With policies to tackle climate change becoming increasingly central in social and economic policy making at all levels, from the global to the local, labour is a dimension which cannot be overlooked and there is growing recognition, both from within the labour movement and from the wider policy making community that trade unions have an important, perhaps unique, role to play as stakeholders in the development and implementation of environmental policy due to their high levels of membership, global presence and central position in both consumption and production.National carbon reduction policies will undoubtedly have far-reaching consequences for the nature of work and the modern workplace and while the labour movement nationally and internationally supports action to reduce carbon emissions, it is at the same time campaigning to ensure that workers’ interests are protected in the shift to a green economy. This concept of a ‘just transition, in which green jobs are decent jobs and workers have a right to a voice in the workplace, is a central theme in much of the trade union literature on green issues at both the national and international level. While the concept of ‘just transition’ would appear to offer a way forward for the labour movement, for many, the partnership between labour and the environment, is not straightforward.Moreover, research on trade unions and environmental policies remains scarce (Räthzel & Uzzell, 2011). Little is known and understood about how, and to what extent, the involvement of trade unions as stakeholders in the policy process, as well as principles of ‘just transition’, are embraced and understood by union members at the shop-floor level. Through field studies involving in-depth interviews with union officials and the administration of a questionnaire amongst union members, the present study therefore aims to elicit key psychological constructs such as fear, pride, uncertainty and confidence which underpin the knowledge, experience and attitudes of workers whose jobs and places of work are being affected by measures which are being implemented to meet the requirements of a low carbon economy. Breakwell’s identity process model (Breakwell, 1986) with its four key principles of identity: continuity, self-esteem, self-efficacy and distinctiveness, may provide a useful theoretical framework for exploring whether, and if so, how and to what extent, identity processes are affected by the greening of the workplace and the demand for new green skills.The present study represents research being undertaken at master’s level which is due for completion in September 2012. The poster will therefore present preliminary findings and should be regarded as work in progress.