FORMER NEC AND POSTAL EXECUTIVE MEMBER – BILL STEEL
It is with great sadness that we share the news of the passing of our friend and colleague Bill Steel following a long and courageous battle against a serious illness.
Bill joined the old GPO and one of our predecessor unions, the POEU, in 1976. He held his first union position as a committee member of the Edinburgh Motor Transport Branch in 1977. He went on to hold numerous positions within the union including Branch Secretary, a role he held for 24 years until 2003.
In 1992 Bill also become a Technical Services Divisional Representative, a position he held for 11 years.
Bill was elected to the National Executive Council in 2002 and to the Postal Executive Council in 2007 and served until his retirement in 2015. He subsequently became a very well-deserved recipient of the CWU’s National Honorary Membership award and Gold Badge.
Bill will be sorely missed by all those who knew him and will be remembered as a great trade unionist who stood up for his members with passion and determination. He was never afraid to put forward his views, gaining a strong reputation amongst his peers as someone who would always ‘tell it as it is’, offering support, advice and solutions to the National Officers he worked with.
On a personal note, I will always remember Bill for his friendship, great sense of humour and the sound advice he offered in difficult moments. On behalf of the whole of the CWU we offer our sincere condolences to Bill’s wife, Diana and all the family.
We will advise branches on the details of his funeral in due course. RIP Bill.
This week, Royal Mail Group have made available two new workplace-based posters on Sun Safety for issuing across Royal Mail and Parcelforce as we continue to face hotter and more extreme heat conditions during this summer period.
These posters are designed to offer short and practical advice in terms of ‘things you can do to cool someone down’ and also highlight symptoms and early warning signs linked to possible Heat Exhaustion and Heat Stroke.
Additionally, RMG will be seeking to further highlight the ‘staying hydrated’ Sun Safety message by promoting the ‘Refill Return App’ via PDAs. This Refill Return App connects users to places like cafes, restaurants and shops, etc., that offer free refills of water.
A copy of these two new workplace-based posters, alongside a screenshot of the Refill Return App are attached.
In setting out the above, it is useful to repeat the core Sun Safety messages of:
Cover Up– The most effective barrier.
Protect your head– Wear a wide brimmed hat.
Use sunscreen– Factor 30 or higher and reapply.
Seek shade– Take breaks in the shade.
Stay hydrated– Drink regularly and avoid caffeine.
Skin safe– Check for any changes.
The final attachments are the CWU posters ‘Heat Guidance – Medication’, which highlights that individual members who take medication can be at increased risk of heat-related illness, and the ‘Heat Illness Guide’, which explains how heat illness can happen.
Area Safety Reps (ASRs) and Workplace Safety Reps Actions:
Area and Workplace Safety Representatives are reminded to:
Work with Operational Managers and SHE Team Management to raise awareness about Sun Safety amongst all members who work outdoors across Royal Mail Group.
Ensure that Sun Safety posters are displayed in the workplace.
Ensure that the RMG Severe Weather Guidance is followed and that SWMAs (Severe Weather Managers Assessments) are carried out as necessary and against MET Office Warnings and UKHSA (UK Health Security Agency) Alerts.
Ensure that individuals who may be at increased risk in extreme heat due to age, underlying health conditions, who take certain medications, and new or expectant mothers are aware that new or further duty adjustments may be needed to support them in the event of a UKHSA ‘Yellow Heat Alert’ (and/or higher Alerts and MET Office Heat Warnings). These duty adjustments need to be made with the individual’s agreement and recorded on the Health Passport and relevant Risk Assessment Form.
Where Branches and Safety Reps require any additional information on the above, or for any other enquiries in relation to this LTB, these should be referred to the DGS(P) Department, email: ACorbett@cwu.org or HFord@cwu.org.
Royal Mail: PFSL Pay Negotiations 2026 – Impasse Reached
Further to LTBs 0144/26 dated 8th May.Despite expressing our optimism that we could reach an Agreement after a couple more meetings with PFSL, unfortunately due to factors beyond our control, negotiations have come to an abrupt halt, and disappointingly management have consistently failed to respond in any meaningful way to our formal pay claim. I do of course understand that members will be frustrated by the lack of progress, especially as all other CWU grades and business units across RMG have already received the pay increase from 1st April 2026. Accordingly, I wish to offer my appreciation to both PFSL members and Reps alike for their patience in this important matter. I also wish to reassure everyone that this matter has been pursued as a priority by the union and we have endeavoured to move matters along in line with our Conference policies.
To put this impasse into perspective, the following is a timeline of prime activities and engagement.
3rd March – Pay claim originally submitted to Neil Chaplain, Managing Director, Engineering as reported in LTB 067/26
22nd May – the last time we met with Neil Chaplain and his team for pay negotiations (the meeting ended without a formal offer being made)
26th May – comprehensive letter from myself to Neil Chaplain elaborating upon the position adopted by our negotiating team in the meeting above, specifically this related to the ongoing cost-of-living crisis and our Conference policies, particularly the issue of pensions and the fact that the majority of our PFSL members do not enjoy the benefits of being in the Collective Plan.
To be clear, the blatant inertia from PFSL management has been challenged at every step along the way and a series of letters have been sent to Neil Chaplain chasing him for a substantial reply to my representations as contained in the letter of 26th May. Over two months have now elapsed since this correspondence and yet PFSL are either unable or unwilling to formally respond.
I am sure our PFSL members, like our negotiating team, will be frustrated by this situation. Frankly, our PFSL members deserve to be treated much better by RMG management and it is unacceptable that four months on from the pay review date management haven’t tabled a formal pay offer. This position is unsustainable. I have therefore today sent a further letter in the strongest possible terms to Neil Chaplain pointing out the persistent failures of PFSL in not engaging in a serious negotiation. This correspondence has been copied to Kieran Judd, Chief People Officer, to demonstrate the seriousness of the situation. Unfortunately, due to management’s annual leave we are unlikely to recommence pay negotiations until later this month. This means that our members will not receive any arrears of pay (backdated to 1st April 2026) until September’s salaries at the earliest, and in all probability, October is more realistic as any Agreement would have to go through our normal democratic process, including a consultative ballot of PFSL members.
Branches and Reps are reminded that we are fully committed to pursuing all Conference policies, particularly those surrounding the Collective Plan as the current pension arrangements across PFSL are derisory and as such our members in PFSL are undoubtedly second-class citizens in respect of pension benefits received from RMG. This area in particular has been exposed in the talks that have taken place thus far, and has featured predominantly within my correspondence to management, as this is a critical area where we obviously need to make progress.
The Postal Executive has been kept abreast of the prevailing situation and is far from impressed by the attitude of PFSL management and I also met with our Senior Reps across the cleaning and engineering functions last Monday 27th July to explain in more detail the obstacles we are encountering to making progress.
In closing, I wish to reiterate that I am grateful for the patience and resilience of our PFSL members, who are being treated very shabbily by management. This is unacceptable to the Postal Executive and if required this matter will be escalated to higher authorities beyond PFSL management. For the avoidance of doubt we are determined to get a fair and equitable outcome for our PFSL members and we won’t be accepting a mediocre offer just because of the time that has elapsed – this is a tactic that management deploy on occasion. Therefore, even if it takes more time to get the right outcome, this will be the necessary approach adopted by the Postal Executive.
Further developments will be reported as appropriate.
CWU Young Workers Conference – Wednesday 21st October 2026
The CWU Young Workers Conference will be held on Wednesday 21st October 2026at the Mechanics Institute, 103 Princess Street, Manchester M1 6DD.
Each Regional Young Workers Sub Committee will be entitled to submit ONEmotion to the Conference Agenda.
Each Branch will be entitled to submit ONEmotion to the Conference Agenda.
The National Young Workers Committee will be entitled to submit THREE motions to the Conference Agenda.
Motions should be submitted electronically to conferences@cwu.org using the template attached.
Motion forms must be returned by noon onMonday 21st September 2026. Any Motions received after this date will not be accepted. All sections of the form must be completed.
Branches, Regional Young Workers Sub Committees and the National Young Workers Committee are reminded that the Standing Orders Committee will not alter or amend any of the motions submitted therefore it is important that motion authors read the attached guidance notes carefully and motions are checked before they are submitted. The SOC will offer advice on motions and should be contacted prior to the closing date and submission of motions should submitting bodies wish to do so.
Motions will only be accepted if sent to the above email address.
As with previous Conferences, the agenda will be structured in such a way as to maximise debate and participation by delegates. There will be 2 sections to the agenda, one for motions
which would require the National Young Workers Committee to work with the NEC to progress, and one for motions that in the view of the Standing Orders Committee are of an industrial nature which would require the National Young Workers Committee to work with the Industrial executives to progress.
As there are no General or Industrial conferences scheduled in 2027 there will be no requirement to select any motions to go forward to the next General or Industrial Conferences.
Delegates
Branches can register delegates and visitors by no later than Friday 9th Octoberby completing the link below.
Branch delegate entitlement to this Conference as agreed by the NEC is as follows:Number of Young MembersDelegate
entitlement1-2491250-4992500 and above3
Branches can register delegates and visitors by no later than Friday 9th Octoberby completing the link below.
In order that we can cater for any delegate with accessibility needs such as seating, etc., it is important that you advise us on the registration form of the name of the delegate(s) and the particular requirement by return but no later than Friday 9thOctober 2026.
Any queries regarding the registration process should be directed to Kerry Fleck kfleck@cwu.org
Regional Young Workers sub committee Leads shall attend Young Workers Annual Conference in an ex-officio capacity with the right to speak and move motions on behalf of their Regional Young Workers Sub Committee but not to vote. Funding for Regional Young Workers Sub Committee Leads to attend Young Workers Conference shall be from the General Fund.
Branches, Regional Young Workers Sub Committees and the National Young Workers Committee are also reminded that only Branch delegates may move motions standing in the name of their Branch or Regional Sub Committee. Members of the National Young Workers Committee may only speak on behalf of the National Young Workers Committee and not their Branch or Regional Young Workers Sub Committee.
Branches are urged to make every effort to ensure that their delegation comprises members who are either 30 and under as of November or who are serving Branch Young Workers. The expectation is that voting delegates aged over 30 will be present on an exceptional basis.
Election of Delegates to General Conference
As there is no General Conference scheduled in 2027 there is no requirement at this conference to elect delegates to the next General Conference
ROYAL MAIL GROUP: NEW ENTRANTS – CONTRACTS OF EMPLOYMENT
Branches will be aware that Paragraph 3.2 of the agreement for the Equalisation of New Entrants’ Pay, Terms, Conditions, and specifically the third bullet point, commits both the CWU and Royal Mail Group to review the contracts of employment for New Entrants as part of the relationship reset. For the avoidance of doubt, the review includes the contracts for New Entrant OPGs and those in Engineering, Fleet and HR Services. Andy Furey, Assistant Secretary, and Lee Wenban, Postal Executive member, are leading on this important matter on behalf of the Postal Executive.
We are able to report that an initial exploratory meeting has been held with management and this meeting was constructive, with a good alignment on the task that we have set ourselves, although there is a recognition that these matters are both substantial and complex. As a consequence, further analysis is being undertaken as there have been a number of changes to contractual matters, such as the introduction of the Collective Plan from 7thOctober 2024 that have in fact rendered clauses within the New Entrant contract to be effectively out of date. Another example of this is reference to Scottish Widows for the RMDCP, which is in the process of winding up, with the transfer to Legal and General Mastertrust. In essence, this means that a detailed solution needs to be identified and worked up to make the contracts of employment fit for purpose for New Entrants and this activity will undoubtedly be time consuming.
Branches will also be aware that the agreement committed both parties to concluding the review by 1st September 2026. Unfortunately, with planned annual leave from both ourselves and management, this date is unlikely to be met. We have, however, agreed that further meetings will be held as soon as practical, and dates are being identified to ensure that we build momentum into the talks and make progress towards an agreed position. Further developments in this regard will be reported.
Election of National Representative Positions – 2026
CWU Retired Members Committee
Further to LTB 193/26 dated 7th July 2026, at the close of nominations on the 30th July at 14.00 the following were received:
2 Retired members living in WalesThomas HughesShropshire & Mid Wales, South East No 5*Elected
2 Retired members living in Northern IrelandLawrence HustonNorthern Ireland Telecoms, Plymouth & East Cornwall*ElectedMichael McAlindenNorthern Ireland West, Northern Ireland Telecoms,*Elected
2 Retired members living in ScotlandWilliam JohnstonScotland No 2*ElectedJames StewartGlasgow & District Amal, Plymouth & East Cornwall, South East No 5*Elected
6 Retired members living in England – (Ballot Required) *John FarnanEastern No 6, South Central Postal, Northern Ireland Telecoms, Plymouth & East Cornwall, South East No 5Mick GoldsmithEastern No 5, Eastern No 6, South East No 5Daniel McGouganLeeds No 1 AmalBrendan O’BrienMidland No 1, South East No 5Sean RyanEast London Postal, Eastern No 6, Northern Ireland Telecoms Plymouth & East Cornwall,John SkeltonManchester CombinedKenneth WardPlymouth & East Cornwall, Eastern No 6, Northern Ireland Telecoms, South East No 5, Western Counties
The timetable for the ballot is as follows:
Despatch Ballot Papers : 6thAugust 2026
Ballot Closes: 27thAugust 2026 (14.00)
Any enquiries regarding this Letter to Branches should be sent by email to lparrett@cwu.org or by telephone on 0208 971 7222
Over the last few weeks since the National Agreement was endorsed, we have been working with Royal Mail on how to launch the much needed Reset of Employee and Industrial Relations.
You will have seen that the Royal Mail CEO, Alistair Cochrane wrote to all employees to express his support for the Reset of both Employee and Industrial Relations (copy attached). Alistair Cochrane, Kieran Judd (Chief People Officer), Jamie Stephenson (Chief Operations Officer), Andrew Smith (Head of Industrial Relations), James Brockbank (Industrial Relations Director), Rachael Batty (Industrial Relations Director) and Fiona Hamilton (Industrial Relations Director) attended a Postal Executive Meeting to discuss how to move forward a genuine Reset across all of Royal Mail Group and in every workplace.
The idea of the Reset was first agreed in the CWU and EP Agreement, which stated the following: “Underpinning every part of this agreement is a recognition and belief from both parties that the only way to rebuild trust in Royal Mail Group is for a fresh start in the way the business is run, at all levels and in every workplace. The agreement signifies a complete reset in Employee and Industrial Relations and is about putting customers and postal workers at the heart of everything we do.”
The recent national agreement allowed us to move forward and agree the initial programme for the Reset, which is attached.
There will be a formal launch event in September for all Senior Directors and Managers along with the Postal Executive and Senior Field Officials, which will, as part of the structure, show how this is cascaded to every level and in every workplace. Royal Mail have appointed Fiona Hamilton as their lead on Reset.
The programme includes the following initiatives:
A Joint Royal Mail/CWU Working Time Listening and Learning session to be delivered in every workplace supporting the Reset; this will be overseen centrally to ensure this takes place.
An independent survey of employees to test how the Reset is working.
Each Unit/Area will be jointly assessed as either Red, Amber or Green on how Employee and Industrial Relations are currently working. The assessment will be used to support and improve all units which are red or amber.
The Joint Working Group for the CWU comprises of Andy Furey, Rob Wotherspoon, Alan Tate, Luke Elgar and Steve Halliwell. They are working on a range of issues to support the Reset including how we improve those units with poor Employee and Industrial Relations.
This is possibly the biggest Reset of Employee and Industrial Relations that Royal Mail and the CWU have launched since the Lord Sawyer Review in the 1990s and it is therefore important that we all support the Reset activity and programme over the next few weeks and months.
We will provide further updates on the Reset as it progresses.
Any enquiries relating to the content of this LTB should be referred to the Postal Department at hford@cwu.org.
Yours sincerely,
Martin Walsh Andy Furey Deputy General Secretary (Postal) Assistant Secretary
ROYAL MAIL: WINDING UP THE RMDCP SCHEME – TRANSFER OF MEMBER ASSETS TO LEGAL AND GENERAL MASTERTRUST IN JULY 2026
Further to LTB 195/26 dated 8th July 2026.
RMDCP eligibility is – all people who commenced RMG employment from 1st April 2008 until 6thOctober 2024. Also, this LTB is in specific to the RMDCP only, meaning the RMPP and the Collective Plan are unaffected.
Welcome to Legal & General Letters
Branches are advised that the “Welcome to L&G” letters (sample copy attached for information purposes) have started to arrive with some members of the RMDCP, and these are being delivered in three separate tranches, which tranches two and three being in August. It should be noted that the Welcome letter is quick to point out that the RMDCP will now be referred to as the “Former Royal Mail Defined Contribution Plan”.
Crucially, the Welcome letters include details for each individual of the amount of pension money being transferred and invested into the new L&G Mastertrust. Members are encouraged to use the App to verify their pension value, to view and update personal details, to manage pension investments and vitally to update beneficiaries.
Important – Update Your Nomination for Beneficiaries
It should be noted that any nominated beneficiaries previously made with Scottish Widows have notbeen transferred to L&G. Therefore, even if members have made a nomination previously, this will need to be renewed. RMDCP members should not contact L&G until they receive their Welcome letter, as the records will not yet be set up.
Your Pension in Your Pocket
The Welcome letter includes a QR code to enable members to download the L&G App, which is described as “Your pension in your pocket”. To access the App, members will need to use their customer reference number (on the Welcome letter) to register. When using a PC or laptop, access to the online account is via www.legalandgeneral.com/mya
Branches are urged to bring this LTB to the attention of our members in the former RMDCP, and in particular, highlight the need to re-nominate beneficiaries.
The purpose of this LTB is to advise branches of developments within Unionline since the publication of LTB 53/26.
Branches will recall that following allegations of fraud committed against PM Law (the company that provided management services to Unionline), and against Unionline itself, PM Law collapsed in February 2026.
While regulatory and criminal investigations continue, Unionline have concentrated on continuing to provide legal services to our members including those with ongoing cases.
We can confirm that service provision continued as normal and Unionline remained and continues to be in a good position to continue supporting members across the country. We have also replaced all the infrastructure and services previously provided by PM Law with new internal capabilities at Unionline.
At the same time, Unionline have continued to liaise with the SRA (the regulator) and are nearing the end of the implementation of a “compliance plan”, which was agreed with the regulator in order to enhance Unionline’s capabilities to ensure conformity with all the relevant regulations. This plan was not triggered by the identification of any specific problems but was due to the regulator adopting a very cautious approach in the aftermath of the collapse of PM Law.
UNIONLINE SCOTLAND
We need to inform you that there is going to be a change of service provider in Scotland.
Because Scotland is a separate jurisdiction, Unionline are not able to provide legal services directly to members in Scotland and, until now, we had an agreement with DJ Mackay & Partners LLP (DJMP) to provide legal services on our behalf.
Whilst they were a privately owned firm, they traded as Unionline Scotland when providing services to our members but remained a separate business from Unionline, in the same way as any other panel firm. DJMP were also owned by one of the partners in PM Law, although they were not part of the PM group.
However, the collapse of PM Law has impacted the plans that DJMP had for their firm and, following discussions about the impact on the relationship with Unionline, in June 2026 they gave notice to Unionline to terminate their agreement.
Unionline have been working with DJMP to ensure an orderly exit takes place and that all our members claims are protected during the transition process and we are currently completing agreements with new panel firms in Scotland who will take on new claims and existing cases from DJMP.
DJMP will be writing to Unionline Scotland clients shortly to seek confirmation that they are happy for their cases to be transferred to the new panel firm.
Yours sincerely,
Ian Taylor Dave Ward HEAD OF LEGAL SERVICES/ GENERAL SECRETARY CWU CENTRAL SERVICES STRUCTURE
Royal Mail Group: Hybrid Working Policy – Decision to Impose Four Day Working in the Workplace – Exceptions Process and Appeals
Further to LTB 200/26 dated 13th July. Branches will be aware that Royal Mail, at the highest level of the company, recently introduced a policy to increase the number of office days from three to four for hybrid workers, with a targeted date of 1st August.
As Branches and members would expect, we robustly challenged management and in doing so strongly objected to the changes, which we consider to be unnecessary, and also disruptive for our members. Indeed, we have received reports that some members have additional costs to travel to work, which is putting more burden on them during the ongoing cost of living crisis.
Royal Mail management have now formally advised us that they have initiated a centrally managed exceptions process. In this regard, attached to this LTB is a detailed guidance document produced by management. This process should be followed in all cases where members wish to make an application for either a long-term or short-term exception. Crucially, the process will be taken out of the hands of line managers with a central review team to assess applications and “ensure fairness and consistency”.
In essence, the following descriptions (in no particular order) are when exceptions can be applied for and will warrant serious consideration by the central team:
Where a reasonable adjustment has previously been agreed for an employee related to a disability.
Where there are carer or childcare responsibilities, a flexible working request needs to be formally submitted.
Field based roles, where the job can’t be performed in an office four days per week.
An employee’s contract specifically outlines different working arrangements such as an employee having an agreement in writing that they can work in a different way when they took on the role.
Where there is an agreed flexible working approach already in place.
Where there are limitations due to office capacity levels or because the office building is deemed unsuitable or in need of significant repair.
Unavailability or unsuitability of office equipment or DSE such as desks, screens, ergonomic screens.
Temporary Exemptions (up to Four Months) – Applications can also be made for temporary exceptions for childcare or carer responsibilities where the 1st Augustdate cannot be met, but a later date can be, enabling the employee to put in place adequate measures in time. If the employee needs longer than four months they can complete a formal flexible working request.
We can now report that at the close of the application process for exceptions, around 230 requests had been formally lodged by CWU represented grades, and the largest categories were temporary and role-type exceptions. This was followed by formal statutory requests for flexible working and workplace adjustments relating to disabilities and caring responsibilities.
As Branches and Reps will understand, the applications in the main will be based upon sensitive personal information and have been submitted in confidence, due to health, disability and caring circumstances. This means the union in not directly involved in the assessment of applications for exceptions, as this sits within an HR Steering group, in accordance with the attachment. There is, however, the ability for individuals to challenge an outcome via formal appeals route and where this occurs, members are full entitled to guidance and support from Reps in these circumstances.
The exceptions progress appears to be comprehensive, and provides members with the ability to submit applications for both short-term (up to four months) and long-term arrangements. If any member has missed the deadline for making an application for an exception, they need to, as a matter of urgency, submit a late claim. If any problems are encountered in this regard, please email snicholas@cwu.orgwith details.
Exception Outcomes – Management have undertaken to share with me an aggregate picture with anonymised data covering numbers, categories, distribution of function and site, and completion and outcome rates. Also, management have committed to an ongoing engagement process whereby information relating to the temporary exceptions process will also be provided.
Summary – The union fully appreciates the upheaval associated with the move from three days to four days in the office which is challenging and potentially distressing for some members, who have worked in this fashion for many years now, since the pandemic. Branches are urged to bring this LTB to the attention of all admin members that currently work part of their hours from home, so that they are aware of the terms of the exceptions process and the right to lodge an appeal, where an application has been refused by the central team.
CWU Eastern No5 Branch 