Member Application Pack

Further to my LTB241/26 ‘Launch of the mandatory electronic version of the Member Application Pack’ dated 4th September 2026 with a Member Application Pack in pdf format, as discussed today at the Branches briefing, please find attached the same document in both pdf and Word format.

Any enquiries in relation to this email should be sent to swillis@cwu.org

Yours sincerely,

Ian Taylor

Head of Legal Services

LTB 268/26 – MEMBER APPLICATION PACK

08654 – Employment Cases Members pack – v7 – PDF

08654 – Employment Cases Members pack – Word Download

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IMPORTANT UPDATE ON DM26

The purpose of this LTB is to update Branches on DM26 and explain the position the CWU has now taken on several crucial issues relating to both its ongoing deployment and the future direction of the company. These are set out below:

1. The Current State of Play of DM26

An overview of where DM26 is working relatively well, alongside those areas where significant problems remain.

2. Royal Mail’s Failure to Fix Problem Offices

We explain why the CWU cannot support further deployment until agreed action is taken to resolve the problems currently affecting a significant number of units.

3. Why the CWU believes a new operating model will be required

While we continue to support the full deployment of DM26 as a necessary change, once we fix the units not working, we also set out the reality that DM26 alone will not solve the underlying challenges facing the company, its customers, or our members.

4. Why we need to see DM26 as a bridge to a very different future

It is now essential that we begin planning for a different future, linked to the CWU motion passed at this year’s Labour Party Conference.

The Current State of Play

Despite the challenges, there have been a number of successes under DM26:

• 237 delivery units are achieving 100% delivery point coverage.
• A further 225 delivery units are achieving 99% delivery point coverage.
• 408 delivery units are either completely clear of workload or holding fewer than 1,000 items.
• 352 delivery units will receive an incentive bonus payment.

These achievements demonstrate that where DM26 has been deployed correctly, supported by adequate resources and proper planning, it can deliver positive outcomes.

However, there is an equally important reality. A significant number of units have not deployed successfully, are failing to operate as intended and, crucially, are not being fixed quickly enough in line with the agreement.

Royal Mail’s Failure to Fix Problem Offices

The CWU is frustrated by the slow pace of Royal Mail’s response to those delivery units that are not working effectively under DM26.

To date, fewer than 158 delivery units have completed their formal review process, and only 13 reviews have been fully signed off, with those units formally returned to business-as-usual operations.

This falls far short of what was agreed and is not consistent with the commitments contained within the DM26 agreement.

Instead, Royal Mail appears focused on deploying the remaining units despite growing concerns that many still do not have robust and sustainable resourcing plans in place.  Put simply, if a boat is already taking on water, adding more passengers is unlikely to solve the problem. Yet that appears to be the approach currently being adopted.

CWU Position

The CWU has now formally written to Royal Mail making it clear that we will not support any further DM26 deployments until there is a credible and agreed plan to address the issues affecting units that are currently failing.

Data available to the union suggests that approximately 170 delivery units are continuing to deteriorate and are failing against both workload performance and delivery point coverage measures.

There are also a considerable number of additional units failing against one of those key measures and requiring support.

As a result, we intend to hold a national briefing with representatives to explain our position in detail and gather feedback on the practical measures needed to restore struggling units to stability.

What are we asking our Reps to do?

We are asking all Divisional Representatives and Branches not to agree to any further deployment of DM26 until Royal Mail has agreed and prioritised a process to fix those units that are not working.

We want every office that is failing workload measures or not achieving quality of service standards to register a formal unilateral disagreement, clearly setting out:

• The problems being experienced.
• The impact on performance and quality.
• Potential solutions to address the issues.

These should be copied to the Divisional Representative. We ask all reps to make this an immediate priority.

It is also essential that we stop the micromanagement of the delivery operation by the centralised Assurance Board. The agreement recognised that Customer Operations Managers (COMs), local representatives and employees are best placed to understand what will work within their units and how local problems can be resolved.

Now is the time to empower those who work in these units every day to implement practical solutions, rather than seeing those solutions routinely vetoed by the Assurance Board.

Royal Mail will never restore quality of service by standardising attendances and practices across 1,280 vastly different delivery operations.

Why the CWU believes a new operating model will be required

There is growing evidence that DM26 is having a negative impact on employee retention and wellbeing.

Before DM26, delivery operations were losing around 330 employees per week from a workforce of approximately 83,000 employees. Since deployment began, that figure has increased to around 400 employees per week.

Most of these departures continue to be new entrants working part-time hours. However, there has also been a noticeable increase in employees leaving from legacy contracts.

At the same time, sickness absence levels have increased, placing further pressure on the operation.

The reality of the delivery job

The delivery role has become significantly harder and less attractive than it once was.

Several factors are contributing to this reality, including:

• Pay levels relative to the wider labour market.
• Two-tier terms and conditions.
• Increasingly demanding spans and workloads.

These issues must be addressed through future discussions and negotiations.

Ironically, many of the challenges currently affecting units are not driven by the letter volumes covered by the USO. Instead, they are being driven by the continued growth of:

• Parcel traffic.
• Tracked products.
• Attendance services.
• Transaction calls and doorstep activity.

These activities place substantial additional demands on delivery employees and are not adequately reflected within the current USO framework.

Many members tell us they feel physically exhausted and are walking significantly greater distances under the new arrangements. Whilst most appreciate receiving additional time off work including fewer Saturdays at work, the reality is that many delivery employees on their days at work are now regularly walking between 25,000 and 30,000 steps per day – the equivalent of approximately 12 to 15 miles daily.

This level of physical demand is simply not sustainable in the long term.

Why we need to see DM26 as a bridge to a very different future

Royal Mail faces significant financial pressures and an existential challenge to its future. The CWU remains committed to working constructively with the company to address these issues and has called upon the Government to support meaningful discussions about the future of the business.

These discussions must build on the motion passed at the Labour Party Conference and address the following priorities:

• Fixing those units that are not working under DM26.
• Reform of Ofcom.
• Ending the bogus self-employment model that is undercutting Royal Mail in the parcels market and threatening secure employment.
• Restoring quality of service in every postcode, including Royal Mail and EP fully honouring their commitments under the national agreement.
• Equalising pay, terms and conditions for new entrants.

• Build on the Government’s golden share by developing a new ownership and governance model for Royal Mail, with democratic public control and oversight and worker and customer representation, supporting investment, diversification, growth and public value.
• Bring Royal Mail and the Post Office back together, creating a stronger national network delivering postal, banking, government and community services.

• Improving basic pensionable pay.
• Agreeing a growth strategy that provides the company with a long-term sustainable future.
• Developing a new delivery operating model built around achievable and manageable workloads.

The union will be launching a major campaign on all of the above priorities in the coming weeks.  The General Secretary – Dave Ward, and myself will share more information on the above objectives in the coming days.

Any enquiries relating to the content of this LTB should be referred to the DGSP department hford@cwu.org.

Yours sincerely,

Martin Walsh

Deputy General Secretary (Postal)

LTB 269/26 – Update on DM26

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World Mental Health Day 2026 – Launch of New MHFA Workplace Standards

Dear Colleagues,

World Mental Health Day is a global observance that highlights mental health as a universal human right and calls for action to ensure everyone can access quality care. It draws attention to the reality that one in eight people live with a mental health condition, often facing stigma, discrimination, and inadequate treatment. The day serves as a platform to raise awareness, confront systemic barriers, and promote inclusion, dignity, and community-based support worldwide.

World Mental Health Day is on Saturday 10th October. The theme of World Mental Health Day 2026 is

“Lived Experiences Heard: Real Voices, Real Change”.

This year’s theme is especially important to consider from a workplace context when considering ‘lived experiences’ as workplace incidents or traumatic events can occur on any work site, any road, or in any workplace and these impactful events can directly affect our mental health.

Launch of New MHFA Workplace Standards

The new MHFA England Workplace Mental Health First Aid Standards launch occurred on Tuesday 6th October 2026.

In 2025 The CWU and other unions contributed to the public consultation on Workplace Mental Health First Aid Standards, with the hope being that these standards can create a pivotal step towards a future where every employee has access to high-quality mental health support, wherever they work, and whatever their role.

The new standards are provided alongside this LTB.

The CWU submission on the public consultation in 2025 suggested threemain inclusions:

1. Any new standard must emphasise that mental health must be treated with the same seriousness as physical health across all workplace policies and practice, and through better and more widespread use of risk assessments. 

This has been included in Standard 1 of the new MHFA England Workplace Mental Health First Aid Standards

2. Reasonable adjustments must be implemented readily for employees with diagnosed mental health conditions following the completion of workplace person specific risk assessments.

This has been included in standard 8 of the MHFA England Workplace Mental Health First Aid Standards

3. Employers registered on the UK Government Disability Confident scheme should be asked to sign up to the new MHFA England Workplace Mental Health First Aid Standards.

This has not yet been included in the MHFA England Workplace Mental Health First Aid Standards.

Linking back to this year’s theme for World Mental Health Day 2026, the official WMHD 2026 toolkit can be downloaded via the following link:

World Mental Health Day 2026

It is important to raise awareness of the fact that CWU Mental Health First Aid training will again be available in 2027.

The 2-day CWU Mental Health First Aid course provides training to all learners to aid a better understanding of:

• What a traumatic event is
• What Crisis First Aid looks like for traumatic events
• What protective factors are available for supporting our Metal Health.

Please remember there is always hope, clicking on the following link can take you to your nearest support service:

Mental Health Support Network provided by Chasing the Stigma | Hub of hope

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 267/26 WORLD MENTAL HEALTH DAY 2026

Workplace mental health first aid standards

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Branches will by now be aware that Royal Mail has today announced a programme, to be delivered in two phases, which could lead to up to 2,500 job losses across the business.

Royal Mail has confirmed to the CWU that this announcement will not impact frontline Operational Postal Grades (OPGs) working in Delivery, Processing, Distribution or Parcelforce.

During phase one the majority of the proposed job losses relate to managerial grades. There are approximately 183 potential job impacts affecting CWU-grade employees, primarily within Revenue Protection and administrative roles across central and support functions.

While these announcements will undoubtedly cause concern for members in the affected areas, Royal Mail has confirmed that there will be no compulsory redundancies. Redeployment measures will be applied in full accordance with the Managing The Surplus Framework (MTSF).

The CWU will meet with senior management tomorrow to discuss the implications for CWU-grade employees. We will provide a further update to branches and members once those discussions have taken place.

We have also been advised that phase two will focus on operations and Contact Centres, alongside any remaining changes within central and support functions. Any proposals arising from this phase will be subject to separate consultation, with any subsequent changes not expected to be implemented until 2027.

We believe this announcement is further evidence that the company continues to face significant financial and operational challenges that could threaten its long-term future.

This is precisely why the CWU has consistently called on the Government to take a strategic interest in the future of the postal industry and work alongside the company and the union to establish a new vision for Royal Mail that secures its future in the interests of workers, customers and communities.

That vision must address the ongoing quality-of-service issues, create a level playing field within the parcels market, reform Ofcom’s regulatory framework, and tackle the growing recruitment and retention challenges facing the industry.

Branches are asked to reassure members that there must be meaningful consultation on the implications of these proposed job losses. Those discussions will begin in earnest tomorrow, and the CWU will fully represent the interests of all affected members throughout the process.

Attached to this LTB is a press release.

Further developments will be reported as they arise.

Any enquiries relating to the content of this LTB should be referred to the DGSP department hford@cwu.org.

Yours sincerely,

Martin Walsh                                                                

Deputy General Secretary (Postal)              

Andy Furey            

Assistant Secretary                                                        

Davie Robertson

Assistant Secretary

LTB 266/26 – Royal Mail Announcement of Up to 2,500 Job Losses

LTB 266/26 – Attachment 1

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Royal Mail Announcement of Up to 2,500 Job Losses

Branches will by now be aware that Royal Mail has today announced a programme, to be delivered in two phases, which could lead to up to 2,500 job losses across the business.

Royal Mail has confirmed to the CWU that this announcement will not impact frontline Operational Postal Grades (OPGs) working in Delivery, Processing, Distribution or Parcelforce.

During phase one the majority of the proposed job losses relate to managerial grades. There are approximately 183 potential job impacts affecting CWU-grade employees, primarily within Revenue Protection and administrative roles across central and support functions.

While these announcements will undoubtedly cause concern for members in the affected areas, Royal Mail has confirmed that there will be no compulsory redundancies. Redeployment measures will be applied in full accordance with the Managing The Surplus Framework (MTSF).

The CWU will meet with senior management tomorrow to discuss the implications for CWU-grade employees. We will provide a further update to branches and members once those discussions have taken place.

We have also been advised that phase two will focus on operations and Contact Centres, alongside any remaining changes within central and support functions. Any proposals arising from this phase will be subject to separate consultation, with any subsequent changes not expected to be implemented until 2027.

We believe this announcement is further evidence that the company continues to face significant financial and operational challenges that could threaten its long-term future.

This is precisely why the CWU has consistently called on the Government to take a strategic interest in the future of the postal industry and work alongside the company and the union to establish a new vision for Royal Mail that secures its future in the interests of workers, customers and communities.

That vision must address the ongoing quality-of-service issues, create a level playing field within the parcels market, reform Ofcom’s regulatory framework, and tackle the growing recruitment and retention challenges facing the industry.

Branches are asked to reassure members that there must be meaningful consultation on the implications of these proposed job losses. Those discussions will begin in earnest tomorrow, and the CWU will fully represent the interests of all affected members throughout the process.

Attached to this LTB is a press release.

Further developments will be reported as they arise.

Any enquiries relating to the content of this LTB should be referred to the DGSP department hford@cwu.org.

Yours sincerely,

Martin Walsh                                                                

Deputy General Secretary (Postal)              

Andy Furey            

Assistant Secretary                                                        

Davie Robertson

Assistant Secretary

LTB 266/26 – Royal Mail Announcement of Up to 2,500 Job Losses

LTB 266/26 – Attachment 1

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GOVERNMENT ANNOUNCEMENT ON ENDING BOGUS SELF-EMPLOYMENT 

Last week, at Labour Party Conference, the Government announced that it would take action to ban bogus self-employment. This is very good news for the CWU and a major step forward in a campaign our union has been fighting for years. Our motion to Labour Party Conference called for the abolition of bogus self-employment, underlining the importance of this issue to our union and our members.

Bogus self-employment has become a major problem across the parcel sector, allowing companies to cut labour costs, shift risks onto workers and undercut businesses that employ their staff directly.

This matters enormously for Royal Mail, who directly employ their staff, because it is forced to compete against parcel delivery companies that can cut costs by avoiding obligations such as employer National Insurance contributions, sick pay and holiday pay. To illustrate this, Royal Mail pays around £600m every year on employer National Insurance, while the majority of its competitors pay nothing.

This is where the pressure comes from to create a race to the bottom, and postal workers are being made to pay the price for a market where companies can gain a competitive advantage by avoiding their responsibilities as employers.

Tackling bogus self-employment will protect workers and help create a fairer parcels market, where companies compete on the quality of their service rather than by driving down employment standards.

The Government’s announcement is a significant step forward, but the detail of the legislation will be crucial. The CWU will continue to fight for robust rules that close loopholes, protect workers’ rights and create a level playing field across the sector, protecting our members’ jobs, pay and conditions.

We will be meeting with the Secretary of State in the near future to discuss the Government’s next steps. Further information will be provided in due course.

Yours sincerely

Dave Ward

General Secretary

Martin Walsh

Deputy General Secretary (Postal)

LTB 264/26 – GOVERNMENT ANNOUNCEMENT ON ENDING BOGUS SELF-EMPLOYMENT

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Election of:

Parcelforce Worldwide Area Health & Safety Representative/Substitute Area Health & Safety Representative 2026 – Central Region

Further to LTB 233/26 dated 21^st August 2026 at the close of nominations the following have been received.

AREA HEALTH & SAFETY REPRESENTATIVES

Central RegionJaspreet SinghSouth Midlands Postal Branch*Elected

SUBSTITUTE AREA HEALTH & SAFETY REPRESENTATIVES 

Central Region Danny MaherSouth Midlands Postal Branch*Elected

Any enquiries regarding this Letter to Branches should be addressed to the Lisa Parrett on telephone number 0208 971 7222 or email address lparrett@cwu.org

Yours sincerely,

Martin Walsh
Deputy General Secretary (P)

LTB262/26 – Election of Parcelforce Worldwide Area Health & Safety Representative and Substitute Area Health & Safety Representative 2026 – Central Region

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Capita TVL Pay 2026 – Formal Trade Dispute – Ballot for Industrial Action

Further to LTB244/26 dated 11^thSeptember. Branches are advised that we are undertaking the Industrial Action ballot electronically, and we have managed to obtain the vast majority of members’ private email addresses to enable us to run the ballot via email.  For the very small number we don’t hold email addresses for, the ballot papers will be sent via post. This approach is similar to the recent Consultative Ballot that delivered a 97% Yes vote for rejecting the pay offer on a 69% turnout.  We are optimistic that a similar participation level will be reached for the Industrial Action ballot.

We have now agreed the following timetable with Civica, the Independent Scrutineer:

• Ballot papers issued – Tuesday 6^thOctober
• Ballot closes and results declared – Wednesday 21^st October

The Postal Executive has determined there will be two questions on the ballot paper for both Strike Action and Action Short of a Strike, and this is consistent with the last time we balloted our Capita TVL members in 2024, when excellent Yes votes were delivered.

Membership Engagement will feature prominently in the coming week, and members will be invited to online meetings with myself to discuss the dispute and our objectives, along with the rationale for the Industrial Action ballot.  Essentially, we want to give the TVL members the opportunity to have their questions answered.  We also met with our Senior TVL Representatives earlier today and everybody is fully supportive of our aim to secure an improvement in the offer from Capita via the pursuance of this trade dispute.  I can also confirm that the Union has responded positively to an invitation by Acas to enter into facilitated talks; however, it would appear Capita are reluctant to find a way forward via Acas and as such there are no talks planned at this stage.

Yours sincerely,

Andy Furey 

Assistant Secretary

LTB 260/26 – Capita TVL Pay 2026 – Formal Trade Dispute Ballot for Industrial Action

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AGENDA PAD – CWU YOUNG WORKERS CONFERENCE – 21st OCTOBER 2026

Branches would wish to know that the agenda for the CWU Young Workers Conference which is being held at the Mechanics Institute on Wednesday 21st October has now been published on the website and can be accessed by opening the attachment or pasting the link into your browser:

Click to access YOUNG-WORKERS-CONFERENCE-AGENDA-2026-Draft.pdf

Branch Secretaries are encouraged to print copies of the agenda and send them to the delegates attending from their branch prior to the conference. Hard copies of the agenda will be available on the day.

Branches are also reminded that Branch Secretaries should register delegates and observers to the conference completing the link below by no later than Friday 9^thOctober 2026. Confirmation of requests will be sent to branches within 72 hours. Should confirmation not be received within this time branches are asked to contact the SOC at conferences@cwu.org

DELEGATE REGISTRATION FORM – YOUNG WORKER CONFERENCE 2026 (21st October, Manchester) – Fill in form

Branches should also note that there will be a networking event for delegates and observers on the evening before the Conference. Taking place in the Mechanics Institute from 6.30pm which will include a quiz, food and music.  This is an important event for delegates who may be new to the union to meet other young worker representatives and the National Young Workers Committee, branches should encourage delegates to attend.

Any enquiries regarding this LTB should be addressed to The SOC by email to conferences@cwu.org

Any general enquires regarding young workers should be addressed to the CWU Young Worker Co-Ordinator, Kerry Fleck at kfleck@cwu.org

Yours sincerely

Mick Kavanagh

President           

Andy Mercer

Vice President          

Previous LTB with full conference details: LTB 215/26

LTB 259/26 – AGENDA PAD CWU YOUNG WORKERS CONFERENCE 21st OCTOBER 2026

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DM26 Deployment – Royal Mail Workplace Survey

Dear Colleagues,

The purpose of this LTB is to advise Branches that following representations and challenges through which CWU expressed to the business our view that the company has not been adequately engaging with and seeking the feedback from their employees on the deployment of DM26 and the associated issues in their respective offices, the business agreed to carry out the relevant Workplace Surveys.

As such, on Tuesday 29^th September, the business will be launching two Work Time Listening & Learning briefs, which will be communicated by managers and will outline how all employees can participate in their relevant workplace survey:

• WTLL 1: DM26 workplace surveys during deployment – for units progressing through the DM26 deployment planning or early post-deployment surveys;
• WTLL 2: DM26 post-deployment workplace survey – for units that have already deployed and are being invited to take part in the additional DM26 post-deployment survey.

The workplace survey will give every employee the opportunity to share how DM26 is working in their office, including what is going well, where challenges remain and what further support or action may be needed. Both positive feedback and constructive comments about ongoing issues are welcome and the survey will encourage everyone to give their open and honest opinion based on their experience.

Royal Mail will share all the responses with CWU Nationally as part of the wider national review of DM26 deployment and locally with each office via the COMs. CWU Reps should then review the feedback together through their WRMs and via the formal review of DM26 including:

• The main themes, including what is working well and any areas of concern;
• Appropriate local actions;
• Anything that requires further support or escalation;
• How the key themes and agreed actions will be communicated back to all colleagues.

As such, given the CWU has been critical of the business for their lack of activity in this area, we are encouraging all CWU members to participate in their Workplace Survey to ensure DM26 is deployed correctly and in line with the agreement.

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 258-26 – DM26 Deployment – RM Workplace Survey

Word att: Joint comms – Supporting the DM26 workplace survey approach

Word att: WTLL 1 DM26 workplace surveys during deployment

Word att: WTLL 2 DM26 post-deployment workplace survey

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COVID-19 Autumn Booster Vaccination Programme

Colleagues who are eligible for the Autumn COVID-19 vaccination can now book an appointment online or through the NHS App.

Appointments will begin from 1^st October 2026.

You can book your vaccination via:

• The NHS website COVID-19 vaccination appointment online – NHS
• The NHS App NHS App – NHS

From 1st October 2026, you may also be able to receive your vaccination at:

• A walk-in COVID-19 vaccination site
• A community pharmacy
• Your GP surgery
• Other local vaccination services

Vaccination continues to provide important protection against severe illness, hospitalisation and death caused by COVID-19. According to UKHSA dashboard data, there were approximately 16,000 COVID-19-related hospital admissionsbetween October 2025 and January 2026.

Further information: COVID-19 | UKHSA Data Dashboard  COVID-19 | UKHSA data dashboard

Eligibility For Autumn 2026, COVID-19 vaccination is offered to:

• Individuals aged 6 months and overwho are immunosuppressed.
• Adults aged 75 years and over
• Residents of care homes for older adults

Eligibility is the same across all four UK nations: England, Scotland, Wales, and Northern Ireland.

The vaccine should be offered no sooner than six months after your last COVID-19 vaccine dose. If you are eligible, you can still benefit from an Autumn COVID-19 vaccination even if you have not accepted a COVID-19 vaccine previously.

Immunosuppression Eligibility

Determining eligibility based on immunosuppression can be more complex than the other criteria. Information available online can sometimes create confusion, as individuals may consider themselves, or be considered by others, to be immunosuppressed but may not meet the specific eligibility criteria for vaccination.

Full eligibility criteria are outlined in the COVID-19 Green Book Chapter 14a, published by the UK Health Security Agency (UKHSA). the COVID-19 Green Book 

This document is freely available to download; however, it contains approximately 34,500 words, spans fifty-three pages, and includes extensive tables, references, and appendices. As a result, it can be difficult for non-specialists to interpret.

To assist colleagues, some of the eligible groups are summarised below:

• Organ, bone marrow, or stem cell transplant recipients
• Individuals receiving systemic steroid treatment for longer than one month.
• People living with HIV.
• Individuals receiving immunosuppressive or immunomodulating biological therapy, including children due to start treatment.
• Individuals undergoing chemotherapy or radiotherapy.
• Those requiring long-term immunosuppressive treatment.
• Individuals with a history of haematological malignancies, including chronic leukaemia and lymphoma.
• Individuals with genetic disorders that affect the immune system.

Please note that this is not an exhaustive list and does not cover all eligible groups.

Vaccine Effectiveness

Evidence indicates that the Autumn 2025 COVID-19 vaccination programme provided its highest level of protection against hospitalisation between five and nine weeks after vaccination, with vaccine effectiveness estimated at 47.6% during this period. There is also evidence that protection persisted for more than 35 weeks following vaccination.

As specific infection and hospitalisation data for immunosuppressed individuals are not routinely available, it is recommended that anyone undertaking vulnerable person risk assessments should continue to be informed by overall COVID-19 trends and current public health guidance.

Please note: Eligibility for the Autumn COVID-19 vaccination programme is determined by NHS criteria and may be subject to change in line with updated guidance from the UK Health Security Agency (UKHSA) and the Department of Health and Social Care. Colleagues are encouraged to check the latest NHS guidance or speak to their healthcare professional if they are unsure about eligibility for themselves or family members.

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 255 – 26 Covid 19 Autumn booster arrangements

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