The 37th Hazards Conference 2026 – 4th-6th September, Keele University

To:   All Branches

Dear Colleagues,

For the special attention of all branches and CWU Safety Reps, this LTB is to inform you that Reservations are now open for the 37th Hazards Conference, which takes place from 4th-6th September 2026 at Keele University.

In-Person Registration: Hazards Conference 4-6 Sept. 2026

The Hazards Conference has always been one of the biggest conferences for trade union safety reps and activists. It consists of a mixture of plenary sessions, meetings and a comprehensive workshop programme. Delegates have an opportunity to exchange experience and information with and learn from safety reps from other unions, sectors and jobs across the UK. This year’s theme is-

Mind & Body: The Critical Work of Safety Reps in Protecting Workers 

As in previous years, Hazard conference 2026 will educate, inform and connect safety reps from unions around the country along with helping to empower reps in preventing risks to workers.

The conference for 2026 will include sessions on:

• Psychosocial Hazards in the Workplace – what is it and where to start?
• Technology – observations, having a say and using it in safety.
• 2026: The year of Trade Union action on climate change – impact, assessment and what next?
• Protecting workers now and into the future – obstacles and opportunities.

The Hazards 2026 conference is primarily an in-person event; however, some limited sessions are available to join online, a link to the online delegate booking form is shown below.

Online Delegate Only: Hazards Conference 4-6 Sept. 2026

Nominations are now open for the most effective worker Health and safety campaigns, good practice or activities over the last year, these can be submitted by branches, individuals or selected groups. Each year Hazards Conference will award certificates of excellence to celebrate health and safety work and campaigning.

Certificate of Excellence: Nominations for Effective Worker Safety Campaigns 2026

The Hazards Campaign works by sharing information and skills. It campaigns on specific issues and acts as a national voice on safety, through the issue of press releases and through organised conferences and meetings.

Hazards Magazine

Hazards magazine is the only independent, union-friendly magazine to win major international awards. It provides the information and resources to make the union job easier by using a global network of union safety correspondents, whose aim is to provide the best information available anywhere.

The British Library described Hazards magazine as ‘’The most useful source on health and safety for trade unionists.” 

Branches or individual CWU members may be interested in supporting and subscribing to Hazards Magazine here: – Hazards magazine

The Hazards 2026 Conference timetable is attached with this LTB

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 110/26 – HAZARDS Conference 2026

Attachment – Timetable – Hazards Conf 2026

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Local Reps Briefings – Resolution of RMG/CWU Dispute Resolution Processes – Deployment of USO Reform and Equalisation of New Entrants’ Terms and Conditions

As part of our normal consultation process, eight briefings for Local Representatives will now be held.  Branches are asked to encourage as many Local and Shift Reps to attend as possible.

Local Reps Briefings 

The venues and locations are confirmed as follows:

11:00-16:00 on Thursday 16^th April at Conway Hall, 25 Red Lion Square, London WC1R 4RL (London & Anglia Local Reps Meeting)

11:00-16:00 on Friday 17^th April at Conway Hall, 25 Red Lion Square, London WC1R 4RL (South Central and South East Local Reps Meeting)

11:00-16:00 on Monday 20^th April at Augustine United Church, Sanctuary Room, 41 George IV Bridge, Edinburgh EH1 1EL (Scotland Local Reps Meeting)

11:00-16:00 on Tuesday 21^st April at Liner Hotel, Lord Nelson Street, Liverpool L3 5QB (North West/North Wales Local Reps Meeting)

11:00-16:00 on Wednesday 22^nd Aprilat 47 Summer Lane, Hockley, Birmingham B19 3TH (Midlands Local Reps Meeting)

11:00-16:00 on Thursday 23^rd April at Angel Hotel, Dragon Suite, Castle Street, Cardiff CF10 1SZ (South West/ South Wales Local Reps Meeting)

11:00-16:00 on Friday 24^th April at Radisson Hotel, North Street, York YO1 6JF (North East Local Reps Meeting)

11:00-16:00 on Monday 27^th April at The Catalyst Building, Queens Road, Belfast BT3 9DT (Northern Ireland Local Reps Meeting)

Arrangements have been agreed with Royal Mail for local representatives to be released therefore can Divisional Reps please liaise with their respective ROD in order to ensure this is done.

Yours sincerely

Martin Walsh

Deputy General Secretary (Postal)

LTB 109/26 – Local Reps Briefings – Resolution of RMG-CWU Dispute Resolution Processes – Deployment of USO Reform and Equalisation of New Entrants’ Terms and Conditions

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

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

Branches are advised that we have not yet received a response from Royal Mail to the formal escalation of the Point of Principle disagreement over the cessation of subscriptions to Sports & Social clubs directly from payroll.

We do of course acknowledge that everyone is extremely busy due to the wider talks on USO and Equalisation, which is clearly the priority, and also the Easter holidays have meant a number of key people have been on annual leave.  However, we are continuing to push for a response to our representations on behalf of our members.

It should be noted that management are claiming their actions are in accordance with their own policies and that the matter is not governed by a Collective Agreement.  However, I am clear that the union does not support the cessation of subscriptions to the Sports & Social clubs via payroll and if anything, a new sophisticated payroll system should make subscriptions such as this easier to administer, not harder.

In closing, Branches and Representatives are reminded they should highlight the concerns of the impacted members to the appropriate HR Business Partners and also engage directly with the administrators of the Sports & Social clubs who should also object to these unnecessary changes.

Further developments will be reported.

Any queries in relation to this LTB should be directed to Samantha Nicholas at snicholas@cwu.org

Yours sincerely

LTB 107/26 – RM Sports and Social Clubs – Decision to Stop Subs from Payroll

Andy Furey 

Assistant Secretary 

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RESOLUTION OF RMG & CWU DISPUTE RESOLUTION PROCESSES – DEPLOYMENT OF USO REFORM AND EQUALISATION OF NEW ENTRANTS’ PAY, TERMS & CONDITIONS

Negotiations continued over the weekend, and we are pleased to announce that we have today reached a negotiators’ agreement on both Dispute Resolution Processes relating to the deployment model for USO reform and the equalisation of new entrants’ pay, terms and conditions.

The agreement, along with the USO deployment annex, will now be considered by the Postal Executive.  A further update will be communicated at some point tomorrow.

Please see below a joint statement issued by the business and CWU announcing the news.

Royal Mail and CWU reach negotiators agreement on Universal Service reform and new entrants’ pay, terms and conditions

Dear Colleague,

Further to our previous communication, we are pleased to announce that Royal Mail and the CWU have reached a negotiators agreement covering deployment of Universal Service reform and equalisation of new entrants’ pay, terms and conditions.

This will now go to the Postal Executive Committee and IDS Board on Monday afternoon.

We will provide a further update by close of play tomorrow. 

Thank you for your patience as the negotiations took place. It was important that both parties took the time to get this right in the interests of employees, customers and the company.

Alistair Cochrane  

Chief Executive Officer, Royal Mail               

Martin Walsh

Deputy General Secretary, CWU

Any enquiries in relation to this LTB should be addressed to the DGS(P) Department hford@cwu.org.

Yours sincerely,

Martin Walsh           

Deputy General Secretary (Postal)                                                           

Dave Ward

General Secretary

Andy Furey                                                       

Assistant Secretary

Davie Robertson

Assistant Secretary                                  

Tony Bouch

Assistant Secretary

LTB 108/26 – Resolution of RMG and CWU Dispute Resolution Processes

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Royal Mail Group: National Briefing – Wednesday 15^th April 2026

Please be advised that a National Briefing will be held on Wednesday 15^th April 2026in relation to the Resolution of RMG/CWU Dispute Resolution Processes – Deployment of USO Reform and Equalisation of New Entrants’ Terms & Conditions.

The Briefing will commence at 11:00 and conclude no later than 16:00 in the City Suite at:

Mercure Sheffield St Paul’s Hotel & Spa
119 Norfolk Street
Sheffield
S1 2JE

Tea and coffee will be available from 10:30.

All Branches are requested to make this a priority engagement and attendance arrangements should be in accordance with normal protocols for National Briefings whilst ensuring the importance of our proportionality requirements.

Any enquiries in relation to this LTB should be addressed to the DGS(P) Department hford@cwu.org.

Yours sincerely,

Martin Walsh                                                                                         Dave Ward
Deputy General Secretary (Postal)                                       General Secretary

LTB 105.26 Royal Mail Group National Briefing Wednesday 15 April 2026

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Proportionality – 2025 Report

As part of our ongoing commitment to report proportionality data, the Equality, Education & Development Department has produced the attached 2025 Proportionality Report for branches’ attention.

Following a pause in 2024 due to conference restructuring and subsequent organisational changes, this year’s report presents an updated analysis of membership and activism trends across CWU structures. The 2025 report sets out the diversity make‑up of our membership and representative base, focusing on gender, race (BAME), age and those with disabilities, as well as highlighting intersectional patterns – particularly the continued underrepresentation of BAME women.

For the first time since the introduction of the new membership systems, this report incorporates improved branch‑submitted data, enabling a clearer picture of proportionality across the union.   This year’s sample was taken from our membership data sets in September 2025. 

During the most recent data collection period, a significant number of branches updated their representative and equality‑role data, contributing to the most accurate picture available. However, as voluntary self‑declaration remains incomplete across some categories, the data cannot claim to be one hundred per cent accurate or comprehensive.

The next full proportionality report will be produced in 2027, ahead of CWU Annual Conference.

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

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 104-26 Proportionality – 2025 Report
Attachment – CWU Proportionality Report 2025

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CWU Supporting Durham Pride 30^th May, 2026

Branches will be aware that Durham Pride has traditionally been a wonderful celebration, which brings the wider LGBT+ community together alongside allies and trade unions.

The recently elected Reform UK council in Durham have decided to stop funding Durham Pride in 2026. In response, community and labour movement organisations have rallied together to ensure that Durham Pride goes ahead.  CWU North East, Yorkshire & Humberside TUC, the Durham Miners Association and local Unions are all supporting Durham Pride in 2026. 

Now is the time to stand shoulder to shoulder with LGBT+ communities, for dignity and respect for all, for unity not division.

The CWU will be supporting Durham Pride on Saturday the 30th May and we encourage CWU members and Branches to join us. Maria Exall, our NEC LGBT+ lead will be one of the guest speakers on the day.

Details of where to meet and what time are below – Look out for the trade union block and CWU flags and banners.

The meeting point is from 09:30 at Durham Cathedral, The College, Durham, DH1 3EH with the parade commencing at 11:00am.

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

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

103-26 LTB CWU Supporting Durham Pride 30th May 2026

Att – Durham Pride – Flyer

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CUBA SOLIDARITY CAMPAIGN- CUBA VIVE APPEAL FOR HUMANITARIAN AID

The purpose of this LTB is to ask all branches to support the Cuba Vive appeal to send urgent humanitarian aid to Cuba.

Branches will be aware of the wider trade union movement’s solidarity and concrete links with Cuba, a country that has been under an illegal blockade for over 60 years. However, the Cuban people are now facing their most serious crisis in recent history. The Trump regime has imposed a fuel embargo, on top of the blockade, on the country by threatening those who supply Cuba with fuel with excessive tariffs and is now threatening to “take over” the country, violating their sovereignty and breaking international law.

These restrictions have heavily impacted Cuba’s economy, affected the supply of energy and compounded the medical supply crisis that the country has been experiencing for years. The sanctions have already led to power cuts, food shortages and a sharp rise in infant mortality. This crisis will lead to more avoidable deaths, as the Cuban civilian population is collectively punished by the US.

As a result of this terrible crisis of sovereignty and humanity, the Cuba Solidarity Campaign (CSC) is mobilising support for the Cuban people and against the illegal actions of the US.

Together with other unions, the CWU is supporting the Cuba Vive Appeal, which aims to provide urgent humanitarian support in the face of Trump’s latest assault.

The appeal was launched in 2024 to send medical aid to the island in the face of severe shortages. Thanks to the generosity of supporters, more than £280,000 has been raised with the support of the British trade union movement and six consignments of aid have already been delivered to Cuba. These shipments, worth over £1.3 million when donated supplies are included, have sent urgently needed medicines, surgical equipment, hospital beds, mobility aids, diagnostic equipment, PPE and hurricane relief supplies directly to Cuban hospitals and clinics.

Now, as shortages deepen and fuel restrictions threaten food distribution as well as healthcare provision, the appeal has expanded to include emergency food aid alongside medical supplies. Containers of rice, lentils and essential nutrition are now being shipped to support the most vulnerable- particularly children, pregnant women and older people.

There is a website to accompany the appeal (www.cubavive.org.uk), which has model motions, fundraising ideas, links to further information and online donation facilities.

The appeal is supported by the Cuban health workers union. Their General Secretary Dr Santiago Badía González has sent a message of thanks for our support: “The Cuban people are very grateful for every action of support. You show that the unjust and illegal policies of the US government cannot and will not be able to block solidarity.”

The CWU is asking all branches to consider donating to the Cuba Vive appeal and affiliating to the Cuba Solidarity Campaign. 

To make a donation or find out more about the Cuba Vive appeal, visit www.cubavive.org.uk/donate/. This page also contains information about how to make donations via BACS or material aid donations.

You can affiliate your branch, if you are not already affiliated, here. It only costs £40 for branches to affiliate and we encourage all branches to do so.

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

Yours sincerely

Dave Ward                                                   

General Secretary   

LTB 099/26 – CUBA SOLIDARITY CAMPAIGN- CUBA VIVE APPEAL FOR HUMANITARIAN AID

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TUC WORKER ABUSE AND VIOLENCE AT WORK SURVEY

Dear Colleagues,

The TUC is currently running a survey on abuse and violence at work and are planning to publish the results at a one-day TUC event on Friday 17^thApril.

The TUC are aiming to capture as many worker experiences as possible.

You can find and participate in the survey here: https://tinyurl.com/TUCViolenceSurvey

Why it matters.

The CWU recently attended the All-Party Parliamentary Group on Occupational Safety and Health public evidence session on workplace violence on Monday 26 January 2026, key findings from this session are detailed below.

• 17% rise in assaults on rail workers in the last year

RMT warns of surge in violence against rail workers while BTP presence cut – rmt

• The USDAW ‘Freedom of Fear’ Campaign recently identified that 77% of shopworkers have reported experiencing verbal abuse with 53% being threatened by a customer.

USDAW – Freedom from Fear Campaign

• Unite the Union- Identified there has been a big upsurge in physical assaults and hate crimes against drivers on duty just in the London boroughs alone during 2024-2025. 

Unite calls for action on ‘disgraceful’ London bus driver assaults – BBC News

• Other information presented referenced the Australian Council of Trade unions findings shown a strong correlation to increases in violent behaviour, during extreme weather events with community-facing workers often bearing the brunt.

ACTU’s policy recommendations

There is ongoing campaigning work by the Suzy Lamplugh trust, raising awareness that lone working is increasing in the UK and violent attacks on lone workers are increasing too. There are now approximately 8.8million Lone Workers in the UK.

Personal Safety & Lone Working advice and information

The above link allows access to several guides from The Suzy Lamplugh trust on how individuals can help reduce their own risk of harassment, violence, or aggression and how to effectively assess and mitigate situations that can lead to aggressive or violent behaviours.

In 2025 The CWU also took part in Sheffield University’s centre for decent work collaborative research in into ‘last mile’ parcel delivery workers. Information was gathered from over 1,500 parcel delivery drivers and this research identified that stress within the sector is huge across all parcel companies. It was notable that there were several comments over the rise in violence against workers, person on person assault, animal attacks and vehicle assaults are more common than realised.

The worry expressed at this meeting was that verbal or ‘minor’ physical abuse often goes by unreported and as such is just tolerated by public facing delivery drivers as being part of the job.

Researchers, trade unionists, politicians, and policy experts come together to reflect on Centre for Decent Work research | Centre for Decent Work | The University of Sheffield

Findings from the TUC worker abuse and violence at work survey will be published in a follow-up LTB.

The CWU are also looking to present ‘Pan CWU’ evidence at the TUC event on Friday 17^th April and colleagues can contribute to this evidence by completing the short CWU survey below.

CWU Public-Facing Worker Safety, Violence & Abuse Survey – Fill out form

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 098/26 – TUC Worker violence survey

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STRESS AWARENESS MONTH 2026- HEALTH & WELLBEING COMMUNICATION

Information is provided below to assist branches when undertaking any activities for Stress Awareness Month 2025. This LTB is shared as a communication in line with planned Health, Safety and Wellbeing Activities/Campaigns for 2026.

Psychosocial risks like stress, workload pressure and poor workplace cultures are increasingly recognised as a major workplace risk. The latest HSE statistics for 2024/25 (published in November 2025) showed that 964,000 workers were suffering from work-related stress, depression, or anxiety (new or long-standing) in 2024/25. This represents a significant increase on the 2024 figure of 776,000.

409,000 workers report suffering from a new case of work-related stress, depression, or anxiety in 2024/25, again a significant increase on the previous year’s figure of 300,000.

Stress Awareness Month is an event that has been observed since 1992, it serves as a gateway to open conversations about stress, signpost people to the right support and help us all prioritise our mental health. It is promoted by numerous organisations and the NHS.

What’s new.

The 2026 #BeTheChange theme is about encouraging others to take action to support individuals who may be struggling to manage stress.

Stress Awareness Month 2026 – The Stress Management Society

Mental Health UK have created some especially useful downloadable resources for 2026.

Downloadable resources – Mental Health UK

There are several ‘How does it really feel on the inside’ guides, which provide facts about common mental health conditions, as well as practical self-help tips on stress and anxiety. Plus, there are six conversational guides and advice on how to speak to your doctor.

The HSE are also circulating their free guidance and tools throughout April,

understand the impact of work-related stress

free Working Minds learning module

The HSE Working Minds learning module is free and can be signed up for via the link above, it will help colleagues understand the HSE Management Standards: whereby employers have a duty to actively manage six key areas of work design which are:

Demands – Workload, work patterns, and the work environment.

Control – The degree of control workers have over their work.

Support – The support workers receive from managers and colleagues.

Relationships – Promoting positive relationships at work.

Role – Understanding of job role and responsibilities.

Change – Managing and communicating change effectively.

In terms of the six key workplace stressors detailed above, the below ‘Key Considerations’ are shared for wider understanding of what any undertaken Stress Risk Assessment should aim to achieve.

Demands How any supported employee should feel: 

• You can cope with the demands of your job.
• You are provided with achievable demands in relation to the hours you work.
• Your skills and abilities are matched to the demands of your job.
• Concerns about your work environment are addressed.

ControlHow any supported employee should feel: 

• Consulted over the way their work is organised and undertaken, e.g. through regular meetings, one-to-ones, performance reviews.
• Regular opportunities for discussion and input at the start of projects or new pieces of work.
• Encouraged to use their skills and initiative to do their work.
• Consulted over things affecting their work.
• Encouraged to develop new skills and undertake new and challenging pieces of work.

 SupportHow any supported employee should feel: 

• They receive information and support from other employees and their managers.
• The organisation has systems in place to enable and encourage managers to support their employees and for employees to support one another.
• They know what support is available and how to access it.
• They know how to access the resources they need.
• They receive regular and constructive feedback.

RelationshipsHow any supported employee should feel: 

• Not subjected to unacceptable behaviours such as bullying or harassment at work.
• The organisation promotes positive behaviours at work.
• The organisation has agreed policies and procedures to prevent or resolve unacceptable behaviour.
• The organisation has systems in place to enable and encourage managers to deal with unacceptable behaviour.
• The organisation has systems in place to enable and encourage employees to report unacceptable behaviour.

RoleHow any supported employee should feel: ·       They understand their role and responsibilities.

·       The organisation provides information to enable them to understand their role and all their responsibilities.

·       The requirements the organisation places on them are clear.

·       They can raise concerns about any uncertainties or conflicts they have in their role and responsibilities through the systems that the organisation has in place.

ChangeHow any supported employee should feel: 

• The organisation engages with them frequently when undergoing change.
• They are provided with timely information, enabling them to understand the reasons for proposed changes.
• They are consulted on changes and provided with opportunities for them to influence proposals.
• They are aware of the probable impact of any changes to their job and, if necessary, they are given training to support any changes in their job.

Templated CWU examples of robust Stress Risk Assessments and Stress Action Plans can be shared upon request.

If you have any questions or need any further information relating to this LTB, please contact Jamie McGovern on jmcgovern@cwu.org.

Yours sincerely

Jamie McGovern, FRSPH MIIAI

Health & Safety Policy Assistant, Central Services

LTB 097/26 – STRESS AWARENESS MONTH 2026

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