ROYAL MAIL: DRUGS & ALCOHOL – FOR-CAUSE TESTING PILOT – FURTHER EXTENSION 

Further to LTB’s 001/25 dated 2nd Januaryand 035/25 dated 19th February.   

The Drugs & Alcohol For-Cause Testing Pilot originally commenced in Wales on Monday 13th January, then was extended to include Anglia and the South West, along with the English units in the Wales ROD area from Monday 11th March and was due to finish on Friday 2nd May.  As it currently stands, there has only been one For-Cause Test initiated and this was a negative result.   

The Postal Executive has now agreed to extend the duration of the For-Cause testing Pilot (for drivers only) until Friday 5th September and has also agreed to extend the geographical boundaries so that the Terms of Reference (ToR) previously agreed will be extended to include South Central, South East and Northern Ireland ROD areas from the following dates: 

      •   Monday 9th June – South East 

• Monday 16th June – South Central 
• Monday 23rd June – Northern Ireland 

The ToR in full is applicable into the extended Pilot, and this includes the safeguards surrounding the Support and Rehabilitation programme rather than Conduct.  There are two caveats to this – a positive drug/alcohol test on the roadside following an accident/incident where the police are involved, or an individual being found in the possession of illegal drugs in the workplace. 

It should also be noted that the extended Pilot does not include Parcelforce. 

Briefings for South Central, South East and Northern Ireland Representatives 

We will be holding three briefings for our Divisional Reps, Branch Secretaries, Area Reps and Area Safety Reps in the South Central, South East and Northern Ireland ROD Areas as follows: 

South East ROD Area 

Tuesday 27th May – 11.30am – 2.30pm
CWU Headquarters
150 The Broadway, Wimbledon, SW19 1RX 

South Central ROD Area 

Wednesday 28th May – 11.30am – 2.30pm
CWU Headquarters
150 The Broadway, Wimbledon, SW19 1RX 

Northern Ireland 

Thursday 29th May – 11.00am – 2.00pm
TBC (Provisionally The Innovation Centre, Queens Road, Belfast BT3 9DT) 

We will be presenting the full details of the ToR for the extended Pilot and the protections and safeguards we have secured for our members in both the ToR and the Colleague Framework document.  Obviously, there will be an opportunity for a Q&A session at the Briefings.  In this regard, Royal Mail and Abbotts Laboratories have been invited to attend a session of the Briefings to demonstrate the equipment and to answer any technical questions.  This is in keeping with the arrangements we undertook for the Wales and Anglia Briefings.   

Andy Furey, Assistant Secretary, continues to lead on this matter on behalf of the Postal Executive, supported by Rob Wotherspoon, PE member.  

The Postal Executive will be closely monitoring the Pilot and all Branches will be kept informed of any key developments as the extended Pilot progresses.  

Yours sincerely, 

Andy Furey
Assistant Secretary 

Davie Robertson
Assistant Secretary

Tony Bouch
Assistant Secretary

LTB078.25 Royal Mail Drugs Alcohol Pilot – Further Extension

View Online

USO Update on Pilot Sites

The purpose of this LTB is to bring Branches and members up to date with what has been happening within the USO pilot sites and with the wider USO reform.

On 30^th January Ofcom proposed a package of reform measures to the Universal Service Obligation.

These were:

• We propose to remove the requirement on Royal Mail to deliver second class letters six days per week and allow it to deliver such letters on alternate weekdays (Monday – Friday).
• We will maintain the requirement for delivery of first-class letters which will continue to be delivered next day, six days per week.
• We will maintain the current parcels USO specification.
• We propose to change the headline target for first class mail from 93% to 90% delivered next day, and to change the headline target for second class mail from 98.5% to 95%.

The Ofcom consultation closed on 10^th April 2025. They are due to make their formal decision in early summer 2025.

In December 2024, with the expectation of what Ofcom was likely to announce, the CWU agreed to pilot the Optimised Delivery Model in 37 units across the UK. Most of the pilots were selected by the union as we wanted a range of units, including rurals, firms, town, cities and hybrids across all four nations.

USO reform will be the biggest change to deliveries since the introduction of first class and second class mail in 1968, and so it would be incredibly irresponsible of the CWU and Royal Mail not to pilot this in order to fully understand whether the Optimised Delivery Model is fit for purpose.

Royal Mail and the CWU agreed four overarching principles on which we will review whether the USO pilots are a success:

1. That it achieves a 90% quality of service target for first class letters, any commercial targets and Ofcom’s targets.
2. That workload is fair, manageable and achievable and there are opportunities to reduce fatigue.
3. That there are opportunities to improve attendance patterns with more Saturdays off.
4. It must improve morale and confidence in the workplace.

Royal Mail want to deploy the USO change via a method change approach rather than conduct a planner led revision which would take considerably longer to deploy.  In addition, Geo Route has not yet been adapted to plan combined van routes.

There is an extensive 12-week lead in prior to the deployment of the pilot.  This includes a data validation exercise which reviews whether the unit needs more walks, planning the indoor operation, changing the lay out, understanding if there will be a surplus situation with staffing and having a change in attendance patterns and an optional, if preferred, temporary resign of duties.  All pilot sites will have a full resign if Ofcom confirms the USO reform.

In processing, non 1^st Class letters should be deferred and held at the Mail Centre/MPU until due for delivery.  This requires the strict segregation of 1c and 2c letters on both mech and manual streams and the extension of the Delivery to Specification (DTS) algorithm to defer all non 1c letters to the appropriate days. In addition, sequencing and Wave 2 Walksort can no longer be processed on the large machines (Imps/iLSM) and can only take place on the CSS machines with deferral switched on.

For example, on second class it means the following:DAY OF POSTINGCURRENT DUE DELIVERYFUTURE DELIVERY DAYMondayThursdayThursdayTuesdayFridayFridayWednesdaySaturdayMondayThursdayMondayTuesdayFridayTuesdayWednesdaySaturdayWednesdayThursdaySundayThursdayThursday

In the early days of the pilot DTS was releasing some items when it should have deferred them, so all mail routes had too high a call rate.

Both issues have now been fixed and further upgrades are in development, however it is critical to the plan that only the mail due for delivery that day is released.

LAUNCH OF THE PILOTS

To help provide clarity to what is referenced in this LTB as core and combined routes, please note that the core is all mail routes and combined is the first class and parcel routes. The core route is based on two duties being performed by two OPGs who deliver all the mail Monday to Friday. The combined routes cover two duties Monday to Saturday and deliver first class which represents 12% of Royal Mail’s overall traffic mix and parcels Monday to Saturday.

Newton Mearns 

Newton Mearns was the first pilot site and went live on 24^th February 2025.  It is a relatively small delivery unit with 20 routes, predominantly town with good industrial relations and employee relations.

Prior to the introduction of the pilot, one extra walk was introduced and the members voted to opt for two Saturdays off in every five, alongside their normal day off every week.

The early learnings are:

• Employees are happy with the attendance patterns.
• Unit has overachieved target quality of service levels.
• Route spans and combined ratios working in line with assumptions.
• DTS still not working at the right level in terms of deferring letters, resulting in higher than expected call rate. This has now been fixed.
• Fatigue needs to be addressed on all mail routes.

Newton Mearns have also found a further solution to fatigue where the combined route takes 50% of the core route and the core route takes 50% of the combined route. Feedback received from the Rep suggests this option seems be well received within the unit. Further work needs to be carried out to see if this is an option that can work in other units as Newton Mearns have singleton driving routes.

Cumbernauld

Cumbernauld went live on Monday 24^th March 2025.

Prior to it being introduced it put back two walks.  There were issues with resourcing on the day of deployment.

Cumbernauld members chose to select two Saturdays off in every five weeks alongside their normal rest day during the week.

In Cumbernauld the drivers rotate every other day between an all-mail route and a combined route to reduce fatigue.

There are six non-drivers within the unit and we will need to find solutions to reduce fatigue as Monday to Friday they will be performing all-mail routes.

There are issues when D2D is not prepped in advance of Monday.

Some all-mail core routes are not clearing every day which will need to be addressed and the indoor operation requires some additional time to be built into duties.

The combined routes are clearing.

The non-drivers on a Saturday are currently prepping D2D but the plan is to scope giving non-drivers outdoor workload to support the Saturday combined routes.

Girvan

Girvan went live on 24^th March 2025.

Girvan was introduced and two duties put back into the unit. One rural walk and a parcel duty. They opted for two Saturdays off every five weeks, in addition to a day off in the week.  It is a small unit, the workload is unbalanced and unfair between core/combined and rurals.

There are a variety issues which need resolving within the unit including prep plan and the belief that one extra town duty is needed and one extra rural.

Ballymena

Ballymena went live week commencing 31^st March 2025.

They put back four walks into the operation. They chose the duty option of two Saturdays off in every six alongside a day off every week.

Initial feedback is that there are issues with the presentation of mail from the mail centre.  In addition, there are D2D issues with cold calling.

Ayr

Ayr was introduced week commencing 7^thApril 2025.

Two duties were added and this will be reviewed within 3 weeks to see if more is needed.

Ayr opted for the two Saturdays in every five-attendance pattern.

Antrim

Antrim was introduced week commencing 7^thApril and four duties were put back into the operation.

They voted to have two Saturday’s off in every five alongside a day off during the week.

In all pilot offices we need to ensure after the bedding in period that planned events like WTLL and important operational briefs are being delivered.

The next 31 pilot units are scheduled to deploy during April and the end of May.

For complete clarity it is important to note that whilst the CWU have agreed to pilot the proposed USO reform, we have not agreed as yet to full USO reform.

However, we recognise that there are only two real options for USO reform:

1. A reduction to either 3 or 4 days USO to reduce costs. Reducing just a Saturday does not reduce enough costs.
2. A speed of delivery option which is Royal Mail’s proposed Optimised Delivery Model.

It is unusual for a regulator to come out and state that the current Universal Service is financially unsustainable.  Ofcom also state “our view is that in its current form the USO imposes substantial unnecessary costs on Royal Mail because it requires provision of a service which is greater than generally required by postal users”.

When a regulator makes this type of statement and then puts a proposal for USO reform it is important that the CWU engages to ensure any change to the USO secures long term job security and provides benefits to our members.

Our initial thinking after just six weeks into the pilots and with only six units currently introduced is:

• The data validation exercise which happens before deployment is critical to the overall success.  There is a clear difference in DDS to what is happening within units. As a result of this there are circa 3000 routes going back into DDS.  In addition, from the feedback we are receiving there are a number of additional walks being put back into the pilot sites.
• That the DTS must be working correctly and the presentation of mail from the mail centre must be accurate.
• That resourcing must be correct within the units with reserve levels being at the correct level. Reserves should be employed on full time contracts if they are covering full time.  We will need to consider how we cover first day failures moving forward.
• The increase in call rates on all-mail routes adds outdoor time to the all-mail routes. We must ensure that these routes are manageable and achievable. The design is to remove indoor work to allow for more outdoor time. The indoor time would be covered through increasing part time to full time opportunities and the improved attendance patterns which require slightly longer days.
• The early reports are that the combined van routes are lighter on a Monday and Tuesday and then increase Wednesday to Saturday, especially in terms of parcels. There may need to be additional resource from Wednesday to Saturdaydue to the level of parcels across those days.
• For drivers there is a clear opportunity to reduce fatigue which is to limit a driver to performing a maximum of 3 core routes Monday – Friday. Due to the fall of rest days, it may be less than 3.
• For non-drivers there is no such opportunity. At present the only fatigue solution for non-drivers is when they are scheduled in on a Saturday and perform indoor work, including prepping D2D for the next week. Further work is being carried out to see whether we can better support non drivers on delivery including looking at electric trikes, bikes and HCTs.
• We are also reviewing whether a non-driver could support the combined routes on Saturday, so they have an indoor and outdoor element to their duty on Saturday.
• There is estimated to be circa 8,400 non-drivers in delivery out of over 83,000 delivery staff. 60% of that number do not have a driving license.  The level of non-drivers in certain areas, particularly London, will need careful consideration over what can be deployed and we are working with Royal Mail and reviewing options.

The remaining 31 pilot units are due to go live by the end of May and we will have a far better understanding of the impact of the USO change at the end of May.

In terms of job losses, we have yet to start the formal consultation process, and the pilot sites are clearly important in determining whether the original level of target savings were realistic. It is initially estimated there will be 400 units where it is expected that there will not be a surplus at the point of deployment.

Where there are potential job reductions these will be resolved through a combination of not filling vacancies ahead of deployment and voluntary redundancies. The first pilot sites have either no surplus or a very small surplus.

In line with the EP agreement if Ofcom authorises the USO change, then there will be a full national agreement covering how any changes will be implemented in a mutually beneficial way and alongside the commitment that there will be no compulsory redundancies.

We want to place on record our thanks and appreciation to the members of the pilot sites, the local Reps, Area Reps, Safety Reps, Divisional Reps and PE leads for the support and hard work they have provided thus far.

Any enquiries in relation to this LTB should be referred to the DGS(P) department.

Yours sincerely,

Martin Walsh
Deputy General Secretary (Postal)                         

Davie Robertson
Assistant Secretary  

Tony Bouch
Assistant Secretary

LTB 75.25 Update on USO Pilot Sites

View Online

BRT&G Agreement – Seasonal Variation 2025 Update

Dear Colleagues,

Further to the publication of LTB 400/24 dated 20^th December 2024 outlining outcomes of discussions with the business regarding the Seasonal Variation design for 2025, which had agreed to reduce this to two 5-week periods (from the initial two 15-week cycles) as follows:

• Low Season – 5 weeks: Week 17 to 21 (21^st July to 24^th August 2025)
• High Season – 5 weeks: Week 34 to 38 (17^th November to 21^stDecember 2025)

In publishing the above dates, it was also made clear that, subject to discussions regarding USO reform, both parties would continue to review the agreement for 2025 to ensure it remains fit for purpose in respect of any future ways of working.

Both parties have discussed the merits of continuing with the 2025 plan as outlined above, given the significant unknowns in relation to USO pilot activity taking place.

As a result, it has been agreed to suspend all activity related to Seasonal Variation for 2025.

The decision has been taken now to ensure all colleagues have advance notice and can effectively make any subsequent changes to their own personal arrangements. The business will ensure that any pre-planned annual leave that was due to be taken in the planned periods will revert to the contracted hours in the coming weeks, once upgrades to PSP have been concluded.

If any colleagues believe that as a result of the changes outlined above there have been errors made with their allocated Annual Leave entitlement and / or the changes create additional problems, the business have confirmed that in the first instance line managers should be able to assist, as per the attached WTLL brief that will be issued.

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 074-25 – BRTG Agreement – Seasonal Variation 2025 Update

WTLL Seasonal Variation 2025

View Online

CWU 2026 Diary 

We are now taking orders for CWU 2026 diary. Please find attached diary order form.

We continue to offer branches personalised diaries at no extra cost. Branches can personalise an area on the front cover of the CWU pocket diary and also have the option to have a personalised page (printed on one side only) which will be inserted near the front of the pocket diary.

The CWU 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 non personalised pocket diaries on orders of 1,000 or more for £1.50 per diary.

Please note bulk discount does not apply to personalised orders.

Branches ordering unaltered diaries should return their completed order form by no later than Friday 19^th September.

Personalised branch diary orders only

Branch personalised diary orders must be returned by no later than Friday 16th May. On receipt of your order form, you will be emailed the appropriate template(s). Please ensure to include your email address as this is where your template(s) will be sent with further information.

Complete your template(s) as soon as possible and note the return deadline is Friday 6th June. Due to strict deadlines any orders or proofs received after the dates provided may not be processed.

If you would like to use the content from your 2025 diary template(s) and there are no changes, please let me know.

Orders will be based on the following: 

Minimum order to personalise front cover: 250 units
Minimum order to insert page: 500 units
Minimum order to personalise front cover and insert page: 500 units

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

Diaries will be dispatched from w/c Monday 22^nd September 2025.

Kind regards,

Marcia Murray
Communications Department

25LTB073 CWU 2026 Diary

CWU Diary Order Form

View Online

POST OFFICE: PAY AGREEMENT 2025 – BALLOT RESULT 

Further to LTB 055/25 dated 18^th March.  Our Post Office members have overwhelmingly endorsed the Pay Agreement for 2025/26.  The result is:Yes Votes57993%No Votes437%Turnout49%

*spoilt ballot papers – 1

Post Office has been advised of this outcome and has confirmed that members will receive the minimum 3% pay uplift with April salaries.  As a reminder, the key features of this one year no-strings Pay Agreement are as follows:

• A minimum 3% pay increase (or £800 which is slightly above 3% for our lowest paid members, predominantly the PAs in Cash Centres) flowing through to all allowances, SA and overtime rates. Comparable increases also apply to London weighting.
• Annual leave entitlements improved so that the maximum 30 days is obtained after two years’ service (previously five). This benefits c.30% of our members who have less than five years’ service
• Improved Employer Pension Contribution Rates – minimum of 9%. Removal of the two lowest Employer Contribution tiers, meaning the current 7% and 8% Employer Contribution tiers rise to 9% (which will become the new minimum).
• The next pay review date is 1^st April 2026.

Conclusion

Following this week’s devastating news about the future of the Crown Network, for many members, job security will be more important than an annual pay increase.  Notwithstanding this, I would like to thank our Post Office members for supporting this outcome.

Yours sincerely,

Andy Furey

Assistant Secretary

LTB 072/25 – Post Office – Pay Agreement 2025 – Ballot Result

View Online

OFFER BY EP GROUP – UPDATE

A number of Members have raised queries in relation to EP Group’s proposed takeover of International Distribution Services plc (“IDS“) (the “Offer“), which as you will know was approved by the UK Government in December 2024. We are writing now to provide an update on the Offer process which we hope will address some of the queries raised with us. This update has been approved by our legal advisers.

PLEASE NOTE THAT THE COMMUNICATION WORKERS UNION IS NOT PROVIDING ANY FINANCIAL OR TAX ADVICE RELATING TO THE OFFER, OR PROVIDING ANY VIEW OR RECOMMENDATION ON WHETHER OR NOT MEMBERS SHOULD ACCEPT THE OFFER. ALL MEMBERS SHOULD SEEK THEIR OWN LEGAL AND FINANCIAL ADVICE IN CONNECTION WITH THE POTENTIAL CONSEQUENCES OF THE OFFER.

 As you will be aware from the documents relating to the Offer included on IDS’ website:(https://www.internationaldistributionservices.com/en/investors/recommended-offer-for-ids-plc-by-ep-uk-bidco-limited/), the Offer is subject to a number of conditions, including conditions regarding regulatory approvals in various countries.

• EP Group announced on 2 April 2025 that all such regulatory conditions have now been satisfied.
• EP Group has also confirmed that the latest date by which the Offer may become unconditional under the Takeover Code is 30 April 2025(the “Unconditional Date“), and it currently expects that the Offer will become unconditional by this date.
• EP Group has confirmed that the Offer will become unconditional if valid acceptances of the Offer are received by 30 April 2025 in respect of IDS shares representing 75% of the voting rights of IDS.

In response to questions that Members have raised with us, we have set out below some potential scenarios for what may happen if acceptances received by the Unconditional Date are above or below the 75% threshold.

Acceptances received total less than 50% of Voting Rights

The Offer will lapse (not proceed) as the Takeover Code does not allow a takeover offer to proceed if it is accepted by shareholders holding fewer than 50% of Voting Rights.

• All shareholders that currently hold shares in IDS will continue to do so and IDS will remain a listed company. 

Acceptances received total more than 50% but less than 75% of Voting Rights 

In this scenario, the Offer could still proceed if IDS and EP Group agree to a lower acceptance threshold.

A lower acceptance threshold is agreed between IDS and EP Group

• Shareholders that accept the Offer will have their shares acquired by EP Group at the Offer Price of 370p per share (the “Offer Price“).
• Shareholders that do not accept the Offer will continue to hold their shares.

EP Group could seek shareholder approval to delist IDS from the London Stock Exchange and / or re-register as a private company.  If a de-listing resolution and a resolution to re-register as a private company were to be passed, shareholders that do not accept the Offer will continue to hold their shares in IDS, which will then be an unlisted private company.

Without a listing it is likely that the shares will be more difficult to sell, and there is no guarantee that shares could be sold at the Offer price of 370p per share (or at all). 

(B) A lower acceptance threshold is not agreed between IDS and EP Group

If IDS and EP Group do not agree to a lower acceptance threshold, the Acceptance Condition will not have been satisfied and the Offer will lapse. In that case, everyone that currently holds shares in IDS will continue to do so and IDS will remain a listed company.

Acceptances received total more than 75% but less than 90% of Voting Rights

The Acceptance Condition will have been satisfied and the Offer will proceed.

In this scenario, EP Group has stated its intention to delist IDS from the London Stock Exchange and re-register as a private company.

• Shareholders that have accepted the Offer will have their shares acquired by EP Group at 370p per share.
• Shareholders that do not accept the Offer will continue to hold their shares.

As stated above, following a delisting and re-registration as a private company the IDS shares are likely to be more difficult to sell, and in that scenario there is no guarantee that shares could be sold at the Offer price of 370p per share (or at all).

Acceptances of more than 90% of the Voting Rights subject to the Offer

The Acceptance Condition will have been satisfied and the Offer will proceed.

• Shareholders that accept the Offer will have their shares acquired by EP Group at a price of 370p per share under the terms of the Offer.
• Shareholders that do not accept the Offer will also have their shares acquired on the same terms as under the Offer, at a price of 370p per share, as EP Group will have the statutory right to compulsorily acquire those shares. Please note that the compulsory acquisition rights will only be triggered if there are acceptances of more than 90% of the Voting Rights subject to the Offer (this threshold excludes those shares already held by EP Group and its associates).

For any further information on how to respond to the offer or if members have mislaid the information sent to them, they should contact the IDS Share Registry Equiniti on +44(0)330 123 0058or email the website that has been set up by Equiniti on www.idsoffer.shareview.info/

Yours sincerely

DAVE WARD                                               

GENERAL SECRETARY      

MARTIN WALSH                   

DEPUTY GENERAL SECRETARY (POSTAL)

LTB 071/25 – OFFER BY EP GROUP – UPDATE

View Online

New Neonatal Leave and Pay Act 2025

Branches should be aware that the Neonatal Care (Leave and Pay) Act came into force with effect from 6^th of April 2025.

The Act aims to provide a legislative framework for Parents with responsibility for a child who is receiving Neonatal Care.

Royal Mail are supporting Colleagues who are going through these difficult circumstances and have taken the decision to go beyond the statutory requirements for Colleagues who meet the qualifying criteria.

We have included a direct link to the updated parental leave procedure which will reflect this support with the levels of Neonatal leave and pay that is available. You can access the procedure here.

Royal Mail have also finalised a communication to go out to Employees via their normal channels and we have reproduced this below for your information:

What does it mean? 

 With effect from 6 April 2025, if you are a parent who has responsibility for a child who is receiving neonatal care (this includes both birthing and non-birthing parents), you will be entitled to time off and pay should you meet the qualifying criteria.

Please note any parent who has responsibility for a child receiving neonatal care born before 6 April 2025 will not be entitled to receive neonatal leave or pay.

Need to know – From 6 April 2025:

 Neonatal leave is a day one employment right.

You will be entitled to take time off where your child receives neonatal care. Neonatal care is where your child receives certain specified medical or palliative/end of life care that:

• Starts within 28 days of the child’s birth; and
• lasts for a minimum period of seven consecutive full days (commencing the day after neonatal care starts).

 Neonatal Leave & Pay:

 Neonatal leave will last for between one and 12 weeks, depending on how long your child receives neonatal care. Neonatal leave is based on full weeks only (e.g. each period of seven consecutive full days, not counting the day the neonatal care starts). For example, if your child receives neonatal care for 18 days after the day the neonatal care starts – i.e. two full weeks and four days – you will be eligible to receive two weeks of neonatal leave.

• Qualification for statutory Neonatal Leave Pay is 26 weeks service at the expected week of childbirth (EWC) or the week in which an adoption agency notifies you of an adoption match.
• Royal Mail wants to help and support colleagues in these difficult circumstances and has taken the decision to provide enhanced full pay (rather than statutory) providing you have 26 weeks’ service at the expected week of childbirth (EWC) or the week in which an adoption agency notifies you of an adoption match.
• If you have less than 26 weeks’ service at the expected week of childbirth (EWC) or the week in which an adoption agency notifies you of an adoption match, you will be entitled to neonatal leave but not entitled to neonatal leave pay.
• Neonatal leave and pay are in addition to other entitlements such as maternity/adoption/shared parental leave and pay, therefore any neonatal leave you take will usually commence after other types of leave have been taken.
• The neonatal leave must be taken within 68 weeks of the child’s birth or adoption.

Any enquiries in relation to this LTB should be addressed to the PTCS Department, email address khay@cwu.org or hmaughan@cwu.org

Bobby Weatherall

Acting Assistant Secretary

CWU LTB 070/25 – New Neonatal Leave and Pay Act 2025

View Online

Post Office: Future of the Crown Office Network 

Branches are advised that after normal working hours last night, Post Office advised the Union in confidence that they were planning to make an announcement by 8.30am this morning in respect of their Transformation Programme and specifically the aim to franchise all 108 remaining Crown Offices (“DMBs”) with the loss of over 1,000 jobs.  Below is a press statement we have just issued:

Responding to announcement of the franchising of the remaining 108 Crown Post Offices today, CWU General Secretary Dave Ward said “The Horizon Scandal and the damage it did to thousands of individuals and the reputation of the Post Office should have been a wake up moment for the whole company. It should have delivered a complete shift in approach, ethos and engagement with frontline workers. 

The news today that the Post Office will push ahead with the closure of 108 Crown Offices with a loss of 1,000 jobs shows they have learned absolutely nothing from the scandal. 

The Post Office’s claim that these community services will be maintained by their failed franchising model is laughable to anyone who has seen their local Post Office services reduced to the back of a shop. The sell-off of WHSmith last week shows just how fragile and ill thought out this model is. This is the full privatisation of the Post Office via the back door.

The role of the government must also be examined. This is a continuation of the hands off role played by the Tories. We call on Labour to immediately intervene and examine alternative options. Now more than ever, we need to seriously look at creating a joint venture between Royal Mail and the Post Office – two businesses that should never have been separated. 

This is a major test for this government ahead of introduction of the employment rights bill. It is inevitable that the news today will lead to further scrutiny of our relationship with the Labour Party. Our members and Branches will see this as a crucial moment ahead that will truly test the link between Labour and the trade unions who created the Party.”. 

Branches are urged to bring this LTB to the attention of Post Office members.  The Postal Executive will be considering this matter and will determine next steps.  Branches should also liaise with our Post Office Territorial Representatives in respect of political campaigning.

Further developments will be reported.

Yours sincerely,

Dave Ward                  

General Secretary         

Martin Walsh

Deputy General Secretary (Postal)

Andy Furey 

Assistant Secretary

LTB 069/25 – Post Office – Future of the Crown Office Network

View Online

Royal Mail Property & Facilities Solutions (RMPFSL) National Living Wage Uplift 

Branches should be aware that with affect from the 1^st of April 2025 the Government announced the increase in the National Living Wage to £12.21.

RMPFSL have a legal requirement to apply this rise, and they have confirmed in writing that they will apply this to all National Cleaners, Admin & Generic and Warehouse Operatives effective from 1^st of April 2025.

Branches will also be aware that the overall pay claim for all grades in RMPFSL was due also on the 1^st of April 2025.

We have had some initial tentative discussion with the company and we will of course update Branches and members on any progress made in due course.

Ay enquiries regarding the content of this LTB should be addressed to the PTCS department email address khay@cwu.org or hmaughan@cwu.org

Yours sincerely

Bobby Weatherall
Acting Assistant Secretary

LTB 068.25 – Royal Mail Property & Facilities Solutions (RMPFSL) National Living Wage Uplift

View Online

Royal Mail Group Special National Briefing & Postal Policy Forum – Wednesday 21^st & Thursday 22^nd May 2025

We are pleased to advise you that the business has agreed paid release for delegates attending the above event.

We would also like to take this opportunity to kindly remind colleagues (as reported in LTB 54/25) that due to space constraints at the venue we are unfortunately unable to accommodate visitors on this occasion. Branches are asked to ensure they complete and return their registration forms via email to eventsregistration@cwu.org by no later than 17^th April 2025.

Finally, to ensure that all attendees are able to fully engage in the discussion over the 2 days, any Branches that require a signer to be present are asked to inform the DGS(P) department as soon as possible so that the appropriate arrangements can be put in place.

Any enquiries in relation to the content of this LTB should be referred to the DGS(P) department hford@cwu.org.

Yours sincerely,

Martin Walsh
Deputy General Secretary (Postal)                   

Mick Kavanagh
Postal Executive Chair    

LTB 67.25 Royal Mail Group Special National Briefing Postal Policy Forum – Wednesday 21 Thursday 22 May 2025

View Online