CWU CONSOLIDATED ACCOUNTS 2024

Please find attached a copy of the final CWU Consolidated Accounts for the financial year 2024.

Whilst these results are for the financial year 2024 branches will be more than aware of our ongoing work around restructuring the CWU. Decisions taken at the conference held in June of this year are now in the process of being implemented and the benefit of the decisions will begin to impact future financial performance.

As always there is much to do and we will continue to explore, agree and implement further changes that will deliver a sustainable CWU for the future.

Accordingly, Branches are now invited to forward questions to the attached CWU Consolidated Accounts 2024 to arrive by no later than 12.00 noon on Friday 21^st November 2025.

Please note all questions should be sent to the email address sdgs@cwu.org   Please note, any emails sent to any other email address will not receive a response and will not be included in the published questions and answers.

Any other queries on this LTB should be addressed to sdgs@cwu.org

Yours sincerely,

Tony Kearns

Senior Deputy General Secretary

LTB 245/25

Attachment – CWU Consolidated Accounts 2024 

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Royal Mail Property & Facilities Solutions Limited and CWU Agreement on Progression within the Technical Pay Structure

As part of the 2024/25 Pay Agreement PFSL and the CWU committed to review the Technical Pay Structure in the Engineering function.  The aim was to conclude this by the pay review date of April 2025.

Despite our best efforts and for one reason or another this deadline was not met and therefore a further commitment was given in this year’s pay agreement to finalise a next steps/progression agreement by 31^stOctober 2025.

A draft agreement was reached with the business on 29^th October 2025; we then met with the National and Regional PFSL Engineering representatives on 30^thOctober 2025 where we gave an overview of the draft agreement, followed by a Postal Executive meeting on 4^th November 2025, where the agreement was unanimously endorsed. The agreement is attached to this LTB.

There is also a structure and skills matrix document which requires the technical knowledge of our National and Regional Representatives to input into and change where necessary. This document has been shared with them.

The issue of progression has been floating around not just for the last two pay deals but going back a number of years and the Union at the same time had an objective to try and harmonise and assimilate our Building Fabric Maintenance Engineers onto the main Technical Grading Structure. Our BFM Engineers are multi-skilled engineers who carry out such tasks ranging from toilet blockages to maintaining roller shutter doors etc.  Our other engineers carry out more specialist tasks such as gas, electrics and air conditioning maintenance etc.

BFM Engineers are multi-disciplined and multi-skilled but they are also on the grading structure in their own right, but are generally paid less than the specialist individually skilled technicians. The nature of the multi-skilled, multi-disciplined grade means that there is a disparity between the unskilled/low-skill work and higher skilled work performed by the individuals within this grade. It is fair to say that this disparity leads to some difficulties for not only the individual but the Business in not being able to self-deliver maintenance tasks without the need to sub-contact. Harmonisation is therefore a priority objective for us and colleagues will see from the attached agreement we have agreed a quite modest number of hybrid roles with this role being assimilated onto the Tech 2 Entry pay point.

The hybrid role will in the first instance be trialled but will also be used alongside the overall Progression Agreement which will hopefully begin the process of full assimilation into the Tech Structure for any individual who wishes to progress.

Our other objective over a number of years was the ability for those on the technical grade to progress.  Our engineers do pick up qualifications and upskill themselves but then are unable to progress onto higher pay rates because of the lack of a progression agreement.

We now believe that we have provided our Reps with the agreement to enable them to identify the gaps in resource and workload allocation, through a proper strategic involvement process and proper local resourcing plan which will allow our engineers to progress if needed.

Finally, the Business has a problem in recruiting gas engineers, and in particular specialist gas engineers which means a lot of these tasks and work is sub-contracted and outsourced. We believe that the introduction of the new Tech 1 grade and upgrading for some Tech 2 to Tech 1 grades will go a long way to solving this problem.

In conclusion, we believe we have achieved our objective of reaching an agreement which provides a clear progression route, assimilation and harmonisation for our BFM Grades, solves the problem of a lack of skilled gas engineers, and provides the framework for our local reps to be fully involved in the strategic planning going forward.

Any queries in relation to this LTB should be directed to Heidi Maughan at hmaughan@cwu.org

Yours sincerely

Bobby Weatherall
A/Assistant Secretary 

Attachment 1: 25LTB244 – RMP & FSL & CWU – Progression within the Technical Pay Structure

Attachment 2: Attachment to 25LTB244

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BRT&G Agreement – Seasonal Variation 2025 Further Update (November 2025)

Dear Colleagues,

As Branches, Representatives and members alike will recall, LTB 167/25, issued on 11^th August, set out the details and timelines regarding system changes linked to the agreed suspension of Seasonal Variation for 2025 due to the significant unknowns and uncertainties concerning USO Reform activity.

We have now been advised by Royal Mail that all of the necessary system changes and technical solutions are in place and, as previously reported, will commence as of November. For your information, please see attached Royal Mail’s comms issued today to all Delivery managers, which detail the changes now in place.

For ease, please see below a summary of the key planned changes and dates:

As previously outlined, a system update in PSP will take place in November 2025 to remove the effect of Seasonal Variation from colleague work schedules. This update will be rolled out across operational sites between 31 October and 14 November. After this update, seasonalised working patterns will no longer appear in PSP or the People App.

Leave Balance Adjustments Ahead of the System Update

To ensure accuracy of colleague leave balances, manual corrections are being made to colleague leave records ahead of the system update.

Colleagues who took leave between May and August (originally a low season):

• Leave records will be corrected in PSP and the People App from w/c 3 November.
• 24 minutes (FT) or 10 minutes (PT) will be deducted for each day of leave taken during this period. This is because insufficient leave was deducted by the system.

Colleagues who took (or will take) leave between September and November (originally a high season):

• Leave records will be corrected in PSP and the People App by 30 November 2026
• 24 minutes (FT) or 10 minutes (PT) will be re-credited for each day of leave taken during this period. This is because too much leave was deducted by the system

These updates will not affect any current or future booked leave.

In setting out the above, it is noted and understood that the delays in removing the impact of Seasonal Variation from all Delivery units and individual members’ annual leave cards for 2025, as reported in LTB 167/25, have been frustrating and unhelpful. However, it is hoped that the system changes plan will end any remaining confusion in this regard and, in particular, with individual annual leave details in the PSP system.

If any member believes that, as a result of these 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 outlined in the attached Royal Mail comms. Equally, as confirmed above, these changes in PSP will not impact or alter currently planned and booked annual leave arrangements for members.

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

Yours sincerely,

Mick Kavanagh
Acting Assistant Secretary

LTB 241/25 – BRTG Agreement – Seasonal Variation 2025 November Update

Manager update – Seasonal Variation 05-11-25 v3

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