EMPLOYMENT RIGHTS BILL

As branches will be aware, the Employment Rights Act was introduced into Parliament earlier this month, with the second reading taking place on Monday the 21st of October. The Employment Rights Act, part of Labour’s plan to ‘Make Work Pay’, encompasses many of the policies outlined in the New Deal for Workers campaign.

The CWU founded the New Deal for Workers campaign over eight years ago and have been campaigning for its introduction at every possible opportunity. We therefore welcome the Government placing this legislation at the top of their agenda. The introduction of new individual rights and the repealing of many anti-trade union laws creates a generational opportunity for the entire labour movement to begin the next stage of mobilising to address the decline in trade union membership across both the private and public sector. The Bill itself includes many policies, including the following:

Rights at Work

• Introducing basic day one rights, i.e. removing qualifying periods for protection against unfair dismissal, sick pay and parental leave^[1]
• Removal of the lower earnings limit for Statutory Sick Pay (SSP)
• Introduce a right to reasonable flexible working from day one
• Banning most zero hours contracts
• Banning fire and rehire
• Modernising blacklisting laws
• Strengthening employment tribunal enforcement and increasing the claim period from three to six months
• Strengthening rights for pregnant workers
• New duties on employers to protect workers from third-party harassment
• Introducing the right to bereavement leave

Trade Union Rights^[2]

• Repealing anti-trade union legislation, including the vast majority of the 2016 Trade Union Act and the Minimum Service Levels
• Simplifying the process of trade union recognition and modernising recognition rules, including:
  • Scrapping the 10% requirement to seek recognition^[3]
  • Scrapping the need to present a likelihood of majority support for recognition before starting recognition processes
  • Introduces a simple majority of those voting to win recognition, eliminating the ‘40% of those eligible’ requirement
• Introduce the right for unions to access workplaces for recruitment and organising purposes^[4]
• Reverting back to the automatic ‘opt-in’ to political funds 
• Introducing statutory rights for Equality Reps
• Lifting check-off restrictions in the public sector
• Introducing a simple majority threshold for industrial action ballots

Collective Bargaining

• Introduction of a Fair Pay Agreement (sectoral level agreement) in the social care sector
• Strengthen collective bargaining rights for School Support Staff Negotiating Body (SSSNB) and Fire and Rescue Service

The Bill will now be further scrutinised in Parliament, be subject to amendments and will need to go through both the House of Lords and the House of Commons.

Some aspects of the legislation will be subject to consultation as the Bill goes through Parliament, as amendments will be needed before it is passed into law. However, other aspects will be consulted on, and subsequently implemented, after the Bill is passed. We will be participating in all relevant consultations and we will also be advocating, in the strongest terms, against any diluting of this legislation in favour of the demands made by big business.

Though the Bill does cover a comprehensive range of new policies, particularly individual rights in the workplace, it does not include several key policies outlined in the New Deal for Workers. Collective rights, and collective power in the workplace, is still an area where the CWU and other trade unions are demanding more commitments from the Labour Government.

We will be asking the Government for commitments on these policies in a timely manner and in particular, pushing for a commitment to expand sectoral collective bargaining within this Parliamentary term. This is a core tenant of the New Deal for Workers campaign and will provide truly transformative models for workers across our economy. We will keep branches updated as to the progress of these discussions.

Next Steps

While we welcome the introduction of this legislation, it is crucial we now set out a clear plan for building upon the new foundation that the Employment Rights Bill creates. In this regard, our focus will be on the following:

• Working with the TUC and TULO on minimising any dilution of these policies from big business and at the same time, identifying and pursuing amendments that can strengthen the legislation.
• Progress the objectives laid out in our motion to TUC Congress to gather support for the introduction of sectoral level collective agreements across multiple sectors of the economy and working with the TUC to hold the Collective Bargaining Summit which was affirmed as part of our motion.
• To continue to make the case to a Labour Government that sectoral bargaining is essential for achieving growth and ensuring the fair redistribution of this growth.
• Continue to engage with representatives and members on the importance of the New Deal for Workers and the need to make further progress.

Overall, there can be no doubt that these new rights for workers represent a fundamental shift for all working people, after fourteen years of attacks on working people from the Tories. We also hope this legislation will help facilitate the beginning of a new style of business leadership in the UK. CEO’s and shareholders should be motivated by building companies that provide decently-paid, secure jobs, rather than awarding themselves record pay, while their workers are often facing in-work poverty. As part of our next steps, we will also be making direct representations to Ministers regarding the experiences of workers in our industries and how they can be best protected.

If you have any questions, please contact the General Secretary’s department at dlynch@cwu.org.

Yours sincerely

Dave Ward                                                                 

General Secretary                                                     

^[1] As reported in the media, the Government is looking to introduce a statutory probation period with a potentially different model for unfair dismissal processes. This will be consulted on during the legislative process. 

^[2] The Government is committed to introducing electronic and workplace balloting. However, this does not need to be done through primary legislation and will instead be done through secondary legislation, after the Bill has been brought into law. 

^[3] To be replaced by a lower requirement as part of secondary legislation.

^[4] Trade Unions are seeking further clarification on the legal status of this right and the involvement of the CAC in any claim of denying access.

LTB 348/24 – EMPLOYMENT RIGHTS BILL

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UPDATE: New Entrants’ Terms and Conditions

In line with LTB 296/24 regarding the reduced subscription rate for joiners on the new terms and conditions from 1^stDecember 2022, the Department has now finalised the introductory rate to be implemented with Royal Mail wages for subscriptions to be deducted from November 2022.

We were aiming to get the new rate set up for October but unfortunately the systems at payroll were required to be updated to reflect the new reduced special rate.  The new introductory rate is now ready to be rolled out and we have created a new DAS form to be completed by ALL joiners in the Postal constituency.  The reason for this is that we have now entered a start date to identify those members joining on the reduced rate as when we get to enhance their terms and conditions, they will no longer qualify for the reduced subscription rate.

Royal Mail have identified any joiners from 1^st December 2022 and will adjust subscription rates in line with the new rates.  There was a new form attached with the new entrants’ data sent on 18^thOctober by Lynn Browne on behalf of the Department however after reviewed the form, we removed “Joined after 1^stDecember 2022”.

We are asking all Branches to start using the attached new form when recruiting members to the union regardless of the terms and conditions they are contracted to.  Can you therefore please ensure that the new membership form is distributed to workplaces and that any other DAS forms are removed as a priority.

If any Branch requires the new DAS forms to be printed, please contact membership in the normal way in order for them to be posted out.

Any enquiries in relation to this LTB should be addressed to hford@cwu.org

Yours sincerely,

Martin Walsh

Deputy General Secretary (P)                        

LTB 347/24 – UPDATE New Entrants’ Terms and Conditions

Attachment – 08145 – rm new entrants pack DAS form 2024 v3                 

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Royal Mail: Pensions – Communication from the Trustee of the Collective Plan

Further to LTB 329/24 dated 9^thOctober.  The Collective Plan has been in operation for a few weeks now and the first monthly salary has been run, with no reported problems.  This means that both weekly and monthly contributions are being made into the scheme as expected.

Additionally, we are pleased to report that the number of members who are signing up for either the Lump Sum Booster (LSB) or the AVC continues to rise and the latest numbers are as follows:

• LSB 30,051
• AVC 5,811

Members are still able to apply via the People App for the LSB and/or AVC even though the Collective Plan has been launched.  Please ask members to visit the Royal Mail Collective Plan website for further information: www.myroyalmail.com/collective-plan

Important Communication from the Collective Plan Trustee

The Trustee of the Collective Plan has advised the Union that a mailing to members’ home addresses directly from the Trustee is due to arrive in the coming days.  This home mailing provides important information about the Collective Plan and in particular explains that the policy of the Trustee is to deliver all communications digitally.  Accordingly, members are being invited to register for an account using both a Personal Identification Code and a Royal Mail Employee ID (the individual details for these are included in the home mailing).  This vital activity can be undertaken by either scanning the QR Code on the members’ letter or directly by visiting the Trustee website – www.rmcollectiveplan.com

Nomination in the Event of Death

Crucially, the registering of an account via the new secure portal will enable our members to tell the Trustee who they would like their pension money to go to in the event of death.  Members should note that irrespective of previously made nominations (in the event of death) to the other Royal Mail schemes – RMSPS, RMPP, RMDCP, this information needs to be provided once again for the new Collective Plan.  To be clear, the other pension schemes cannot legally transfer this information over to the Collective Plan; therefore, all members are encouraged to take the necessary steps to provide the information to the Collective Plan Trustee.

Trustee Request for the Provision Personal Email Addresses

The Trustee is also seeking scheme members to provide personal email addresses to facilitate the sharing of information directly.  This is part of the Trustee’s policy for digital communications and is specifically designed to reduce costs so that as much money as possible can be put into the Collective Plan.

Some members may naturally be concerned with the request to provide personal email addresses via MSS the Trustee’s online portal for interacting with pension benefits. We therefore discussed this matter with the Trustee and as a consequence have received the following assurance:

I can confirm that all information provided as part of the MSS campaign constitutes Trustee data which will be held in the administration system. Whilst RMG provide the administration staff via a department called the Pension Service Centre the contract we have in place makes it clear that RMG in its capacity as employer has no rights to access or use that data. 

In view of this I can confirm that the Trustee will not be sharing e-mail addresses obtaining in order to administer the Collective Plan and use MSS to Royal Mail in its capacity as an employer.

The Collective Plan Trustee

The Postal Executive, in recognising the above assurance, along with the fact that the Trustee of the Collective Plan is independent of Royal Mail, has agreed to support the request for members to provide personal email addresses.

In closing, it is important that our members register for an account (using the Personal Identification Code and Royal Mail Employee ID) as this will enable them to view, at any time, how much income for life and lump sum they have built up in the Collective Plan and what they may get at age 67.

Further developments will be reported.  Any enquires should be addressed to afurey@cwu.org

Yours sincerely,

Martin Walsh      

Deputy General Secretary (Postal)      

Andy Furey

Assistant Secretary

LTB 346/24 – RM Pensions – Communication from the Trustee of the Collective Plan

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CWU 2025 Diary 

Branches should now be in receipt of their diaries. If you have not received your diaries or would like to place an order, please email me directly.

The pocket diary is priced at £2.00 and the A5 desk diary is priced at £4.00.

We continue to offer branches bulk discount on pocket diaries only on orders of 1,000 or more for £1.50 per diary.

All completed order forms and enquiries on this LTB should be sent to me by email to mmurray@cwu.org

Yours sincerely,

Marcia Murray
Communications Department Team Co-ordinator

24LTB344 CWU 2025 Diary

Diary Order Form

Royal Mail Introduction of New Drug and Alcohol Policy

We are writing to advise Branches that the Royal Mail Executive Board has made a decision to introduce a new Drug and Alcohol Policy.

Royal Mail initially approached the Union in August 2024 informing us that the new policy would include three distinct activities:

• The launch of a support and rehabilitation service.
• A pilot and roll out of for cause drug and alcohol testing.
• The introduction of random drug and alcohol testing.

Whilst we recognise that many companies operate test regimes for specific employee groups who work in safety critical roles, the current proposals go way beyond what could be viewed as appropriate or reasonable in our view.

The CWU has raised significant concerns around all three aspects of their proposals.  The CWU have also stated that we will not support any launch of random testing.

Royal Mail have indicated they would listen to the CWU concerns and potentially change the way they were intending to introduce the rehabilitation process, the pilot on for cause and will delay the introduction of random testing.

We have further meetings with Royal Mail over the next two weeks and will update Branches in due course.

Any enquiries in relation to this LTB should be addressed to hford@cwu.org

Yours sincerely,

Martin Walsh
Deputy General Secretary (P)                                 

Andy Furey
Assistant Secretary

Davie Robertson
Assistant Secretary                                                    

Bobby Weatherall
Acting Assistant Secretary

Tony Bouch
Assistant Secretary

LTB 343-24 – Royal Mail Introduction of New Drug and Alcohol Policy

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NEC and Industrial Executive Elections – 2024  

The purpose of this LTB is to provide Branches with further information regarding the forthcoming NEC and Industrial Executive ballots which are scheduled to take place from 30th October 2024 to 20 November 2024.

In line with our previous policy, we are taking this opportunity to provide some additional guidance on the number of candidates that members will be entitled to vote for in each of the respective ballots.

Additionally, please find attached advanced copies of the booklets containing the candidate details for the respective NEC Equality strand – LGBT+, Postal Constituency NEC and Postal and TFS Industrial Executive elections as appropriate.

We hope this will assist those Branches who wish to advise their members of any recommendations that the branch may wish to make.

Branches will find the full list of nominations for the above elections in the following LTB’s  330/24 and 333/24.

Listed below are the ballots scheduled to take place in the 2024 series of elections.  Also listed is the relevant member voting entitlement for each ballot.

NEC Equality Strand Positions

Women

No ballot required

LGBT+

• All members are entitled to vote in this ballot.
• There are 2 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot is one.
• Accordingly, Branches will be entitled to recommend onecandidate to their members.

BAME

No ballot required

Disability

No ballot required

RETIRED MEMBERS SECTOR

No ballot required

POSTAL CONSTITUENCY

National Executive Council Representatives

Postal Constituency Chair – No ballot required.

Postal Constituency – NEC Representative

• All members of the Postal Constituency are entitled to vote in this ballot.
• There are 15 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot can be less, but not more than seven.
• Accordingly, Branches will be entitled to recommend up to sevencandidates to their members.

 Postal Constituency – NEC Young Worker – No ballot required.

Postal Executive Representatives 

• All members of the Postal Constituency are entitled to vote in this ballot.
• There are 16 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot can be less, but not more than eleven.  
• Accordingly Branches with members in the Postal constituency will be entitled to recommend up to eleven candidates to their members.

TELECOMS & FINANCIAL SERVICES CONSTITUENCY

National Executive Council Representatives

T&FS Constituency Chair – No ballot required.

T&FS Constituency – NEC Representative (Section 1)

No ballot required

T&FS Constituency – NEC Young Worker (Section 2)

No ballot required

TELECOMS & FINANCIAL SERVICES CONSTITUENCY

T&FS Executive Representatives

TFSE – Young Worker 

• All members of the T&FS Constituency are entitled to vote in this ballot.
• There are 2 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot is one. 
• Accordingly, Branches will be entitled to recommend one candidate to their members

TFSE – Santander UK, Santander Global Technology

No Ballot Required.

TFSE – Virgin Media 02 (VMO2)

No Ballot Required.

TFSE – Technology Sector (UTAW)

No ballot required

TFSE – All Other Members in the TFS Constituency Representative.

• All members of the T&FS Constituency excluding those working in Santander UK, Santander Global Technology, VMO2 and UTAW are entitled to vote in this ballot.
• There are 8 candidates listed on the voting paper.
• The number of candidates to be voted for in this ballot can be less, but not more than four.
• Accordingly, Branches will be entitled to recommend fourcandidates to their members.

Any enquiries regarding this Letter to Branches should be addressed to the Senior Deputy General Secretary’s Department at dwilshire@cwu.org or on telephone number 020 8971 7368

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 342/24 – NEC and Industrial Executive Elections – 2024

Attachment: Candidates biographical details and election addresses Postal

Attachment: Candidates biographical details and election addresses TFS

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National Dispute Resolution Procedure (DRP) – RM / CWU National Resolution 

Dear Colleagues,

You will be aware via correspondence shared by the Outdoor Department that on 13^th September 2024 the CWU formally registered a National Disagreement (DRP) in relation to the businesses position on specific aspects and principles (referred to as ‘tramlines’) of the national Delivery Revision process, namely the following:

• Indoor Performance default setting of 100 BSI or above;
• Yard-to-Yard time (overall outdoor time);
• Duties based on 40-hour contracts;
• Using the 14^th lowest week traffic profile as the rigid model week reference point.

Meetings have taken place with the business on numerous occasions to try to resolve the impasse in relation to the points above and following positive developments between both sides we have jointly agreed a resolution to the National DRP, which has been endorsed by the Postal Executive.

Indoor Performance

• Both parties have created guidance to review and a validation exercise of current Indoor performance within delivery units, which may occur at a delivery unit in advance of any agreed revision activity and at other non-revision units identified nationally by either party as necessary;
• The validation will confirm if a unit performance can be set at 100 BSI. Where necessary, this may include the need for local adjustments to key data in the IWT;
• Where a unit is currently performing below 100 BSI, but the above point is not applicable, the revision tramlines will make it explicit that the OPL and Area Rep can agree a flightpath with timescales from their current performance to 100 BSI;
• A sample of delivery units will be identified, including units which have undergone revision planning both in terms of the initial 45 and in Q3 to test the validation process.

Yard-to-Yard Time

As part of revision planning, Yard-to-Yard times will be confirmed locally, taking into account both ‘first to last letter span’ and other linked outdoor activities such as travel time, remote parking, pouch off at the unit etc. In addition, these will be reviewed locally to take into account local factors including, but not restricted to:

• Accounting for different duties designs, such as HCT, Shared Van, Rural, Firms and Hybrid Duties;
• Accounting for local factors relating to call rates, indoor plans and safety risk assessment in route design;
• Accounting for the Full Time to Part Time mix.

The above should also fully account for the duty structures and attendance patterns, allowing for innovation and to meet the aspirations and needs of employees, customers and the company.

Where, despite every effort (supported by data), there remain issues in terms of confirming a local  Delivery unit Yard-to-Yard time then the IR Framework will apply in line with paragraph 2.5.

Duties based on 40-Hour Contracts

Both parties have agreed that this subject matter will have different impacts across Delivery units due to the nature of recruitment and total number of new entrants impacted by the change in terms and conditions. We will issue appropriate guidance in advance of Q4 revisions being deployed.

Model Week 

Both parties have agreed this subject requires significant consideration given the changing nature of the operation and employee requirements. As such we will create a small joint working group to ensure that all aspects linked to model week are considered, which will include how the deployment of Dedicated Parcel Routes alongside delivery revisions can successfully be planned and deployed together.

Summary

It is hoped that the fact we have been able to finally reach a joint resolution to the National DRP is going to be a positive development for the CWU Representatives and one I believe will be welcomed in respect of ensuring local factors in Delivery Offices can be aligned within the revision process, as detailed above. In addition, the confirmation of the contents of the National DRP can be considered to support the Post Deployment Review for offices with reported snagging issues

Whilst we know that this is not going to solve all of the issues we have currently, I have made it clear to the business that the CWU want delivery revisions to be deployed successfully and we will continue to review the revision process and the tramlines also as part of ongoing activity within the National JWG.

I know full well that there is further work to do in relation to restoring confidence across all levels of the CWU and with our members within Delivery, who do an amazing job day in, day out and will continue to ensure we engage the business on all aspects linked to Delivery to ensure everyone feels valued and that pride is restored in the job they do.

Any enquiries to the content of this LTB should be directed to the Outdoor Department reference 555, email address: Pharacz@cwu.org.

Yours sincerely,

Tony Bouch

Assistant Secretary

LTB 341/24 – National DRP Resolution

Attachment: RM_CWU Resolution to National Dispute Resolution Process (DRP)

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RMG/CWU Business Recovery, Transformation & Growth Agreement Appendix 1 Seasonal Variation – Updated FAQs

Branches and Representatives will recall LTB 213/23 (Letter To Branches) concerning the commitments against Appendix 1 – Seasonal Variation of the BRT&G (Business Recovery, Transformation & Growth) Agreement, as well as the joint FAQ (Frequently Asked Questions) document linked to its national rollout.

Since then, we have continued to review the application of Seasonal Variation with Royal Mail and as part of this, we have further agreed on the need to review and refresh this FAQ document.

Accordingly, please find attached a revised FAQs document, the bulk of which reflects former listed Questions and Answers issued in LTB 213/23. However, to assist, listed below are the key changes now set out in this updated version:

• Q&A 7: This confirms more local flexibility to move duties ‘out of scope’ from Seasonal Variation.
• Q&A 7/9: This confirms that new requests by individuals to be exempted from Seasonal Variation now need to be made via a Flexible Working application.
• Q&A 16: Confirms the application of Seasonal Variation against Network Window changes.
• Q&A 18: Updated confirmation of the application of Seasonal Variation against Annual Leave.
• Q&A 19: Updated confirmation of the application of Seasonal Variation in terms of Sick Leave pay (in line with the Joint Statement, section 6.4.1 BRT&G Agreement on Sick Pay – set out in LTB 056/24, issued 6^th February).
• Q&A 25: Updates that a formal Hours Reconciliation process has been established for employees that leave part way through the Seasonal Variation cycle (i.e. the process to correct any imbalance in hours either owed to Royal Mail or the individual at the point of leaving).
• Q&A 37: Updated confirmation of the application of Seasonal Variation in terms of Job Share arrangements and more local flexibility to move such duties ‘out of scope’ from Seasonal Variation.
• Q&A 43: Confirms the application of Seasonal Variation will not impact Pension arrangements.
• Q&A 44: Updated confirmation of the application of Seasonal Variation in terms of Bank Holiday arrangements.
• Q&A 45: Confirms the application of Seasonal Variation in terms of individuals on Maternity, Paternity and Adoption Leave.
• Q&A 46: Confirms the application of Seasonal Variation in terms of the Working Time Directive.
• Q&A 47: Confirms the arrangements where an individual has been incorrectly recorded in PSP against Seasonal Variation.

Additionally, listed from 48 to 53 are several functional Q&As, which are designed to offer further clarification in terms of the local application of Seasonal Variation and we feel their inclusion within the FAQs will assist in this regard and with local level enquiries etc.

Finally, it can be confirmed that this FAQ document will also be issued by Royal Mail to operational managers via ‘signpost’ to ensure consistency of approach.

In relation to the application of Seasonal Variation for 2025/26 calendar year, we have requested that discussions take place with the business in line with the previous joint statements to review the lessons learned and agree the appropriate reference points. Further communications regarding this will be issued in due course.

Any enquiries to the content of this LTB should be directed to the Outdoor Department, email address: Pharacz@cwu.org.

Yours sincerely,

Tony Bouch

Assistant Secretary

LTB 340/24 – BRTG Seasonal Variation – Updated FAQ

Attachment: SV National Jointly Agreed FAQs_Version 3

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IMPORTANT: ANTI-RACISM RALLY- SATURDAY 26^TH OCTOBER, CENTRAL LONDON

 Branches should note that the next Anti-Racism rally organised by Stand Up to Racism (SUTR) is taking place on Saturday 26^th October in Central London.

Branches will be aware that the CWU are strong supporters of the anti-racism movement, which is why we are calling for a show of CWU strength at this demonstration to oppose Tommy Robinson, who has called on his followers to assemble in Central London. The demonstration is also being supported by the TUC.

The General Secretary will be speaking at the event and will be calling for a more focused, trade union-led strategy/campaign to address these issues in a way that reaches all communities and our members.

Stand Up to Racism are organising coaches from all over the UK and we would encourage anyone interested in attending to check their website. The TUC block meeting point is on the corner of Jermyn Street & Regents Street/St James Street, assembling from 11:30am. SUTR have advised attendees to avoid Victoria Station, where far-right activists will be congregating. If you cannot avoid the station, please remove any insignia to ensure your safety. 

Yours Sincerely,

Dave Ward                                                 

General Secretary                                      

Kate Hudson

Head of Equality, Education & Development

LTB 338/24 – IMPORTANT – ANTI-RACISM RALLY – SATURDAY 26TH OCTOBER – CENTRAL LONDON

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ROYAL MAIL: BRT&G AGREEMENT – SECTION 6.4.1 – SICK PAY 

Branches and Representatives will recall that as part of the Business Recovery, Transformation and Growth (BRT&G) Agreement, we included within Section 6.4.1 a review clause in terms of the revised sick pay arrangements.  Essentially, Section 6.4.1 specifically states that sick absence levels will be measured over a six-month period and the levels need to be below 5.5% on average for that period for the former sick pay arrangements to be reinstated.

We have met with Royal Mail on a regular basis to discuss the absence rates and the trends since the new sick pay arrangements commenced on 1^stOctober 2023.  We also have in place a Joint Working Group (JWG), including Postal Executive members and Royal Mail management, who jointly monitor sick absence levels and discuss how steps can be taken to reduce it.  The JWG continues to meet regularly and overall it is moving forward in a positive way.

Six-Monthly Reviews – Outcomes

• The first monitored six-month period from the commencement of the new sick pay arrangements, 1^stOctober ‘23 to 31^st March ‘24, ended with an average sick absence rate of 7% (compared with 7.2% for the previous six months). Whilst this was a downward trend, the target of 5.5% was obviously not met.
• The second six-month period commenced on 1^st April ‘24 and ended on 30^th September and we can report an encouraging further improvement on sick absence rates with a six-month rolling average of 7%. Although the trajectory has been positive throughout the last six months, we have nonetheless not quite achieved the 5.5% threshold for triggering the restoration of full sick pay.  Whilst we are closer than we have ever been, the current sick pay arrangements in line with the BRT&G will continue going forward.

The JWG will continue to monitor progress and we hope that the outputs of this group and the plans put in place to help support our members and improve sick absences will enable us to continue to improve the trends in order to hit the 5.5% target. Further developments in this regard will be reported.

Yours sincerely,

Andy Furey                  

Assistant Secretary      

Bobby Weatherall

Acting Assistant Secretary

LTB 336/24 – RM – BRT&G Agreement – Section 6.4.1 – Sick Pay

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