personal safety.
(2) Any contractual term which purports to exert any restraint referred to under subsection (1) is void, whether agreed to before or after the coming into force of this Act.
(3) Nothing in this section shall be interpreted as preventing an employer from dismissing or otherwise disciplining an employee for a valid reason in accordance with this Act.