National Equality Event – 15^th & 16^th October 2025

We are pleased to confirm that this year’s National Equality Event will take place as follows:

Date:               Wednesday 15^th and Thursday 16^th October 2025

Venue:            Hilton Bournemouth, Terrace Road, Bournemouth, BH2 5EL

Times:            The event will start with registration on the 15^th October between 12:00 and 13:00 and will conclude at 16:00 on the 16^th October.

Given the nature of the event, Branches are asked to give priority in the first instance to representatives who have responsibility for roles linked to equality, however, our industrial representatives are also very welcome to join us.

Accommodation: 

Accommodation is being held at a choice of two hotels as follows:

1. Hilton Bournemouth, Terrace Road, Bournemouth BH2 5EL
2. Hampton by Hilton Bournemouth, Upper Terrace Road, Bournemouth BH2 5NW

Booking arrangements:

Bookings can be made via the hotel websites by using the following links: 

1. Hilton Bournemouth Reservations – Hilton Bournemouth
2. Hampton by Hilton  Reservations – Hampton by Hilton

Accommodation rates: (preferential CWU rates for nights of Tuesday 14^th and Wednesday 15^th)

1. Hilton Bournemouth 
   Rooms are charged @ £140.00 per room, per night (NB: there is a minimum 2-night stay to qualify for CWU rate) including VAT, single occupancy (£10 supplement for double occupancy) inclusive of breakfast and Wi-Fi.
2. Hampton by Hilton
   Rooms are charged @ £139.00 per room, per night including VAT, single occupancy, complimentary buffet breakfast and Wi-Fi.

{Rooms will be held at this rate until 14^th September 2025 or when the rooms are all sold, after which time they will be released and the preferential rate will not be available}.

Parking & Transportation:

Complimentary car parking is available at both hotels.

To qualify all registration plate details must be submitted to the hotel in advance. Car parking cannot be guaranteed and is available on a ‘first-come, first-served basis. 

Registration

The agenda will be shared nearer the time but in the meantime, we would ask that Branches confirm their delegation details and accessibility requirements by emailing equality&education@cwu.org 

We look forward to seeing you in Bournemouth.

Yours sincerely, 

Kate Hudson
Head of Equality, Education & Development

LTB 175/25 – National Equality Event – 15th & 16th October 2025

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TUC new publications and biennial Health & Safety Reps survey.

The seventh edition of the TUC’s best-selling ‘hazards at work’ book is now available to order.

The book explains the way unions organise to improve health, safety and welfare, how the law has changed in recent years and gives full details of the key legal provisions and how they are enforced. As in previous editions, the ever-popular core of the book is the 24-chapter section on the common hazards and causes of ill health at work, and how to assess and prevent them.

Hazards at Work is an A4 size, 400-page, single-volume softback, with a section on people in ‘special’ categories, such as young workers, zero-hours workers, agency workers and disabled workers. The book Contains HSE and other guidance, extensive checklists, case studies, web resources and a full index to help you find statutes and regulations. Single copies cost £25 and are directly available from tuceducation@tuc.org.uk.

An updated version of the Safety Reps‘brown book’ which contains the regulations, codes of practice and guidance from the Safety Reps and Safety Committees’ Regulations 1977 is now also available to order from the TUC. This new book has been redesigned for easier navigation and comprehension, making it a more practical resource for trade union safety representatives.  The new edition incorporates both the Safety Representatives and Safety Committees’ Regulations 1977 and the Health and Safety (Consultation with Employees) Regulations 1996, ensuring comprehensive guidance on worker consultation. Single copies cost £7 and are directly available from tuceducation@tuc.org.uk.

The brown book provides the legal backing that union safety representatives need to confidently address health and safety issues in the workplace. It is the essential tool for Safety Reps, and the updated version is designed to equip every representative with the knowledge and evidence necessary to effectively perform their role.

There are discounts on bulk orders available when ordering both books from the TUC. The importance and value of both books for CWU Health & Safety Representatives was previously referenced in LTB No 142/25

Please contact jmcgovern@cwu.org for details on CWU discounts that can apply.

The TUC also run a survey where they ask union health and safety reps about their role and experience over the last two years. They have recently launched their 2024-2025 survey.

We actively encourage CWU health & safety Reps to complete the survey via the link below.

The CWU has historically taken part in this survey in large numbers.

The value of each & every contribution can be measured by reading the comprehensive 38-page report attached to this LTB. This report is from the last biennial TUC Safety reps survey that ran from 6 December 2022 to 14 February 2023 and attracted a record 3,046 respondents.

Responses are analysed by the Labour Research Department on behalf of the TUC.

https://survey.alchemer.eu/s3/90855398/TUCSafetyReps2025

The 2024-2025 TUC survey results will be shared in a future LTB

TUC Education will be hosting Safety Reps Connect event on Tuesday 11th Novemberin Leeds.

It will be a free, one-day conference for union health and safety reps to hear from speakers, attend workshops and network with other reps. To register for the event, or to learn more about the event click the link below.

Safety Reps Connect 2025 – Home

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 173-25 TUC New publications and biennial safety reps survey

TUC Safety Reps Survey 22-23

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NATIONAL YOUNG WORKERS EDUCATION EVENT, 29^th – 31^st AUGUSTQUORN GRANGE HOTEL 

The purpose of this LTB is to invite and encourage Branches to send delegates to this year’s National Young Workers Education Event which will take place over the weekend of Friday, 29^th through to Sunday, 31st August in Quorn.

The venue for the event during the day will be held at GFTU Quorn Grange Hotel, Quorn. Hotel accommodation has been arranged at the same venue and in nearby hotels.

Event Format 

As with the approach taken last year this event now combines our Branch Young Worker Officer Forum alongside our National Education Event into a Young Workers Education weekend. An outline agenda is attached and a full agenda will be issued nearer the date.

Arrival & Registration 

We are asking participants to arrive in Quorn on Friday, 29^th August in time for their appropriate panel, see outline agenda, however they are welcome to attend all panels if they wish to hear what is going on in other parts of the Union.  Registration for the main event will take place on Saturday morning and the event will conclude at 1.30pm on Sunday, 31^st August.

The arrangements for the cost of delegates will be in line with the process that has been used for many years and is reflective of current pricing. The cost for Branches to send a delegate will be £300 and will include two nights’ accommodation and all meals.

Please note the social event on the Saturday evening includes an educational performance ‘Battle Lines’ from The Banner Theatre which has been sponsored by the CWU Regions.

For more information and to secure a place for the weekend Branches should complete the attached form and send to Angela Niven at conferences@cwu.org as soon as possible so that we can assess the numbers of those attending for meals, etc.

Branches must make payment for their delegate(s) attendance by sending a cheque made payable to “CWU” addressed to Angela Niven, SDGS Department at CWU HQ or by bank transfer to the General Fund Account No: 33019822 Sort Code 60-83-01 with ref “YWNEE”. 

Any queries regarding this event should be addressed to the Young Workers Coordinator, Kerry Fleck, kfleck@cwu.orgor 07704 306418.

Yours sincerely

Dave Ward

General Secretary  

LTB 140/25 – NATIONAL YOUNG WORKERS EVENT 29TH – 30TH AUGUST QUORN GRANGE HOTEL

Attachment – NYWEE25 -Application Form (download)

Attachment: PDF national education weekend 2025

Attachment: 08394 – NYWEE 2025 Agenda A4 – v2

Attachment: Poster

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CWU REGIONAL STRUCTURE – ELECTION OF THE 5 REGIONAL OFFICIALS

Branches will be aware that, as a result of the decisions taken at both the Special Restructuring Conference 2025 and the Special Rules Revision Conference 2025, there is now a requirement to elect the 5 Regional Officials.

The purpose of this LTB is to publish to branches the election arrangements that have been agreed by the NEC for these elections and to seek nominations for these positions from branches within each of the respective areas.

The timetable for the elections will be as follows:

Election Timetable 

Nominations open:                                     19 August 2025

Nominations close:                                    4 September 2025 (14.00)

Branch Ballot papers dispatched:          10 September 2025

Ballot closes:                                               24 September 2025 (14.00)

Election Arrangements

The elections will be conducted in accordance with the new CWU rule 7 which was agreed at the Special Rules Revision Conference held on the 29^th June 2025 in Blackpool.

Please find attached to this LTB the election guidelines and the candidate guidelines to be used for these elections. Also attached are the relevant nomination forms.

Only members of branches located within the respective paired former CWU regions (as at June 2025) will be entitled to stand for the Regional Official positions in that area. The area’s are as follows;

CWU Regional Areas:

• Eastern & Midlands
• London & South-East
• North East & North West
• Northern Ireland & Scotland
• South West & Wales and the Marches

All candidates will require the nomination of their own branch which has been agreed at a branch meeting.

Following the closing of nominations, if elections are required then the ballot will be conducted on a Branch Ballot basis of all branches within the respective new area.

As detailed in the new Regional Structure (Rule 7) – all CWU members in the Regional Area, who are employed in CWU recognised companies, will be eligible to stand for election and hold the Regional Official position.

The successful candidate shall be the individual who receives the highest number of votes cast.

The period of office for the Regional Official will be 18 months from September 2025 and the successful candidate will be engaged by the CWU on a secondment basis for their period of office subject to the qualifying terms set out in CWU rule 7 (as agreed at the Special Rules Revision Conference 2025).

Role of Regional Official Position  

The role of the Regional Official is as follows:

• The Regional Official will work under the direction of the General Secretary and the NEC and their responsibilities will include:
• Develop and implementation of the new National Networks and support national non-industrial strategies of the union
• Implement CWU strategies that further grows the CWU’s influence across the wider trade union movement
• Involvement in all Regional Sub Committees within their Regional area
•  Implementing the CWU Political strategy
• Solidifying the CWU links to our external political networks, including the Regional Labour Parties and Regional TUC

Any enquiries regarding this LTB should be made to Dave Wilshire, Senior Policy Advisor – email dwilshire@cwu.org

Dave Ward
General Secretary        

25LTB172 – CWU Regional Structure – Election of the 5 Regional Officials

Guidelines for Regional Official 2025

Candidate-Biographical-Detail-Consent-Form                  

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Post Office: Further Franchising Partners Announced for 13 Crowns

Further to LTBs 105/25, 107/25, 147/25 and 155/25.  Post Office has today announced franchise partners for a further 12 Crown Offices, in addition to Aldwych which was announced last week (list attached).  Online meetings were held by management with the members in the 12 Crowns earlier today, and our Territorial Representatives were involved in order to provide support where necessary.

Incredibly, in their haste to dispose of the Crown Network, Post Office has stated that for 8 of the 12 Crowns announced today, the franchise partner will be on an “interim” basis whilst a permanent partner is confirmed.  Post Office’s longer-term plan is to pass over the operation of these 8 Crowns to a single Strategic Partner, which is likely to be a household name, but this won’t happen until some time in 2026.  Essentially, this means that members opting to transfer could potentially be facing a double TUPE, firstly to the interim partner, and later to a permanent partner.  This is obviously deeply concerning and in complete contrast to the original promise from the Chairman, Nigel Railton back in April when he committed to treating our members with “care and respect”.

It should be noted that in the 76 Crowns with a franchise partner previously announced, from the initial 9 interests in TUPE, this has dwindled to just 3.  Evidently, there is no confidence in transferring to what are clearly, from our members’ perspective, questionable franchise partners.  With today’s news regarding the “interim” partners, it is conceivable that our members won’t want to risk what they may see as a dubious situation by transferring to one company with the possibility they may then TUPE to a Strategic Partner at a later date.  Furthermore, there are 3 different “interim” partners which makes the situation even more complicated as the union will need to enter into 3 different sets of TUPE discussions in relation to the Measures letters.

Enhancements to the Financial Settlement for Members Opting to Leave PO

LTB 147/25 outlines the enhancements to the financial terms for Crown members for those not wanting to TUPE that we have secured via negotiations.  In addition, we have now secured the following further improvements:

• 6 years’ service qualifies for a minimum of 39 weeks’ compensation, irrespective of age
• 10 years’ service qualifies for a minimum of 52 weeks’ compensation, irrespective of age

If members have any questions regarding either the terms of the financial settlement, TUPE or bumping, they should contact their Territorial Rep.

Settlement Agreements – Incorrect Calculations

Last week it transpired that Post Office had made an error regarding the calculation of overtime in relation to the overall financial package for 57 people.  Basically, instead of the 3-month period April-June being used as a reference period for average overtime earned, which should then have been multiplied by the relevant number of weeks from the Ready Reckoner, someone in PO HQ made the mistake of just adding the overtime earned for those 3 months to the total package.  This made a huge difference to some of our members, with reports of the settlement offers being short by up to £10,000.  Any incorrect Settlement Agreements were withdrawn and recalculated, and members will have now received the correct financial exit package offers.

Legal Advice from Unionline for Members’ Settlement Agreements

Members who decline to TUPE and opt to take an enhanced severance package will be required to take legal advice in connection with their Settlement Agreement and Post Office will contribute £500 plus VAT towards that advice.  Whilst recognising that members may have their own solicitor, we wish to advise that Unionline, who have extensive experience in assisting with Settlement Agreements, would be pleased to offer their services.  The email address is postoffice@unionline.co.uk or if members would prefer to call Unionline – the number is 0300 333 0303 (option 2) – please ask to be directed to Diarmuid Deeney, Solicitor.

Today’s announcement leaves just one remaining Crown in Inverness where Post Office has yet to confirm the franchise partner and further developments in this regard will be reported.

Yours sincerely,

Andy Furey
Assistant Secretary

Attachment 1: 25LTB171 Post Office – Further Franchising Partners Announced for 13 Crowns

Attachment 2: Attachment to 25LTB171

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Employment Tribunal Workshop

The purpose of this LTB is to advise branches that a one-day workshop will take place on the 12^th November 2025 between 10am-5pm at Summer Lane, Birmingham B19 3TH.

The workshop will be delivered by Paul Kennedy and will assist Representatives and Officials who have responsibilities for Employment Tribunal applications and issues.

The day is a mix of presentations with Q&A’s and will:

• Emphasise the importance of representative’s knowledge on the various individual procedures where members require representation.
• Provide practical advice on internal representation of cases.
• Explain the legal time limits for submitting Employment Tribunal applications.

• Explain how Early Conciliation works.
• Explain the importance of detailing the members claim and issues when completing the Employment Tribunal application and providing guidance on this.
• Explain how to calculate compensation when completing the ET application.

Applications should be made via the membership Portal by the cut-off dates shown below.DateWorkshopCut off12/11/2025Casework and Employment Tribunals15/10/2025

Any enquiries on this LTB should be directed to courseadmin@cwu.org

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

25LTB 168 – Employment Tribunal Workshop

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BRT&G Agreement – Seasonal Variation 2025 Further Update

Dear Colleagues,

Further to LTB 074/25, issued on 14^thApril, which confirmed that both parties have agreed to suspend Seasonal Variation for 2025 due to the significant unknowns and uncertainties concerning USO Reform activity.

After the LTB was circulated, the Department received numerous enquiries from Branches in terms of when this suspension of Seasonal Variation will be reflected in the PSP system and, therefore, individual members’ annual leave cards. At that time, Royal Mail was unable to confirm the direct timelines as to when PSP will be updated to reflect the agreed suspension of Seasonal Variation, but did confirmed that the PSP system was still reflecting and deducting annual leave based on the original Seasonal Variation design, a 15-week High Season and a 15-week Low Season, as set out in Appendix 1 of the Business Recovery, Transformation & Growth (BRT&G) Agreement. This was communicated to Branches and Representatives in ODM 022/25, issued on 17^th April.

Royal Mail further advised at the time that given the agreement to suspend Seasonal Variation in 2025, ‘all leave in that period would be reverted to Mid-Season/Contracted hours within PSP in the coming weeks once upgrade has occurred.’

Unfortunately, despite continuously raising this matter with Royal Mail during this period, there has been a noticeable delay in finally reverting leave within PSP back to Mid-Season/Contracted hours.

We have now been advised that the wider and final PSP system update, based on the suspension of Seasonal Variation this year, will now take place in November and will remove the impact of Seasonal Variation from all local Delivery units for 2025.

However, in the meantime, Royal Mail have shared via the attached comms, issued today to all Delivery managers, the following manual corrections to individual employee annual leave records in PSP to ensure they are accurate ahead of November, when a final technical solution will be made. This plan will be briefed locally in units outlining the following changes:

HR Services leave balance corrections 

HR Services will run an initial update to correct leave balances for employees whose leave was incorrectly deducted due to the system assuming Low Season. This correction applies to leave taken between May and June.

Updated leave balances will be visible in PSP and the People App from around 11 August.

Impact of the update

As PSP treated employees as being in Low Season instead of Mid Season, the correction will deduct additional time from leave balances. The impact will vary depending on full-time or part-time status and the number of leave days taken.

Ongoing monthly adjustments 

HR Services will repeat the correction process monthly, at the start of each month, to maintain accurate leave balances. Each update will reflect corrections for the previous month.

These monthly updates will be visible in PSP and the People App from around the second week of each calendar month.

September onwards 

From September, the effect will reverse, and employees may see leave time credited back, depending on leave taken.

November onwards 

The manual process will continue until the permanent technical solution is deployed in November, which will fully remove the Seasonal Variation effect from the system.

These changes in PSP will not impact current planned and booked annual leave arrangements for individuals.

This period of ongoing delay has not been a helpful development, but it is now hoped that this further clarification will end any remaining confusion in this regard and confirm the steps to correct leave in the PSP system following the suspension of Seasonal Variation this year.

If any member believes that, as a result of these changes outlined above, there have been errors made with their allocated Annual Leave entitlement and / or the changes create additional problems, the business have confirmed that, in the first instance, line managers should be able to assist, as outlined in the attached Royal Mail Comms. Equally, as confirmed above, these changes in PSP will not impact or alter currently planned and booked annual leave arrangements for members.

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

Yours sincerely,

Tony Bouch

Assistant Secretary

LTB 167/25 – BRTG Agreement – Seasonal Variation 2025 Further Update

Att: Seasonal Variation suspension and leave balance adjustments August 2025 v3 CO

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Latest Data for Raising Concerns Agreement

Attached to this document is the latest data from Royal Mail associated with the Raising Concerns Agreement/process.

Included in this data are the figures up to and including 22^nd of July 2025 and are the:

• Total number of cases raised since the launch last October
• The main reasons for the concern being raised
• The outcomes of the concerns
• The number of appeals
• The results of whether the Business are meeting timescale targets as set out in the agreement.

Clearly in sharing this data with everyone we realise this may generate further questions on how the Agreement/process is being applied and we would welcome feedback in advance of the 12 monthly review in October.

We are also aware of a system issue which needs to be addressed as part of that review including a substantial number of cases which were concluded but were not closed down properly from the system. These figures keep recurring in the monthly statistics and will not drop off until the end of the 12 months.

There are a number of cases which have been entered by individuals but have not had a category recorded yet. Whilst recognising there is room for improvement, we are encouraged by the figures for the targets on timescales. So, up to July the 22^ndthere is a 79% completion rate for cases which are being dealt with informally, with an 84.5% completion rate for cases being dealt with formally.  In terms of the 14-day meeting target 80% of cases being dealt with informally have met this target with 94.5% of cases being dealt with formally meeting this target.

There is still room for improvement as detailed, however we do believe we are now getting a greater level of visibility on how cases are progressing which we have not had in the past.

In relation to correspondence sent in to the Department on this issue we have had a number which have highlighted Management’s misinterpretation of other agreements, for example Trimble, which are being raised by our members through this process. We have brought these to the attention of Royal Mail and they are being dealt with accordingly.

We do need to advise Branches of a change of wording in the investigation section of the formal stage bullet point 7.

The current wording is:

Following the formal investigation, the investigating manager will communicate the outcome to the employee raising the concern and to the employee responding to the concern giving their rationale for the decision. This will be set out clearly in a decision report which includes reference to how the evidence they gathered throughout the investigation supports their decision.

Which we have changed to this wording:

Following the formal investigation, the investigating manager will communicate the outcome to both the employee who raised the concern and the employee responding to the concern, providing the rationale for the decision. The employee who raised the concern will receive an outcome letter and a decision report outlining the rationale for the outcome. The employee responding to the concern will receive an outcome letter that includes the rationale relevant to their involvement. In both cases, the rationale should reference how the evidence gathered during the investigation supports the decision.

The reason for this change was because the individual responding to the concern only received an outcome letter, whereas in future they will receive a full rationale for the decision reached. This was especially important should cases move to discipline.

This anomaly was brought to our attention from a Branch and we are grateful to them for pointing this out to us in order for us to rectify.

In conclusion we believe the process is generally working well.  We have recognised areas for improvement as we move towards the first 12 monthly review and as such, we would welcome feedback from Branches.

Any enquiries in relation to this LTB should be addressed to Bobby Weatherall Acting Assistant Secretary email hmaughan@cwu.org or lpietrzykowska@cwu.org.

Yours sincerely

Bobby Weatherall
Acting Assistant Secretary

LTB 166/25 -Latest Data for Raising Concerns Agreement

Att: Raising Concerns_CWU_23072025 (download)

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Women in the CWU

The purpose of this LTB is to advise branches that we have added an online “Women in the CWU” course to the programme to be delivered over 2 days.

This course is designed to:

• Help women become more active in the CWU
• Develop a better understanding of what unions are and how they work
• Provide an opportunity to build effective support and networks for woman activists
• Develop new ideas for how women can work at the heart of the CWU

RELEASE

This course does not attract paid release from the employers that we work with.

Applications should be made via the Portal by the cut off dates shown below.DateCourseCut off27^th& 28^thOctoberWomen in the CWU15/09/25

Any enquiries on this LTB should be directed to courseadmin@cwu.org

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 164/25 – Women in the CWU

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First Mile Integration – Phase 2 

Branches will recall in LTB 076/25 it was agreed for the Transfer of POL Collection work from Parcelforce to Royal Mail in identified locations where this was possible. This activity was part of the concept of utilising the synergies between Royal Mail and Parcelforce in relation to collection activity.

As part of the ongoing activity on First Mile Integration (FMI) and supported by dedicated collection planning support, RM Plant catchment areas have successfully migrated over to the full collection of all available PFW items from POL. Alongside this activity PFW have also been going through technology changes required to place them onto the RM Platform, known as Project Daisy, this is due to go live on 11^thAugust nationally, this means PFW systems will shut down and they will move onto the RM Platform, due to this change PFW would no longer be able to access their system in relation to ad hoc collections and therefore, RM would need to take on these collections.

From 11^th August Royal Mail will commence PFW ad hoc collections this has been built into the Royal Mail Parcel Collect system so it is fully integrated between RM/PFW. Traffic volumes are expected to be low (4.6k per day nationally) and they should be consolidated with PFW POL traffic on the appropriate PFW York Container from the Delivery Offices and Collection Hubs.

In deliveries this means the same process for RM collect will apply and COMs will review all planned Parcel Collects for their offices in the morning at the start of shift via the Redlands Dashboard and follow the agreed process. Due to the size, weight and dimensions of some Parcel Collect we have secured the ability to utilise tailored options which can include alternative delivery vehicles, DPR, afternoon collection routes and PFW as a last resort. Where further support is required, the COM is to escalate to the relevant CCOM at the earliest opportunity.

We have secured with Parcelforce commitments that all workloads will be balanced to ensure that the time saved by removing collections is fully utilised with delivery traffic. The expectation is that the traffic will migrate from External resource and PFW have agreed that all headcount reduction will come from External resource.

In addition, the full impact across the Delivery & Collection around reviewing the volumes and additional resource needed, along with ensuring that all training and safety related matters have been deployed correctly will be monitored through the Collections Joint Working Group in Royal Mail.

Attached to this LTB for your information are the agreed words covering this activity, along with a copy of the WTLL and FAQ’s. These will be used to ensure that the criteria is fully understood and deployed consistently, ensuring that connectivity and quality of service is maintained.

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: jrodrigues@cwu.org or Tony Bouch Assistant Secretary, email: Pharacz@cwu.org quoting reference LTB 163/25.

Yours sincerely,

Davie Robertson

Assistant Secretary

Tony Bouch

Assistant Secretary

LTB 163/25 – Final Mile Integration – Phase 2

Att: Transfer of Ad hoc Collection Work from Parcel Force to Royal Mail – National Deployment

Att: WTLL

Att: What If Guide (download)

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