BUSINESS AND TRADE SELECT COMMITTEE 24TH OF MARCH 2026

Further to LTB 073/26, branches will be aware that the Business and Trade Select Committee has called Royal Mail, the CWU and Ofcom to an evidence session the 24th of March. Branches are advised they can view the session, which is set to begin at approximately 2:30pm, through this link here.

The CWU will be giving key evidence regarding the service crisis in Royal Mail and the experiences of frontline postal workers to show what has really been happening at Royal Mail over the last few years. This is an important moment for the union and a crucial step in getting politicians and the public to understand some of the wider challenges that our members are facing and our concern over the future direction of the company.

Ahead of this session, we are asking reps and members to write to the Business and Trade Select Committee before the 24th, with their experiences of being a frontline postal worker, particularly in regards to the management of the workplace and the negative impact of the two-tier workforce.

If they have not already done so, reps and members can write directly to the Chair of the Business and Trade Select Committee, Liam Byrne MP, at commonsbtc@parliament.uk.

We have heard from members who have asked about privacy concerns and possible repercussions from the employer. We also know from past experiences that Royal Mail have created a climate of fear over the workforce speaking out. We therefore recommend that any communications to the Committee include a clear request to keep any evidence presented in Parliament free of any identifying information. 

Branches will be aware that we have also asked members and reps to write to their own MPs with a factsheet with key information and asks. We have had thousands of letters sent and an influx of attention on the issue in Parliament as a result. We know this is having a major impact and we are asking reps and branches to ensure that there is as much engagement with this as possible. Members can write to their MP easily via this link.Please encourage all members to take two minutes to email their MP.

We can also advise branches and reps that we will provide an update on the talks with the company and yesterday’s meeting with the Secretary of State early next week.

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

Yours sincerely

Dave Ward

General Secretary

Martin Walsh

Deputy General Secretary (Postal)      

LTB 083/26 – BUSINESS AND TRADE SELECT COMMITTEE 24TH OF MARCH 2026

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• Ballot result Royal Mail Processing Engineering Territorial Representative – Northern

Further to LTB 066/26 dated 5^thMarch 2026, please see below the ballot results for the above position:-Andrew Cutten40Stephen Haggerty83*ElectedMark Hobin80*ElectedIan McMullon57*Elected

Any enquiries regarding this letter to Branches should be addressed by email to lparrett@cwu.org.

Yours sincerely,

Martin Walsh

Deputy General Secretary (P)

LTB 082/26

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Together Alliance March – Saturday 28^thMarch 2026, Central London

Further to LTB 028/26 we would like to update branches on the Together Alliance March taking place on Saturday 28^th Marchin Central London.

Location and Start time:  The March will commence from Park Lane. Please check this link for exact details on how to get to the starting point. There is also a much shorter walk from Trafalgar Square to Whitehall, designed to be inclusive for those with mobility issues. Assembly will be from 12 noon with the aim to commence the March from 1pm.

Union Bloc:  There will be a large trade union bloc with a number of trade unions represented. The CWU will be in between the RMT and BMA. CWU flags will be visible which will indicate our position in the bloc. We would encourage those Branches who are attending to bring their banners.

Celebrating Unity: The Together Alliance group have been with working with Glastonbury organisers to bring a celebration of unity, with famous singers, spoken word artists and Choirs.  

There will be performance stages in both Trafalgar Square and Whitehall. To give you a flavour of some of the artists, bands and singers click here.

Any queries relating to this LTB should be directed to equality&education@cwu.org         

Yours sincerely,                                   

Dave Ward
General Secretary

Kate Hudson
Head of Equality, Education & Development

081 26LTB – Together Alliance March – Saturday 28th March 2026, Central London

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Further Extension to both the USO and Equalisation

Following a meeting with EP, Royal Mail and the union, we have agreed that we should extend the two DRPs which were intended to end today, until Monday 30^th March.

This is in recognition that progress has been made in both DRPs.  We have jointly agreed to now escalate the equalisation of new entrants’ pay, terms and conditions to EP & CEO and General Secretary & DGS(P) level to try and find a resolution.

The negotiations are still being carried out based on the principle of nothing is agreed until everything is.  It is therefore difficult to communicate the full detail of the negotiations, whilst still under the terms of the DRP.

Royal Mail and the CWU have mutually agreed to a further extension to the two Achieving National Agreement procedures that have been running at the same time – one on the deployment of Universal Service reform and one on the Equalisation of new entrants pay, terms and conditions. 

 The procedures started at the beginning of February and will now conclude on Monday 30^th March 2026.  Discussions have been constructive, with progress made, and we look forward to continuing the talks to hopefully reach agreement on both topics as soon as possible. 

 We will provide a further update in due course.

Alistair Cochrane                                                       Martin Walsh

CEO                                                                                 DGS(P)

The extension will allow for another two weeks of negotiations to try and resolve the current DRP processes.

Yours sincerely

Martin Walsh

Deputy General Secretary (Postal)

LTB 080/26 – Further Extension to both the USO and Equalisation

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Dear Colleagues,

Election of:      Parcelforce Area Health & Safety Representative – South East Region
Parcelforce Worldwide Area Organiser – Northern Ireland

Further to LTB 043/26 dated 12^th February 2026, please see below the results for the ballots that closed today.

AREA HEALTH & SAFETY REPRESENTATIVE – SOUTH EAST REGIONHuw-Glyne-Thomas99*ElectedAaron Green17   Spoilt Ballot Papers – No Vote0 Spoilt Ballot Papers0 Total Ballot Papers Received116 Total Ballot Papers Despatched1023 

AREA ORGANISER – NORTHERN IRELANDStephen Gribben48Michael Mezza68*Elected Spoilt Ballot Papers – No Vote0Spoilt Ballot Papers0Total Ballot Papers Received116Total Ballot Papers Despatched150

Any enquiries regarding this letter to Branches should be addressed by email to lparrett@cwu.org.

Yours sincerely,

Martin Walsh
Deputy General Secretary (P)

26LTB077 – Election of Parcelforce Worldwide Area Ballot Results

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TO:  BRANCHES WITH MEMBERS EMPLOYED BY PARCELFORCE WORLDWIDE (INCLUDING RMSS)

Dear Colleagues,

Election of:      Parcelforce Area Health & Safety Representative – South East Region
Parcelforce Worldwide Area Organiser – Northern Ireland

Further to LTB 043/26 dated 12^th February 2026, please see below the results for the ballots that closed today.

AREA HEALTH & SAFETY REPRESENTATIVE – SOUTH EAST REGIONHuw-Glyne-Thomas99*ElectedAaron Green17   Spoilt Ballot Papers – No Vote0 Spoilt Ballot Papers0 Total Ballot Papers Received116 Total Ballot Papers Despatched1023 

AREA ORGANISER – NORTHERN IRELANDStephen Gribben48Michael Mezza68*Elected Spoilt Ballot Papers – No Vote0Spoilt Ballot Papers0Total Ballot Papers Received116Total Ballot Papers Despatched150

Any enquiries regarding this letter to Branches should be addressed by email to lparrett@cwu.org.

Yours sincerely,

Martin Walsh
Deputy General Secretary (P)

26LTB077 – Election of Parcelforce Worldwide Area Ballot Results

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Neurodiversity Celebration Week 2026

Dear Colleagues,

Neurodiversity Celebration Week (16th – 20th March 2026) is a time to recognise and celebrate the unique strengths and contributions of neurodivergent individuals. It’s also an opportunity for Trade Unions and employers to raise awareness, promote understanding and celebrate differences.

Neurodiversity Celebration Week

Neurodiversity Celebration Week Resources | Mates in Mind

We are raising awareness of the fact that there are several free of charge, open to all, online events for Neurodiversity Celebration Week 2026.

NCW26 Events (List) | Neurodiversity Week

These events cover key topics of neurodiversity, with the aim to educate and inspire.  Please do sign up for as many events as you like and share with your branch networks, as celebrating different minds is important.

Supporting CWU members in the workplace

Whilst lots of neurodivergent people would not consider themselves disabled; it is likely that they meet the wide definition of “disability” under the Equality Act 2010. The definition covers non-visible, mental impairments where they have a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities.

The most simple and straightforward reasonable adjustments can (and often do) make a massive difference to neurodivergent colleagues in their workplaces.

Neurodiversity inclusion

Neurodiversity inclusion in the workplace refers to recognising and accepting the natural human variation in neurological traits among individuals, especially concerning conditions such as Autism, ADHD (Attention Deficit Hyperactivity Disorder), Dyslexia, Dyspraxia, Autism Spectrum Disorder, and other neurological differences.  When embracing neurodiversity inclusion, it is important to try and always emphasise the positive elements of neurodivergent workers, what they bring into workplaces and how they perceive and interact with the world differently than the neurotypical majority.

All employers should strive to create environments where all employees can thrive. Understanding and accommodating neurodiversity has become a crucial aspect of embracing difference in the workplace, as we all bring value to the world of work in our own unique way. Recently updated ACAS guidance can be accessed via the link below:

Making your organisation neuroinclusive – Neurodiversity at work – Acas

Hidden Disabilities Focus – DYSPRAXIA.

Dyspraxia is a neurodivergent condition that affects how the mind processes actions. It usually affects coordination, manual dexterity, movement, balance and organisational abilities. Dyspraxia can affect adults and children across a range of intellectual abilities and is a lifelong condition. It is a common disorder. It is thought that around 6% of the population have Dyspraxia, which equates to approximately 1.6 million workers in the UK, with many workers being severely impacted by the condition. Yet, despite it being as prevalent as dyslexia and significantly more so than Autism, Dyspraxia is much less known about.

Colleagues with Dyspraxia will often face unnecessary barriers whilst at work because of having this condition and often face unconscious bias.

Driving and learning new skills is often taken for granted but is more difficult for someone with Dyspraxia.  If unnecessary work barriers remain, there becomes a higher risk of developing mental health problems, which can include anxiety, depression and social withdrawal.

What causes Dyspraxia? There is no known cause, however you may be more likely to develop it if you were born prematurely. The condition is also more common in men and often runs in families.

Dyspraxia and reasonable adjustments – this could be as simple as removing tasks that require adept co-ordination skills, acceptance of potential reduced manual dexterity, affording extra time for work tasks/work tests and reducing lone working where balance or slip/trip risks exist such as working at height.

The CWU holds several disability risk assessment templates for various neurodivergent conditions which can be provided upon request.

This LTB is shared on behalf of CWU Central Services.

If you have any questions or need any further information, please contact:

Jamie McGovern FRSPH MIIAI 

CWU Health & Safety Policy Assistant at jmcgovern@cwu.org

LTB 076/26 – Neurodiversity inclusivity week

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NEC, INDUSTRIAL EXECUTIVE AND NATIONAL OFFICER ELECTIONS 2026

Branches will recall the current NEC and Industrial Executives were last elected in 2024 for an eighteen-month period as opposed to the usual two years. The term of office was from December 2024 to April 2026.

Branches will be aware that following the decisions taken at the Special Restructuring Conference on 28^thJune 2025, a tremendous amount of work has occurred to enact the policies that were carried. A significant part of this activity relates to the review of our national structures and the associated cost savings. A part of this process has involved negotiations between the industrial departments and their respective employers. These negotiations are currently ongoing in both the Postal and Telecoms constituency.  

It would therefore be nonsensical to hold NEC and industrial executive elections at a time when there may be changes to the structure shortly thereafter. At a meeting of the NEC on 25^th / 26^th February 2026 it was therefore agreed to defer the NEC and Industrial Executive elections until after Biennial Conference 2026.

A proposed election timetable will be placed before the NEC meeting in May. This will also take cognisance of the current term of office for the two TFS Assistant Secretary positions due for election this year, that runs until 1 September 2026. The NEC have agreed to the TFS Assistant Secretary elections being held at the same time as the NEC and Industrial Executive elections and this will additionally result in cost savings being realised.

Once the NEC have agreed a timetable for the above elections this will be circulated to Branches.

Yours sincerely                     

Dave Ward                                                   

General Secretary             

LTB 069/26 – NEC INDUSTRIAL EXECUTIVE AND NATIONAL OFFICER ELECTIONS 2026

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CWU POLICY FORUMS – REGULATIONS AND GUIDELINES

Branches will recall that, at the Special Restructuring Conference (SRC) held on 28 June 2025 in Blackpool, the CWU debated and subsequently agreed the NEC Policy Paper covering CWU Conferences and Delegations.

This policy paper also included an important section setting out the intended policy that the NEC would be taking in relation to “modernising Conference and maintaining our democracy”. An important aspect of this was the utilisation of decision-making policy forums.

Reproduced below for ease of reference is the relevant section of the agreed policy paper:

“In order to ensure that the CWU is able to respond to urgent and important issues outside of the biennial Conference, the NEC will ensure that the CWU can utilise different decision-making processes. This will include using decision-making policy forums, which can be called by the NEC, branches and Industrial Executives, subject to the rules of the union. 

These should only be utilised if an urgent issue arises, a major issue of an unforeseen nature, or one requiring strategic direction between Conferences. This approach will ensure that when policy is agreed it will be at the right time and with the full involvement of those impacted. 

Guidelines for calling policy forums will be produced by the NEC or the Industrial Executives, where appropriate, including the delegation sizes and the bylaws to govern these forums. This would have to include the necessity for policy forums to be convened at short notice and ensuring there are procedures and processes in place that will not prevent this from occurring. 

Where appropriate, holding policy forums online can also provide further flexibility. The success of these during the pandemic can be used as the basis to make further improvements to supplement both future Conferences and Policy Forums. The Industrial Executives or the NEC, where appropriate, will adjudicate whether Policy Forums are held online or in-person. For any events held online, we will ensure we have the appropriate accessibility adjustments in place. 

The measures above will not only contribute to the financial reductions to put the CWU in the best position to remain as a standalone union but will help to support a more contemporary policy-making process going forward.” 

Branches will appreciate the wording contained within this section is very clear and establishes Policy Forums as an essential part of our democratic decision-making processes.

To supplement this the NEC submitted rule amendments to rules 8.1.7 and 8.4.3 at the Special Rules Revision Conference (SRRC), also held in Blackpool on 29 June 2025. The carriage of these rule amendments ensured the essential principle that Policy Forums were now “decision making” forums of the CWU and became enshrined in our rule book.

Prior to the commencement of the Conferences and following several questions from Branches, LTB 126/25 was published. This LTB illustrated how the NEC would be dealing with Policy Forums going forward and made it clear that Policy Forum regulations and guidelines would be produced by the NEC.

These restructured policies also reinforce the NEC commitment to maintaining and protecting our democratic principles of holding conferences, while supporting and supplementing these by the introduction of modernised decision-making processes such as policy forums.

This will result in urgent decisions being made as quickly as possible and made at a time when contemporary issues need to be dealt with swiftly. This would also include having the ability to utilise, where appropriate both in person and online/video conferences and policy forums as required.

Accordingly, any agreed and published regulations and guidelines need to ensure that mechanisms are in place that allow the NEC, Industrial Executives and branches to be able to call Policy Forums (in accordance with the rules of the union) in a speedier way and where necessary, at relatively short notice and with less restrictive timelines where this is necessary and unavoidable.

Additionally, to ensure we have a consistent approach across the CWU in respect of policy forums it is essential that we have a single set of regulations and guidelines in operation throughout the CWU that cover all planned policy forums i.e. General NEC related issues and for Industrial policy forums for Postal and TFS industrial issues. It was originally anticipated these would be agreed and circulated during September 2025 but there has been a delay due to the culmination of other redesign work and industrial developments.

At a meeting on 25th and 26th of February, the NEC agreed to the regulations and guidelines attached at Appendix 1 and 2 respectively. These were drafted following consultation with the two industrial departments, as well as the President and Vice President. Both capture the relevant policy contained in our rules, as well as the agreed conference policies covering decision making policy forums. These contain the guiding principles and procedures that allow the NEC, Industrial Executives and Branches to have the ability and flexibility to act as quickly as necessary to make urgent decisions as and when they are required.

The completion of the Policy Forum regulations and guidelines mean that a further strand of our restructuring work is now complete. Branches should however note the intention is to keep these regulations and guidelines under review and report back to the NEC should further amendments or clarification be needed as policy forums are called and documents have been put into practice.

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

Yours sincerely,

Dave Ward

General Secretary

LTB 068/26 – Policy Forum Guidelines and Regulations

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Neurodiversity Celebration Week 2026

Dear Colleagues,

Neurodiversity Celebration Week (16th – 20th March 2026) is a time to recognise and celebrate the unique strengths and contributions of neurodivergent individuals. It’s also an opportunity for Trade Unions and employers to raise awareness, promote understanding and celebrate differences.

Neurodiversity Celebration Week

Neurodiversity Celebration Week Resources | Mates in Mind

We are raising awareness of the fact that there are several free of charge, open to all, online events for Neurodiversity Celebration Week 2026.

NCW26 Events (List) | Neurodiversity Week

These events cover key topics of neurodiversity, with the aim to educate and inspire.  Please do sign up for as many events as you like and share with your branch networks, as celebrating different minds is important.

Supporting CWU members in the workplace

Whilst lots of neurodivergent people would not consider themselves disabled; it is likely that they meet the wide definition of “disability” under the Equality Act 2010. The definition covers non-visible, mental impairments where they have a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities.

The most simple and straightforward reasonable adjustments can (and often do) make a massive difference to neurodivergent colleagues in their workplaces.

Neurodiversity inclusion

Neurodiversity inclusion in the workplace refers to recognising and accepting the natural human variation in neurological traits among individuals, especially concerning conditions such as Autism, ADHD (Attention Deficit Hyperactivity Disorder), Dyslexia, Dyspraxia, Autism Spectrum Disorder, and other neurological differences.  When embracing neurodiversity inclusion, it is important to try and always emphasise the positive elements of neurodivergent workers, what they bring into workplaces and how they perceive and interact with the world differently than the neurotypical majority.

All employers should strive to create environments where all employees can thrive. Understanding and accommodating neurodiversity has become a crucial aspect of embracing difference in the workplace, as we all bring value to the world of work in our own unique way. Recently updated ACAS guidance can be accessed via the link below:

Making your organisation neuroinclusive – Neurodiversity at work – Acas

Hidden Disabilities Focus – DYSPRAXIA.

Dyspraxia is a neurodivergent condition that affects how the mind processes actions. It usually affects coordination, manual dexterity, movement, balance and organisational abilities. Dyspraxia can affect adults and children across a range of intellectual abilities and is a lifelong condition. It is a common disorder. It is thought that around 6% of the population have Dyspraxia, which equates to approximately 1.6 million workers in the UK, with many workers being severely impacted by the condition. Yet, despite it being as prevalent as dyslexia and significantly more so than Autism, Dyspraxia is much less known about.

Colleagues with Dyspraxia will often face unnecessary barriers whilst at work because of having this condition and often face unconscious bias.

Driving and learning new skills is often taken for granted but is more difficult for someone with Dyspraxia.  If unnecessary work barriers remain, there becomes a higher risk of developing mental health problems, which can include anxiety, depression and social withdrawal.

What causes Dyspraxia? There is no known cause, however you may be more likely to develop it if you were born prematurely. The condition is also more common in men and often runs in families.

Dyspraxia and reasonable adjustments – this could be as simple as removing tasks that require adept co-ordination skills, acceptance of potential reduced manual dexterity, affording extra time for work tasks/work tests and reducing lone working where balance or slip/trip risks exist such as working at height.

The CWU holds several disability risk assessment templates for various neurodivergent conditions which can be provided upon request.

This LTB is shared on behalf of CWU Central Services.

If you have any questions or need any further information, please contact:

Jamie McGovern FRSPH MIIAI 

CWU Health & Safety Policy Assistant at jmcgovern@cwu.org

LTB 076/26 – Neurodiversity inclusivity week

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Urgent Shingles Vaccine Reminder

Dear Colleagues,

Fewer than half of UK adults are taking up their free shingles vaccine in the first year of being eligible, according to latest UK Health Security Agency (UKHSA) data.

A single-dose shingles vaccine was introduced by the NHS in 2013, and since September 2023 it has been replaced by a new 2-dose vaccine called Shingrix. It is currently offered to people who turned 65 on or after 1 September 2023, those aged 70 to 79 who haven’t yet been vaccinated, and people aged 18 and over with a severely weakened immune system.

Evidence shows the shingles vaccine is over 70% effective at reducing the risk of developing shingles in people who receive two doses of the vaccine.

Understanding the Shingles Threat

The UKHSA have recently highlighted the significant risks associated with shingles. This condition is caused by the reactivation of the varicella-zoster virus, the same virus responsible for chickenpox. Once an individual recovers from chickenpox, the virus can lie dormant in the body for decades, only to re-emerge later in life as shingles when immunity declines, which can result in a potentially very severe four-week illness that is responsible for approximately 50 fatalities in the United Kingdom every single year.

Shingles – NHS

Shingles vaccine resources – Publications – Public Health Scotland

Shingles vaccine | nidirect

Shingles vaccine – Public Health Wales

Recognising the Symptoms

According to UKHSA guidance, the initial signs of shingles often include a tingling sensation or localised pain on one side of the face or body, sometimes accompanied by a headache or general malaise. A rash typically develops a few days later, progressing through several stages.

• The rash begins as red blotches, which then form itchy, fluid-filled blisters.
• These blisters eventually crust over and heal, a process that can take up to four weeks.
• The skin may remain painful for weeks after the visible rash has disappeared.
• It is crucial to note the rash usually appears on only one side of the body.

Recent health and safety meetings within our CWU regions have identified that there may indeed be lack of knowledge of the 2-dose Shingrix vaccine and therefore CWU branch awareness is encouraged wherever possible. A printable version of the UKHSA/NHS shingles guide is available via this link below.

There’s a vaccine to help protect you from the pain of shingles

This LTB is shared on behalf of CWU Central Services.

If you have any questions or need any further information, please contact:

Jamie McGovern FRSPH MIIAI 

CWU Health & Safety Policy Assistant at jmcgovern@cwu.org.

LTB 075/26 – URGENT UKHSA SHINGLES VACCINE REMINDER

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