Updated ‘Severe Weather (HOT WEATHER) Safety Controls Guidance’: 

Royal Mail Group have ‘updated’ their ‘Severe Weather (HOT WEATHER) Safety Controls Guidance’ which is supplementary to the Severe Weather Risk Assessment.

A joint post implementation review was carried out following the Met Office ‘Red Warning’ severe (Over 35C/95F) heatwave on 17, 18 and 19 July. Following those discussions, Royal Mail Group in consultation with the CWU Health, Safety and Environment Department have developed and issued fresh, clearer guidance to clarify and simplify the understanding and process for dealing with severe hot weather and safely managing the workforce to ensure their wellbeing.

I would firstly refer all Branches to the contents of previous LTBs – 310/22 308/22, 306/22, 305/22 226/22 and 213/22.

In developing the new guidance, the implications were considered for the Royal Mail Group workforce as a whole, both indoor and outdoor but for the outdoor workforce in particular who are most affected in hot, sunny, high temperature and heatwave conditions.

The new updated, supplementary guidance designed to deal better with extreme heat (copy attached) has been issued to all Royal Mail Group managers in respect of last week’s Met Office ‘Amber Hot Weather Warning’ and further expected Met Office ‘Amber and Red Weather Warnings’ to come later this month where forecasts are that 35C could be reached on 27 August with high temperatures of 30C/86F to 32C/90F in the days before and after that date.

A copy of the ‘Royal Mail Group ‘Severe Weather (HOT WEATHER) Safety Controls Guidance’ communication is attached for your urgent and priority attention. (Note: This applies to all businesses Royal Mail, Parcelforce Worldwide, RMSS, Royal Mail Property and Facilities Solutions, RM Engineering, RM Fleet etc).

Daily SWRA To Be Completed:

The communication to all PiCs and Managers reinforces the very important need for the implementation of the ‘Severe Weather Risk Assessment’ (SWRA) process in all Offices on a daily basis and with the involvement and consultation of CWU ASRs.

Key Points:

Key points in the ‘Severe Weather (HOT WEATHER) Safety Controls Guidance’ are as follows:

• The guidance communication sets out the businesses’ approach to dealing with the hot weather/intense sunlight, including Amber Warning/Red Warning heat wave situations and gives a clear national steer to managers/PiCs, working with full CWU ASR/WSR engagement/involvement locally, as an integral part of the SWRA process.
• During hot weather, high temperatures and intense sunlight, including heatwave warning situations, a SWRA local risk assessment is to be carried out daily and decisions on delivery and collection adjustments and changes as necessary are to be decided upon and deployed locally to protect the workforce.
• When a Met Office ‘Red level Warning’ is in place for the majority of the duty and temperatures reach 35C/95F, managers will suspend all outdoor operations. All outdoor work will stop at that point including driving with some driving exceptions and indoor operations making necessary adjustments.
• When a Met Office ‘Red level Warning’ or ‘Amber Level Warning’ is in place for part of the duty and temperatures reach 35C/95F, managers will suspend all outdoor operations for that period of the duty during which the warning is in place, including driving with some driving exceptions, with appropriate controls and adjustments made for the rest of the duty. Indoor operations will make necessary adjustments.
• General Controls are listed in the guidance.
• Job Role additional controls are covered in the guidance.

Personal Judgement – Dynamic Risk Assessment – Important Footnote in the new Guidance:

This important part of the SWRA and guidance needs to be drawn to the attention of all outdoor workforce members:

• When working outdoors in hot conditions and sunlight the effects of the weather in the UK environment can potentially have a serious impact on an employee’s health if the risks have not been assessed or properly managed consistent with HSE guidance. This impact may be immediate or it may occur over a long time period.
• All staff significantly impacted by severe sun and heat during their shift have the right to make personal judgements including, should it be necessary, suspending their delivery, collection or duty, to an address, part of their duty, or the whole duty where conditions deteriorate.
• Anyone feeling unwell should stop work and return to their unit/office/depot etc. A manager should be contacted to confirm any change to duties and if assistance/recovery is required.

It needs to be remembered that ‘Personal Judgement’ can be applied by staff at hot weather temperatures below 35C/95F, in situations where individual outdoor workers feel that the sun exposure and heat is too intense and as a result they feel fatigued, stressed or unwell or for any other health condition which is made worse in the heat and sun, then individuals have the right to make a dynamic risk assessment or personal judgement and choice, if they wish to cut off the their duty and return to the Office. Staff do not have to wait until the 35C/95F is reached or a Met Office Warning has been issued.

CWU ASR/WSR Involvement And Consultation:

Full CWU ASR/WSR involvement and consultation is part of the SWRA process. The Manager must consult the CWU ASR/WSR on the assessment and controls as set out in the assessment process and take account of the ASR/WSR input. The supplementary guidance reinforces and re-emphasises the CWU ASR/WSR involvement.

ASR/WSR Action:

• Ensure all Units carry out daily Severe Weather Risk Assessments during the hot weather in consultation with the ASR/WSR and that appropriate fit for purpose risk control actions are taken. Be proactive – if managers don’t contact you – don’t wait – CONTACT THEM!
• Any non-compliance by Unit managers should be progressed by the ASR via the nationally agreed Health and Safety Disputes/Escalations process as set out in RMG SHE Standard 5.1.
• Convey the ‘Sun Safety’ messages to managers and members repeatedly as follows; –  Cover up/keep the dangerous sun rays off your skin. Use sunscreen/sunblock on any exposed skin and avoid sunburn which can lead to skin cancer. Take extra breaks in the shade. Drink plenty of water throughout the day to stay hydrated. Sunburn and dehydration are dangerous. Outdoor staff to make personal judgements throughout the day and return to the office if at any time they feel they need to do so or if they feel unwell, stressed and fatigued due to the heat and intense sunlight.
• Ensure that all vulnerable workers with underlying health issues and pregnant workers are individually risk assessed to ensure their health and wellbeing is protected whilst working in the current weather.

Attachment:  

• Royal Mail Group ‘Severe Weather (HOT WEATHER) Safety Controls Guidance.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB340 Royal Mail Group Updated ‘Severe Weather (HOT WEATHER) Safety Controls Guidance’

SW Hot Weather Controls Guidance v1.0

Royal Mail Group: Hybrid Working Policy – Decision to Impose Four Day Working in the Workplace

Branches with Admin members including Customer Services, Finance Services, HR Services, and LA1s as well as Parcelforce Admin and PFSL will be aware that the current hybrid working policy, which has been in place since August 2023, allows for a maximum attendance of two days at home and three days in the workplace (on a normal full-time five-day working week).

We have today been formally notified by Royal Mail Management that a decision has been made to enforce a return to four days in the office and the other one day from home for full-timers, and on a pro-rata basis for part-timers.  Royal Mail’s decision has been made unilaterally, and they are not seeking our agreement to this change, as hybrid working was deemed by RM to be discretionary.

The RM comms to Senior Managers is attached to this LTB and the plan is to introduce the new arrangements from 1^stAugust, with July being a transition month.

Many of our Admin grade members will obviously be extremely disappointed by this news as they have made their own arrangements due to personal circumstances around travel, childcare, other caring duties etc. for the three days in the office and two days at home policy.  This change will create a level of upheaval that will not be welcomed.

Finally, members are advised to speak to their CWU Representative for support, advice and guidance.

Further developments will be reported via a LTB once further discussions have taken place.

Yours sincerely

Andy Furey
Assistant Secretary

LTB180.26 Royal Mail Group Hybrid Working Policy -Decision to Impose Four Day Working in the WorkplaceHybrid workingHybrid working

Hybrid working

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FUNERAL ARRANGEMENTS FOR FRED JEPSON 

I am writing to provide an update on the funeral arrangements for Fred Jepson, former London Divisional Representative, NEC/PEC member, and National President of the CWU.

The service will be at 1.45pm on Monday 29^th June at:

Colchester Crematorium
Mersea Road
Colchester
Essex
CO2 8RU

Following the service attendees are invited to gather at the George Hotel in Colchester.

Cherry has informed us that those wishing to stay at the George Hotel for the funeral can benefit from special rates offered by the proprietor.

Our thoughts and condolences continue to be with Fred’s wife Cherry and his family.

Yours sincerely

Dave Ward
GENERAL SECRETARY

26LTB179 – Fred Jepson Funeral Arrangements

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Joint Statement – Agreed National Guidelines for the Deployment of PDA Outdoor Actuals in Parcelforce

Attached for the information of Branches, Parcelforce Representatives and members is a Joint Statement with Parcelforce covering the Agreed Guidelines for the deployment of PDA Outdoor Actuals in Parcelforce.

Parcelforce have been migrating onto Royal Mail IT systems as part of the Building the Future Program which commenced in 2025. As a result of this activity Parcelforce have lost access to previously bespoke PFW systems, which now includes the Parcelforce Route Analytics (PRA) information system.

PRA had been agreed in Parcelforce in March 2021 as one of the Technology Flightpath initiatives emanating from the Pathway to Change National agreement. Effectively this technology gave similar visibility and was built on the same platform as PDA Outdoor Actuals which is currently used within Royal Mail Delivery.

Given the removal of PRA, discussions have been ongoing with Parcelforce, on the potential use of the PDA Outdoor Actuals system, which through the continued integration of technology Parcelforce now have access to. Like PRA the PDA data provides geospatial information to enable a visual debrief to take place once a route has been completed. This data aids the business in ensuring the quality of route structures, whilst also supporting compliance. It is also envisaged in the long term this data will also support generic analysis for the Industrial Engineers for route improvement activity.

The Joint Statement includes the normal safeguards surrounding access and use of data. These include:

“In this spirit both parties agree that the whole approach to this activity should be a positive experience for the individual and an opportunity to identify development areas. Full support will be provided through positive coaching and encouragement to improve. 

The technology is intended primarily as a coaching and feedback tool and will not be used to track or monitor individual performance in real time. It is recognised that the technology may increase levels of individual visibility, and it is agreed that it is not being deployed as a disciplinary tool or to enhance the ability of managers to take disciplinary action.

The deployment of this new technology upgrade will be in line with the established principles defined in the 2011 “The Use of Intermec CN3 Scanners” agreement and the RM PDA Outdoor Actuals agreements.”

Alongside these safeguards the department has ensured joint training will take place on the new process, these sessions will be agreed and shared locally.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: jrodrigues@cwu.org  or jmansell@cwu.org  quoting reference LTB 178/26.

Davie Robertson
Assistant Secretary

LTB 178.26 – Joint Statement – Agreed National Guidelines for the Deployment of PDA Outdoor Actuals in Parcelforce

Parcelforce PDA Outdoor Actuals Briefing Signed – June26

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Royal Mail: Sports and Social Clubs – RM Decision to Stop Subscriptions from Payroll

Further to LTBs 074/26, 086/26 and 107/26 dated 6^th and 24^th March, and 13^th April respectively.

Branches are advised that discussions have continued on this matter with Simon Cunniffe, Director HR Services.  Unfortunately, we have not been able to persuade Royal Mail to revise their seriously flawed plans to stop our members’ subscriptions to the sports & social clubs via payroll.  In fact, Royal Mail management were planning for the 12 biggest clubs to be served notice this week that the direct subscriptions would be stopping.

Consequently, I have today written formally to Simon Cunniffe seeking a further escalation to Kieran Judd, Chief People Officer.  Also, I have sought agreement for the status quo to continue (i.e the communication to the 12 clubs referred to above be put on hold) until further discussions take place and an agreed way forward is secured.

Royal Mail’s arguments for stopping subscriptions from payroll are simply not compelling to the Postal Executive, especially with the introduction of a sophisticated new HR system costing millions of pounds.  Our strong view is that the new system should be able to easily undertake this activity at minimum cost and with very little constraints in terms of the time needed to perform the associated tasks.

Further developments will be reported following the escalation process and request for the status quo to be maintained whilst negotiations are undertaken at CPO level.

Yours sincerely

Andy Furey
Assistant Secretary

LTB177.26 RM Sports & Social Clubs RM decision to stop subs from Payroll

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Incentive Scheme for Delivery Units

In July 2025 members endorsed both the Rebuilding Royal Mail Part 1 and Part 2 agreements. Part of the commitments within the agreement was for an incentive bonus scheme to be agreed.

Talks began last year on how these schemes would work. The talks within the delivery operations were guided by the following principles:

•  That the scheme would be self-funded.
• That it would be based on the opportunity to receive a bonus payment if the cost per item for an individual unit is reduced.
• That the criteria for achieving the bonus would be based on an individual unit’s own budget and quality.

We have tried to make the scheme simple to understand. The principle is that if the local unit reduces the cost per item through either increased traffic or improvements in productivity/efficiency, then a bonus will be paid. The Terms of Reference (TOR) attached explain how the incentive bonus scheme will work. A more detailed brief of the scheme will be published for reps and managers in due course.

The scheme ensures that 30% of the bonus is guaranteed simply by reducing the unit cost per item. The remaining 70% is linked to quality based on the current unit’s quality performance.

The national agreement reached on USO reform, as agreed within section 2.7, is as follows:

2.7 Delivery Site Incentive Scheme 

RMG and CWU will introduce a new Delivery Site Incentive Scheme in delivery units following each site’s USO go-live date.

• The terms of this incentive scheme will be agreed and self-funded on an adjusted cost per item model, based on an individual unit-specific cost, to the timelines agreed by the working group.
• The scheme will not jeopardise resourcing to workload, or the outputs of the mandatory weekly resourcing meetings which is an absolute necessity under USO reform. Neither will it quicken nor change the mandatory review post-deployment, nor change the job security guarantees.
• The delivery incentive scheme will be reviewed following USO Deployment.
• Further talks on similar schemes in processing and other parts of RMG will continue with the aim of reaching an agreement in line with the commitments set out in Section 5.

Currently there are 26 units across the UK which have so far deployed DM26 and they are:PetworthMossley HillSheppertonIrlamCharltonManchester NothBakewellManchester South EastMarpleDunsRipleyRuncornBarnard CastleRossendaleBramptonClarkstonGrange Over SandsCampbeltownKeswickAlresfordLongridgeLingfieldGarstonSt Ives TRPortlandHebden Bridge

All of these units are already within the incentive scheme, backdated to their deployment date. All units will enter the scheme from day one of their deployment.

The important principle is that whenever a unit falls below the office budget for any quarter, our members will receive a payment. Previously this reduction would have gone back to Royal Mail.

It should also be noted that during the first period after USO deployment, the old pre-USO budget will remain in place, providing a real opportunity for our members to receive a bonus payment.

There are plenty of safeguards within the scheme, including an ongoing review, a governance structure, an escalation process, and safeguards for the Road Traffic Accident (RTA) process.

We are holding a call with the 26 units on Thursday 18^th June to brief the local reps and managers of the 26 DM sites.  A further briefing is scheduled for the Area Delivery Reps of the 26 DM sites. Similarly, we will be holding a briefing for Divisional Reps on 18^th June.

It is the intention to hold a national online briefing on USO in the next two weeks, during which we will also explain the incentive scheme.

This is the first nationally agreed incentive/bonus scheme since PBS (Performance Bonus Scheme) in 2000. This scheme will allow our members within deliveries to potentially receive a quarterly bonus.

Further negotiations will now commence on reviewing how incentive schemes can be introduced across other parts of the Royal Mail Group.

Finally, I would like to place on record my thanks to the following Postal Executive members Owain Beaumont, Darren Glebocki, Steve Halliwell, and Ally Macleod South East Divisional Rep, for their hard work and support in achieving the agreement. I would also like to thank National Officers Davie Robertson and Tony Bouch.

Any enquiries relating to the content of this LTB should be referred to the Deputy General Secretary (Postal) department hford@cwu.org.

Yours sincerely,

Martin Walsh
Deputy General Secretary (Postal)

LTB 176.26 Incentive Scheme for Delivery Units

LTB 176.26 ATT 1 – TOR

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ANGELA NIVEN FORMER PA CENTRAL SERVICES DEPARTMENT – WORKLOAD REDISTRIBUTION

You will be aware that Angela Niven has now left the CWU and as a result her previous workload commitments have been redistributed as follows:

National Welfare Fund Enquiries – Lisa Parrett lparrett@cwu.org

Biennial Conference – Jo Thair jthair@cwu.org

Branch Directory Changes – Jo Thair jthair@cwu.org

Young Workers & Young Workers Conference – Kerry Fleck kfleck@cwu.org

Equality Conferences – Dionne Noel dnoel@cwu.org

Labour Party Conferences 2026 – (arrangements following elections) Ann-Marie O’Brien aobrien@cwu.org

TUC Conferences 2026 (arrangements following elections) – Dawn Lynch dlynch@cwu.org

Retired members – Norman Candy ncandy@cwu.org

The extension number 237 is no longer in operation and the aniven@cwu.org address is only being monitored intermittently so please ensure you use the following e-mails going forward.

If you have any questions or need any further information, please contact dwilshire@cwu.org.

Yours sincerely,

Dave Wilshire
SENIOR POLICY ADVISOR – CENTRAL SERVICES        

26LTB175 Angela Niven former PA Central Services Department – Workload Redistribution

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ROYAL MAIL GROUP: DRUGS AND ALCOHOL NATIONAL COLLECTIVE AGREEMENT – SUPPORT & REHABILITATION SERVICE AND FOR-CAUSE TESTING FOR DRIVERS

Branches will be aware via the seven LTBs issued last year on this subject matter, that the Postal Executive previously endorsed a number of extensions to the original For-Cause testing Pilot for Drugs & Alcohol, which has been in operation since January 2025, initially in Wales and then across a further six ROD areas.

Following what was evidently a very successful Pilot, both in terms of duration and scale from a monitoring perspective, the Postal Executive agreed the principle of negotiating a For-Cause Testing National Collective Agreement for roll-out across RMG for Drivers only.

We would like to thank our Reps in the seven ROD areas for their assistance in helping to make sure the Pilot ran smoothly. Where problems have been identified (which have been very few in number), the important factor to bear in mind is that people voluntarily entered the S&R programme to enable them to address any issues they feel they may have in respect of dependency on drugs or alcohol.  Indeed, the statistics provided to us by RMG indicate that the supportive nature of the S&R programme has encouraged individuals to sign-up to receive the help they need. This in turn has resulted in a significant number of members who entered the programme successfully completing it.

Since our Postal Conference in May, extensive negotiations have taken place with RMG and we can now report that we have reached a National Collective Agreement – Support & Rehabilitation Service and For-Cause Testing for Drivers, which is attached to this LTB. The Agreement, which has been endorsed by the Postal Executive, includes the following key features:

• Drivers Only – the For-Cause testing section of the Agreement reached applies to Drivers only, the definition of which has been clearly defined in the Agreement. Drivers includes van share pairings as the van share partner is expected to be able to drive at any point during the duty if the driver is incapacitated in any way. It also includes managers, which was a recurring theme raised by Branches at the various Briefings for the Pilot. The exact definition, as contained in the Agreement, is as follows:

Drivers, for the purposes of this agreement, refers to all employees, including managers, who are: contractually obligated to drive as part of their role for Royal Mail, or are scheduled or agree to drive on a particular day or are working in van share pairings whether they are the primary driver or not

 Wellbeing of Employees – the National Agreement centres around the Support & Rehabilitation (S&R) programme and heavily focuses on the wellbeing of employees. The following sentence has been included in the Agreement under the section in relation to monitoring following S&R:

 In all situations where disciplinary action is being considered managers must seek support and guidance from the ER Advisory Services team. and ensure the employee’s wellbeing is fully considered as the primary position when determining next steps.

• Six-Month Amnesty from the introduction of the Agreement. There will be no use of discipline following a positive test, providing the member agrees to enter the S&R programme – in other words, the same principle that has applied throughout the Pilot. This effectively means we have secured in total a two year “soft landing” as the Pilot commenced in January 2025. There is, however, the inclusion of an extra caveat to be applied during the six-month amnesty. This relates to a driver testing positive having already driven a RMG vehicle on the day of testing.
• After the Six-Month amnesty – there is strong wording around the consideration of alternatives to disciplinary action where someone has a positive test as follows:

Where disciplinary action is considered, the manager will fully take into account any mitigation and the outcome will be dependent on the individual circumstances of the case, including the employee’s wellbeing. The manager should seek advice and support from the ER Advisory Services Team where it will also be considered if a referral to the Support and Rehabilitation Programme is appropriate.

The above is designed to give the managers a real alternative to discipline, especially in cases where the member’s wellbeing is a genuine concern.  A referral back to S&R could well be appropriate in these circumstances and it gives managers the opportunity to take a more sympathetic approach.

• Leaving the Business due to Ill Health: Under S&R, if the member does not successfully complete the programme, the National Agreement includes the following words:

” In some cases, consideration of the Leaving the Business due to Ill Health process may be appropriate”.

This gives the managers a genuine alternative option to discipline and is something that our Reps can pursue on behalf of members where appropriate.

• Owner / Agency Drivers – whilst this area is not covered directly in the Agreement, we have agreed a way forward and this is contained within the attached side letter, which Branches will recognise the importance of. It should be noted that drivers in Parcelforce were not included in the extended Pilot as this area hadn’t been resolved to our satisfaction. The side letter is vital as it provides a strong message that non-employees will be held to account through the same standards as those who are directly employed.

Briefing of Representatives (not involved in the extended Pilot) – Tuesday 30^thJune 11.30am – 2.30pm

Branches are advised that we will be holding a Briefing of Branches & Reps that were not involved in the extended Pilot.  For clarity, this applies to the following five ROD areas, as well as Fleet and Parcelforce.

• ROD – Greater London
• ROD – Midlands
• ROD – North-West
• ROD – South Midlands
• ROD – Yorkshire

The following Reps are invited to this Briefing:

• Senior Field Officials including Regional Parcel Organisers, Fleet Territorial Reps, and Divisional Reps
• Branch Secretaries
• Area Reps
• Area Safety Reps

The Briefing will take place from 11.30am-2.30pm on Tuesday 30^th Juneat:

Birmingham District Amal Office
47 Summer Lane
Hockley
Birmingham
B19 3TH

Deployment of National Agreement

We are still in discussions with RMG regarding the exact date for introduction, as there will need to be briefings for managers as well as our Reps, and joint communications are being considered for launching the National Agreement.

Conclusion

The Postal Executive has endorsed the Collective Agreement on the basis that the extended Pilot, which ultimately has operated across seven ROD areas was deemed to be highly successful in regard to how the Terms of Reference for the Pilot were operated, coupled with the fact we don’t have any Conference policy around these matters.

The Agreement also fully recognises that the Equality Act 2010 (and the equivalent in Northern Ireland) needs to be followed in all circumstances, and crucially, in line with our policies, the Agreement has been equality-proofed by Kate Hudson, Head of Equality, Education & Development, who proposed a number of important additions into the draft Agreement, which RMG accepted.

Last, but not least, the Postal Executive endorsed this new National Agreement as it is confident we have built into the Agreement a number of key safeguards and protections for our members going forward. The Agreement should be viewed primarily from a perspective of wellbeing and Health & Safety for our members whilst performing driving duties.  The Agreement is not designed to be punitive as it has been constructed on the basis of wanting to help people that may have a problem. It is on that basis that we would ask Reps to encourage members join the S&R programme where there is knowledge of a potential underlying condition that may be described as a dependency.

Yours sincerely,

Andy Furey                                                        Davie Robertson
Assistant Secretary                                       Assistant Secretary

Tony Bouch
Assistant Secretary

LTB174.26 ROYAL MAIL GROUP DRUGS AND ALCOHOL NATIONAL COLLECTIVE AGREEMENT – SUPPORT REHABILITATION SERVICE AND FOR-CAUSE TESTING FOR DRIVERS

Side Letter on DA Testing for Drivers Final 12.06.26

Drugs Alcohol Agreement Final 17.06.26 (002)

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National Clean Air Day – 18^th June 2026

About National Clean Air Day

National Clean Air Day is the UK’s largest air pollution awareness campaign, coordinated each year by environmental charity Global Action Plan. The day brings together schools, employers, healthcare providers, and local authorities to highlight the health impacts of air pollution and to push for cleaner air.

The day aims to raise public understanding of how air pollution affects health, focusing on children, older people, and those with existing heart and lung conditions. It is supported by the NHS, Royal College of Physicians, Royal College of Paediatrics and Child Health, British Heart Foundation, Asthma + Lung UK, and many local authorities and businesses.

The campaign runs activities and toolkits throughout the run-up, with online and in-person events held on the day itself in workplaces, schools, hospitals, and town centres across the UK. The official hashtag is #CleanAirDay.

Why National Clean Air Day Matters

Air pollution is the largest environmental risk to UK public health. Public Health England has linked long-term exposure to fine particulate matter and nitrogen dioxide to between 28,000 and 36,000 premature deaths per year in the UK. Air pollution is associated with heart disease, stroke, asthma, lung cancer, dementia, low birth weight, and stunted lung development in children. Even short-term spikes in pollution can trigger asthma attacks and heart attacks. Despite some progress on reducing certain pollutants, the World Health Organisation’s stricter 2021 air quality guidelines are still routinely exceeded across UK towns and cities.

The campaign encourages practical actions to improve air quality, including walking, cycling, or wheeling instead of short car journeys, switching off idling engines, and running school assemblies to educate children about air pollution.

The day serves as both an educational and advocacy platform, encouraging citizens and policymakers to take action for cleaner air.

Visit the Global Action Plan website for more information, support and ways to get involved:  https://www.actionforcleanair.org.uk/campaigns/clean-air-day

Promoting the Trade Union Clean Air Network.

TUCAN (Trade Union Clean Air Network) is an alliance of trade unions and campaign organisations. There are currently thirteen unions alongside the CWU, and other organisations who signed up to the TUCAN Charter in 2019. This charter forms part of the ongoing work needed to make sure that air pollution in the workplace is given the attention it needs. The CWU have now registered an interest in membership of the TUCAN Steering Group.

The TUCAN resource web pages offer a range of resources to trade union representatives, members, and others who want to take up this issue in their workplaces and communities.

TUCAN Resources – Greener Jobs Alliance

This LTB is shared on behalf of CWU Central Services.

If you have any questions or need any further information, or have a specific interest in our ongoing work with TUCAN, please contact:

Jamie McGovern FRSPH MIIAI 

CWU Health & Safety Policy Assistant at

jmcgovern@cwu.org

LTB 173/26 – National Clean Air Day 18th June

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Men’s Health Week 15^th – 21^st June 2026

Men’s Health Week 2026 is being observed from Monday 15th to Sunday 21st June, coinciding with the week leading up to Father’s Day in the UK. The week aims to highlight preventable health issues affecting men and promote early detection, healthier lifestyle choices, and mental well-being. On the island of Ireland, the theme for 2026 is “One Step at a Time”, encouraging men to make gradual progress in improving their health rather than seeking perfection.

The week is designed to raise awareness of men’s health challenges, including higher rates of chronic diseases, late presentation to healthcare services, and mental health issues. Men are statistically less likely to seek help for mental health concerns, contributing to higher suicide rates among males, with around three-quarters of suicides in England and Wales in 2023 being male. Men’s Health Week encourages men to take proactive steps for both physical and mental health,fostering conversations and reducing stigma.

How to Participate

Individuals and organisations can get involved in several ways:

• Health Check-ups: Encourage men to schedule routine screenings such as blood pressure, cholesterol, and prostate exams.
• Workshops and Education: Organise sessions on nutrition, exercise, stress management, and mental health. The Men’s Health Forum offers workshops like Men and Masculinity to explore the impact of societal expectations on men’s health.
• Physical Activities: Promote group walks, sports events, or fitness challenges to encourage active lifestyles.
• Mental Health Conversations: Start discussions in workplaces, communities, or families to support emotional well-being.

Men’s Health Week 2026 is an opportunity to pause, reflect, and take small, practical steps toward better health. Simple actions – like booking a delayed health screening, taking a proper lunch break, or opening up about stress can have a meaningful impact on men’s well-being and the health of their families and communities.

By participating, individuals and organisations contribute to a broader effort to improve men’s health outcomes, reduce stigma, and promote sustainable lifestyle changes across the UK.

For more information, support and ways to get involved, visit the Men’s Health Forum website here: Men’s Health Week 2026 | Men’s Health Forum.

Organisations like Mates in Mind provide guidance for building supportive workplace cultures and implementing effective mental health interventions.  Visit their website here: Men’s Health Week 15-21 June 2026 resources | Mates in Mind.

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 172/26 – Mens Health Week Week 15th – 21st June 2026

Bp poster

askyourpharmacis

mens-health-week-2026-generic-poster

Male cancer 1

MHW prostrate

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