LGV Apprentices – Application of the 2025 Pay Award

The Department has received several enquiries regarding the application of the 4.2% pay award to LGV Apprentices. Initial checks suggested that Royal Mail had not applied this increase, prompting immediate discussions with the business. At the outset, the Distribution Management team were uncertain whether the uplift had been implemented and requested time to investigate.

Royal Mail subsequently advised that adjustments were made to apprentice pay rates published in LTB 034/25 on 18th February 2025 to ensure compliance with the National Minimum Wage increase of 6.7% effective from that date. They stated that the revised rates were set significantly above the minimum wage requirement and, in their view, incorporated the 2025 pay award in full.

It is clear from the Pay Guidelines published after the endorsement of the Pay Deal that the business did raise apprentice rates by between 6.7% and 12% on the 1^stApril 2025.  However, several factors were significant in our view:

• Royal Mail had not informed or consulted with the CWU on any amendment to apprentice rates and had at no time indicated that they considered that the pay rise had been incorporated in any uplift.
• No apprentices were in place on the 1st April 2025, with all candidates being onboarded between mid-April and June 2025. As such any uplifts were made before any current apprentices started employment.
• That on passing their vocational licence test and ADC assessment apprentices progress on to 75% of the LGV Professional Driver Pay rates, which did rise in line with the pay award.
• That the Apprentice agreement specifically stated that the rate would rise in line with Pay Awards.

Following further discussions, Royal Mail have now agreed to make good the 4.2% pay award for all LGV Apprentices on the following basis:

1. Apprentices who have yet to pass their test
   • They will receive full back pay from the date they joined the scheme and remain on the new rate until they pass their test
2. Apprentices who have passed their test and progressed to the 75% pay rate
3. • They will receive back pay calculated from the date they joined the scheme up to the point they moved to the higher pay rate

The 4.2% increase will now be applied to the £24,476 rate taking the new rate to £25,504 – eligibility will be limited to the 51 LGV apprentices in the 2025 program affected by this issue.

For your information the 4.2% uplift was applied to LGV apprentice overtime and assigned allowances in September and backdated to 1^st April 2025 in line with the pay agreement. Any back pay due has already been paid for these two pay elements in September salaries.

Clearly the event of April 2025 and the agreement to apply the 4.2% pay deal in full has raised the Apprentice rates far higher than Royal Mail intended and our members will benefit from that, during the period they remain on the base rate. However, Branches should note that Royal Mail have reserved their position with regard to discussions on apprentice rates for any future intakes.

The business are hopeful they can get the additional uplift included in November salaries. The department would be grateful if you could ensure that our LGV Apprentice members are aware of the agreement and the pending uplift in their pay.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: jrodrigues@cwu.org quoting reference LTB 240/25.

Yours sincerely,

Davie Robertson                   
Assistant Secretary

LTB 240.25 – LGV Apprentices – Application of the 2025 Pay Award

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Telemetry Deployment Principles 

During 2023 Royal Mail initially engaged with the CWU on discussions around replacement of the various Telemetry systems in use across the business (Trimble, Microlise and Isotrak) as all were approaching end of life. The proposal was to trial a new telemetry system, which included forward-facing cameras. Although Terms of Reference (TOR) discussions began, given the prevailing attitude in Royal Mail at that time in the aftermath of the dispute the business refused to agree a TOR and proceeded with the trial independently.

The Telemetry trial took place in Swindon across a variety of vehicles, the trial included the installation of forward and rear-facing cameras, along with audible in-cab prompts to warn drivers of hazards. During the trial the data showed 70% of drivers improved their driving and RTC’s decreased from 20 to 2 year on year.

Based on this activity the business went out to tender to the market for a Telemetry System with Forward Facing Cameras, CameraMatics has now been chosen as the supplier of the new technology, and activity to roll out the new system will commence in November 2025. The business estimate it will take them up to 2 years to completely fit this technology to all Royal Mail Group vehicles, including Parcelforce. Every office will be notified of when the Telemetry will be fitted and training will be given to all drivers.

An initial meeting took place with the business on this activity and attached for your information is an agreed letter from the business covering the fitting and deployment of the new CameraMatics technology. As has become the norm in recent times the contents of the letter from Nick Dunn, National Distribution and Fleet Director has been the subject of discussions and agreement and effectively documents the agreed way forward that will support joint activity on the new telemetry equipment.

The new CameraMatics telemetry solution will replace all current telemetry systems, however as the process of fitting the new technology will take 2 years to complete, it has been confirmed with the business all current agreements relating to Telemetry and Forward-Facing Cameras will continue to apply to both remaining existing telemetry equipment, where still in use and importantly the principles and safeguards will fully apply to the new system. Discussions will commence within 6 months of the deployment completion to reach a revised overarching agreement covering the new technology which will apply to all business units.

The business has also confirmed that the introduction of the new system is without prejudice to the ongoing national discussions in relation to the appropriate use of data in setting KPI’s within My Performance in Delivery or any other function/business unit in the future.

The new telemetry system will support drivers with real-time alerts and insights that help reduce daily driving risks. In the event of an incident, it provides valuable evidence with the provision of forward and rear facing cameras. The system has a range of smart features to enhance safety and driver awareness, including:

• Real-time driver support with Audible voice prompts for:
• Forward collision alerts
• Pedestrian collision warnings
• Tailgating alerts

• Camera support:
• Forward and rear-facing cameras
• Rear visibility via a high-definition monitor or integration with the vehicle’s existing screen
• A Driver Event button to record immediate risks identified by the driver

Royal Mail have committed to full engagement with the CWU on the deployment and development of the use of the revised Telemetry equipment and to this end a Telemetry Joint Working group will be formed to ensure we are fully involved in all aspects of this deployment. This JWG will meet regularly to discuss all aspects of the planned migration including the calibration of in vehicle prompts, parameters for pushing data to managers and to share user feedback, etc.

Where new vehicles are entering the operation, they will come fitted with the new technology, the business have confirmed this technology will not be switched on until 17^th Novemberand drivers will be trained on its use before it can be utilised.

Attached for the information of Branches and Representatives are the letter from Nick Dunn, outlining the agreed way forward and the WTLL Royal Mail intend to roll out. We will re-circulate the relevant existing agreements (Trimble, Microlise, Isotrak and Forward Facing Camera) separately along with the initial site by site deployment plan once this is confirmed.

Any enquiries in relation to this LTB should be addressed to:

Parcelforce/Distribution: Davie Robertson, Assistant Secretary, email: jrodrigues@cwu.org; quoting reference LTB 237/25

Deliveries/Collections: Tony Bouch, Assistant Secretary, email: pharacz@cwu.org; quoting reference LTB 237/25

Fleet: Bobby Weatherall, A/Assistant Secretary, email hMaughan@cwu.orgquoting reference LTB 237/25

Yours sincerely,

Davie Robertson     

Assistant Secretary                                           

Tony Bouch          

Assistant Secretary       

Bobby Weatherall

A/Assistant Secretary 

LTB 237/25 – Telemetry Deployment Principles

Attachment: FINAL to CWU_Telemetry Deployment Principles 2025

Attachment: WTLL TELEMATICS FINAL IN TEMPLATE

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USO Pilot Office – Jointly Agreed Peak Guidance

Dear Colleagues,

Further to LTB 216/25 outlining the CWU views regarding the ODM model and the impasse within the National Talks, which had subsequently confirmed that Royal Mail / EP Group have taken a step back and have now fully confirmed there will be no further pilot units or roll out of the USO until the new year and that any deployment will only take place once an overall national agreement has been reached with the CWU.

Within the update given, we also gave a commitment confirming that our immediate focus would be to support all the current pilot units and ensuring that the USO Pilot Offices (35 Units) are fully resourced and achieving all quality-of-service targets via a different operational method.

By way of a recap, the business have previously stated to the CWU, that they would be issuing managerial guidance to the 35 USO Pilot Offices for Peak and making it clear this was a non-negotiable issue for the CWU Nationally and would not involve the CWU Divisional, Area and Local Reps. The CWU made it clear that it was unacceptable, especially given the fact that it has been the CWU that have written to the business on numerous occasions over recent months seeking to resolve issues faced by the pilot offices during the peak period.

Following a week of challenging discussions and an intervention at the highest levels between RM and CWU, we have now agreed a Joint Guidance document, which has since been approved by the Postal Executive. It ensures the CWU is involved across all levels to review the plans within the 35 USO Pilot Offices, therefore, each office will have the ability to agree the following:

• Review and complete the units Manpower Plan;
• Select a revised USO model in line with the options, which includes the CWU Heavy & Light option, with 4 walks / routes being performed by 4 OPGs and ensuring that the 4 into 3 ODM model has the option to add a 4^thOPG into the current plan as additional support;
• Ensure the units’ resourcing plan has been fully planned and all options considered;
• Put in place a Governance process including Divisional Reps and Area Reps to support reaching an agreed plan and escalation process, if needed.

We want to thank our members in the pilot units for the support and understanding in recent months and for their belief that this revised approach will be welcomed by all CWU Reps and members in the pilot offices and that it will allow them to use that guidance to address the issues being faced within their offices.

Both RM and CWU have today jointly cascaded the agreed peak guidance document to the respective senior operational managers and CWU Divisional Reps. Each office will be tasked with completing their revised operational plan by no later than Friday, 14^th November.

Therefore, we hope the fact that we now secured a jointly agreed USO Pilot Office Guidance document will be welcomed in those offices and help the further talks to concentrate on securing the wider agreement on USO and Section 5 subjects, which will receive further updates in due course.

Any enquiries to the content of this LTB should be directed to the relevant department: DGS(P) Department on Hford@cwu.org, Outdoor Department on Pharacz@cwu.org or Indoor Department on Jrodrigues@cwu.org.

Yours sincerely,

Martin Walsh                         

DGS(P) 

Tony Bouch          

Assistant Secretary                        

Davie Robertson

Assistant Secretary

LTB 239/25 – USO Pilot Office – Jointly Agreed Peak Guidance

Attachment – Peak Sites USO Reform Joint Guidance_Final

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POLITICAL FORUM AGENDA – 6th NOVEMBER 2025

Dear Colleagues,

Further to LTB208/25, please find attached the agenda for next week’s political forum.

As previously stated, the briefing represents an opportunity to reflect on our views on the first period of a Labour Government, the challenge posed from Reform and the far-right and the changes in our wider political environment.

This is the first political forum since Labour has been in power and this event is part of the implementation of our new National Political Network, which will help sustain and improve political engagement across the union, at this crucial time.

We will also be discussing the merits of a new electoral voting system (proportional representation), in line with policy agreed at our last General Conference. The NEC will take a view from this debate and then prepare a policy paper to go forward to the next General Conference on this issue. We want to emphasise that this is not a decision-making forum and while we recognise that we are giving a platform to speakers that will have very strong views on the pros and cons of electoral reform, ultimately the union will need further discussion and any final policy decision will need to be made by our Conference.

For branches who have not yet registered, please consider this one of your priority commitments and email politics@cwu.orgto confirm your branch’s attendance and the names of your delegates as soon as possible.

If you have any questions or need any further information, please email aobrien@cwu.org.

Yours Sincerely,

Dave Ward
General Secretary                           

25LTB238 – POLITICAL FORUM AGENDA 6th NOVEMBER 2025

Agenda for Political Forum 6/11/2025

1. Arrivals, tea and coffee (10:00-10:30)

1. President to open the forum (10:30-10:40)

1. General Secretary- political overview (10:40-11:00)

1. Discussion session (11:00-12:45)

2. Our relationship with the Labour Party, including an update on the Employment Rights Bill (11:00-11:45)
3. The rise of Reform/far-right politics (11:45-12:20)
4. Other initiatives- political education etc (12:20-12:45)
5. Break (12:45-13:15)
6. Session on electoral reform (13:15-14:40)
7. Speakers (13:15-13:55)
8. Discussion and debate (13:55-14:40)
9. GS Final Remarks (14:40-14:45)

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Election of CWU Delegates to the TUC Equality Conferences 2026

Please find attached the Regulations, Nomination Forms, and Candidate Consent and Biographical Details Form for the above conferences. The details of which are as follows:

TUC Women’s Conference 

Date:             4^th – 6^th March 2026

Venue:           Bournemouth International Centre, Bournemouth

 TUC Black Workers Conference 

Date:             24^th – 26^th April 2026

Venue:           Bournemouth International Centre, Bournemouth

TUC Disabled Workers Conference 

Date:             19^th – 20^th May 2026

Venue:           Bournemouth International Centre, Bournemouth

TUC LGBT+ Workers Conference 

Date:             25^th-26^th June 2026 (TBC)

Venue:           TBC

The Timetable for the elections is as follows:

Nominations open:                         3 November 2025 

Nominations close:                       17 November 2025 (14:00)

Dispatch ballot papers:                 19 November 2025

Ballot closes:                                 3 December 2025 (14:00)

Reminders: 

All candidates for election to the TUC Women’s Conference must be women.    All candidates require the nomination of their own Branch.

Any enquiries regarding this Letter to Branches should be addressed by email to lparrett@cwu.org or telephone number 020 8971 7222.

Yours sincerely,

Dave Ward

General Secretary

LTB 236/25

Att: Regulations 2026 (Download)

Att: Nomination Forms 2026 (Download)

Att: Candidates-and-Bio-Form-2026 (Download)

Artificial Intelligence – Bitesize Sessions

The purpose of this LTB is to advise branches that the Equality, Education & Development Department has been working with the T&FS Executive on a project to raise awareness on Artificial Intelligence (AI).

A number of bitesize sessions have now been finalised and are due to take place on the dates below. The sessions will be 60 minutes long and will include a Q&A session.

Artificial Intelligence and digital systems are reshaping every industry and has become more widespread in the workplace, it has the potential to alter job security, pay and working conditions. Without union intervention, these technologies will be designed and deployed solely in the interests of employers. It’s imperative that unions and workers have a voice in any advancement of new technologies.

The bitesize sessions will be run by Adam Cantwell-Corn, who is a policy lead for the TUC Tech Project, as well as Head of Campaigns and Policy for Connected by Data. Adam has been working with the Telecoms and Financial Services Executive to develop the practical skills to identify and negotiate the impact of AI on workers.

Session 1: Thursday 13^thNovember 10:00 – 11:00

This session will look at what Artificial Intelligence is (and what it isn’t). Look at some of the terminology that is being currently used and the different types of Artificial Intelligence.

Session 2: Thursday 20^thNovember 10:00 – 11:00

This session will look at how Artificial Intelligence is being used more and more in the workplace. What Artificial Intelligence is currently being used for and the impacts it is having on workers. Also, what are the potential benefits and issues for CWU members.

The sessions are open to all CWU representatives who want to learn more about Artificial Intelligence, to register please email equality&education@cwu.org – a link will be sent to you by email before each session.

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 235/25 – Artificial Intelligence Bitesize Sessions

Attachment 1

Attachment 2

Attachment 3

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Membership Subscription Rates from 1st February 2026

The purpose of this LTB is to inform Branches that the NEC has agreed to a 3% increase on all membership subscriptions from 1st February 2026.

As Branches will be aware this is only the third increase in the subscriptions of active members in over a decade. Furthermore, the new subscription rate sees CWU membership cost maintain its position as one of the lowest amongst major UK trade unions – delivering excellent value for money for our members.

From 1 February 2026, indicative CWU Subscriptions will be as listed in the table below.

The NEC also took the decision to establish a working group to review, overhaul and simplify our subscription rates and formulas. We will actively engage Branches in this process. Further information on the review will be issued in due course.

Any enquiries relating to this LTB should be addressed to dwilshire@cwu.org or by telephone on number 0208 971 7368.

Yours sincerely,

Dave Ward

General Secretary

Tony Kearns

Senior Deputy General Secretary

LTB 234/25 – Membership Subscription Rates from 1st February 2026

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Core / Online Education & Training Programme 2026

The purpose of this LTB is to advise Branches that the NEC has endorsed a programme of courses for 2026.

Core Residential Programme

Arrangements have been made for our residential training programme to be delivered at GFTU, Quorn Grange Hotel, 88 Wood Lane, Quorn, LE12 8DB.

Representative’s accommodation costs on a dinner, bed and breakfast basis will be met centrally.

Branches are responsible for student travel and any other appropriate expenses.

Scheduled Programme 2026

The programme cuts across all the specialisms that our representatives perform incorporating both accredited and unaccredited courses:

Skills courses all include elements of industrial / employment relations, negotiating and organising

Health & Safety courses lead representatives through theory and practice of legislation and organising around Health and Safety

Equal Rights deal with equality and diversity in the workplace and wider society. Please note, to increase student opportunities the Women representatives in the CWU, LGBT+ in the CWU and BAME representatives in the CWU courses will be delivered online for 2026

Residential Programme 2026FromToCourseCut-off date12/01/202616/01/2026Essential Skills part 101/12/202519/01/202621/01/2026Branch Secretary’s part 108/12/202526/01/202630/01/2026Essential Skills part 115/12/202502/02/202606/02/2026Postal Agreements22/12/202509/02/202613/02/2026Essential Skills part 129/12/202523/02/202627/02/2026Introduction to Health & Safety part 112/01/202627/04/202601/05/2026Essential Skills part 216/03/202627/04/202601/05/2026Union Learning Reps 116/03/202608/06/202612/06/2026Introduction to Health & Safety part 127/04/202615/06/202619/06/2026TBC04/05/202622/06/202626/06/2026Essential Skills part 211/05/202629/06/202603/07/2026Introduction to Health & Safety part 118/05/202629/06/202603/07/2026Advanced Skills part 118/05/202606/07/202610/07/2026Essential Skills part 225/05/202620/07/202624/07/2026Essential Skills part 108/06/202627/07/202631/07/2026Introduction to Health & Safety part 215/06/202617/08/202619/08/2026Mental Health Awareness06/07/202607/09/202611/09/2026Postal Agreements27/07/202614/09/202618/09/2026Introduction to Health & Safety part 103/08/202628/09/202602/10/2026Introduction to Health & Safety part 217/08/202605/10/202607/10/2026TBC24/08/202626/10/202630/10/2026Advanced Skills part 214/09/202609/11/202613/11/2026Essential Skills part 128/09/2026

Online Programme 2026FromToCourseCut-off date16/02/202620/02/2026Introduction to Health & Safety part 105/01/202602/03/202606/03/2026Intermediate Health & Safety part 119/01/202609/03/202610/03/2026Discipline & Grievance (UTAW)26/01/202630/03/202631/03/2026Mental Health Awareness16/02/202620/04/202624/04/2026Essential Skills part 109/03/202605/05/202606/05/2026Mental Health Awareness24/03/202618/05/202622/05/2026Introduction to Health & Safety part 206/04/202601/06/202605/06/2026Introduction to Health & Safety part 120/04/202615/06/202616/06/2026Women in the CWU04/05/202618/06/202619/06/2026BAME Representatives in the CWU07/05/202622/06/202626/06/2026Postal Agreements11/05/202613/07/202614/07/2026Discipline & Grievance (UTAW)01/06/202613/07/202617/07/2026Essential Skills part 101/06/202603/08/202604/08/2026Mental Health Awareness22/06/202603/08/202607/08/2026Intermediate Health & Safety part 222/06/202610/08/202614/08/2026Equal Rights part 129/06/202607/09/202611/09/2026Essential Skills part 227/07/202621/09/202625/09/2026Introduction to Health & Safety part 210/08/202605/10/202606/10/2026LGBT+ in the CWU24/08/202612/10/202616/10/2026Postal Agreements31/08/202619/10/202623/10/2026Equal Rights part 207/09/202602/11/202606/11/2026Essential Skills part 121/09/202616/11/202617/11/2026Mental Health Awareness05/10/2026

All of the above is subject to the necessary funding being available.

Full details of each course can be found on our website here https://education.cwu.org/education/rep-courses

Application Process

Branch Secretary’s and Branch Admins should continue to use the CWU Portal, please make sure applicants emails are up to date.

Release & Notice

Paid release should normally apply where the union is recognised and/or in line with any existing agreements.

Online courses

Online learners must preferably have access to a good PC or laptop. Tablets can be used but have some limitation in our experience. Attending training courses using a mobile phone is not possible.

There must be a stable internet connection from where the learning is taking place.

Colleges will also be in contact before the course to advise of any additional requirements.

We would appreciate Branches / ULRs assistance in ensuring any applicants are prepared in line with the above points. If any representative encounters difficulties getting set up with IT equipment in preparation for course attendance, please advise their Branch Secretary, Union Learning Rep or the Equality, Education & Development department as soon as possible. 

Any queries relating to this LTB should be directed to courseadmin@cwu.org       

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 233/25 – Core Online Education Training Programme 2026

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Salary Sacrifice – POAL

The recent increase in the national minimum wage has resulted in a number of companies having to review the purchase of annual leave and that of which is taken out through My Bundle.

The reason for this is employers are under a legal requirement to ensure that an individual’s

pay does not fall below the minimum wage after the deductions for salary sacrifice have been made. This is why Royal Mail took the decision in April to step in and pay for the purchase of annual leave and for My Bundle items ahead of any pay rise, to potentially avoid being in breach of the minimum wage legislation.

This is a particular problem where individuals purchase annual leave and have several My Bundle purchases at the same time.

We are in discussions with Royal Mail to still allow access to additional annual leave, even when an individual does not qualify for salary sacrifice. Where individuals are above the minimum wage figure, they would be eligible for salary sacrifice for the purchase of annual leave.

Whilst negotiations are continuing it is advised that for the purposes of selecting leave for next year, individuals should follow the same allocation as last year, including any purchased leave.

In terms of any items purchased via My Bundle and paid via a salary sacrifice, Royal Mail are carrying out a review of the benefits, the result of which will be announced in due course.

A further update on this issue will be provided in due course.

Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.

Yours sincerely,

Martin Walsh

Deputy General Secretary (Postal)

LTB 232/25 – Salary Sacrifice -POAL

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CWU NATIONAL WELFARE FUND – REGULATIONS 

Branches will be aware that following their election in the latter part of 2024, the National Trustees started their term of office from the beginning of January 2025.

Having now had ten months in their role, the Trustees in conjunction with the Finance department, have dealt with numerous applications for claims from the National Welfare Fund.   During this period, it has become apparent that some of the applications have not been in line with the previously circulated CWU Welfare fund regulations.

The main issues concern the following:

• Cases where insufficient supporting evidence is provided making it difficult for the Trustees to make an informed decision
• Applications where no evidence at all has been provided to support a claim.
• Requesting payments for members in extreme levels of debt without directing them to other organisations who can assist.
• Claims for members not actually suffering any genuine hardship.
• Requesting payments to replace the stoppage of money by the employer without using the agreed internal process to rectify the problem.

Each of the above not only results in additional workload but causes a delay to those claims where a payment is necessary.

Branches will be aware that the current CWU Welfare Fund regulations were last circulated ten years ago, during which time many new Branch officials have been elected. The result is a variety of experience in relation to submitting claims to the National welfare fund, with some Branch officials not being as experienced as others.

The Finance Department and CWU Trustees have therefore conducted a review of the CWU Welfare fund regulations, to ensure they are brought up to date, are unambiguous and are reflective of the purpose for which the fund was established. Branches will be aware that the CWU as a Trade Union is not authorised to give financial advice to any member as part of the Welfare Fund application process. This point is reiterated in the amended regulations.

At a meeting on 22^nd//23^rd October the NEC endorsed the attached revised set of CWU Welfare fund regulations. Branches must now operate in line with these regulations when considering and submitting applications to the National Welfare fund. In addition, the list of contacts for support and advice has also been updated and is also attached to assist in signposting these organisations to members.

The NEC hope that both documents will provide useful reference points that Branches can check prior to submitting future claims to the CWU Welfare fund, thereby ensuring claims are not unnecessarily delayed.

Any enquiries should be addressed to dwilshire@cwu.org or on 0208 9717 368

Tony Kearns

Senior Deputy General Secretary

LTB 231/25 – CWU National Welfare – Regulations

Att: Welfare Fund Regulations

Att: Updated Welfare Contacts for support and advice

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