Branches and Representatives are advised that our members who are in the Royal Mail Defined Contribution Plan – RMDCP – are due to imminently receive an important communication from the Trustee (Appendix A) advising that the scheme is winding up with all savings/assets invested moving to the Legal & General Mastertrust from July 2026.

Background

For clarity purposes eligibility to be a member of the RMDCP scheme members would have to have been employed by Royal Mail between 1st April 2008 and 6th October 2024.

The RMDCP scheme has been administered from its inception by Scottish Widows and essentially operates on the basis that each individual has a pension pot which sits within an overall investment plan (either the Default Lifecycle option or one of their choice), with the aim of growing the pot over time through the investment returns.  The assumption that Scottish Widows adopts in terms of investments is that members will take their pension pot at age 65 (although it can be taken from age 55).

As a consequence of the introduction of the new Collective Plan, the RMDCP was closed to new entrants on 7th October 2024 and subsequently completely closed to new payments on 6th October 2025, which rendered it a “legacy scheme”.  This position led to the Trustee of the RMDCP, along with Royal Mail, to make a decision to move all monies held in the RMDCP to a Master Trust.  An extensive selection process was undertaken to identify a suitable destination for members’ pots and Legal & General was chosen from the shortlist.

From July 2026, the L&G Mastertrust will receive retirement savings/assets from the RMDCP which will be placed into a default fund called “The Lifetime Advantage Fund”.  The L&G Mastertrust is one of the largest in the UK and became the first insurance-based master trust to reach £30bn in assets.  The RMDCP Trustee states “This scale, alongside the member experience offering and investment choices impressed the Trustees and made it the clear choice for member pots”.  

L&G is a major UK financial services company that runs pensions and investments for millions of people, and a master trust is a type of pension scheme used by many employers.  Because a master trust looks after a very large number of members:

• it can offer lower charges
• better online services
• and more support as members approach retirement.

As a consequence of the RMDCP Trustee decision, I have been in further dialogue with the Scheme Executive regarding the transfer of member assets to the Legal and General Mastertrust to clarify a number of points, particularly around scheme membership numbers, death in service, Ill health Retirement etc.  I have received helpful responses (in blue) to my questions, which are reproduced in the attached Appendix B.

The Postal Executive has recently received a presentation from the RMDCP Executive along with a Legal & General expert and is satisfied that these changes are positive overall and to the benefit of our members currently in the RMDCP.

It should be noted that more information can be obtained from the dedicated microsite that L&G have set up. The link is as follows and is live now:

www.legalandgeneral.com/rmdcp

Furthermore, two Webinars have been arranged as follows:

Tuesday 14^th April 10.30 to 11.30

Thursday 23^rd April 14.00 to 15.00

RMDCP members will be encouraged to join the webinar and pose questions. Registration for the Webinars can be made via the microsite. The RMDCP Executive is also planning wider communications to engage with scheme members.

In conclusion, the Postal Executive has carefully considered this matter and is of the opinion that the move away from Scottish Widows to the L&G Mastertrust is a positive development.

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

Yours sincerely,

Andy Furey
Assistant Secretary

Attachment 1: 26LTB087 -Royal Mail – Winding up the RMDCP Scheme – L&G Mastertrust

Attachment 2: Appendix A

Attachment 3: Appendix B

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ROYAL MAIL: WINDING UP THE RMDCP SCHEME – TRANSFER OF MEMBER ASSETS TO LEGAL AND GENERAL MASTERTRUST IN JULY 2026

Branches and Representatives are advised that our members who are in the Royal Mail Defined Contribution Plan – RMDCP – are due to imminently receive an important communication from the Trustee (Appendix A) advising that the scheme is winding up with all savings/assets invested moving to the Legal & General Mastertrust from July 2026.

Background

For clarity purposes eligibility to be a member of the RMDCP scheme members would have to have been employed by Royal Mail between 1st April 2008 and 6th October 2024.

The RMDCP scheme has been administered from its inception by Scottish Widows and essentially operates on the basis that each individual has a pension pot which sits within an overall investment plan (either the Default Lifecycle option or one of their choice), with the aim of growing the pot over time through the investment returns.  The assumption that Scottish Widows adopts in terms of investments is that members will take their pension pot at age 65 (although it can be taken from age 55).

As a consequence of the introduction of the new Collective Plan, the RMDCP was closed to new entrants on 7th October 2024 and subsequently completely closed to new payments on 6th October 2025, which rendered it a “legacy scheme”.  This position led to the Trustee of the RMDCP, along with Royal Mail, to make a decision to move all monies held in the RMDCP to a Master Trust.  An extensive selection process was undertaken to identify a suitable destination for members’ pots and Legal & General was chosen from the shortlist.

From July 2026, the L&G Mastertrust will receive retirement savings/assets from the RMDCP which will be placed into a default fund called “The Lifetime Advantage Fund”.  The L&G Mastertrust is one of the largest in the UK and became the first insurance-based master trust to reach £30bn in assets.  The RMDCP Trustee states “This scale, alongside the member experience offering and investment choices impressed the Trustees and made it the clear choice for member pots”.  

L&G is a major UK financial services company that runs pensions and investments for millions of people, and a master trust is a type of pension scheme used by many employers.  Because a master trust looks after a very large number of members:

• it can offer lower charges
• better online services
• and more support as members approach retirement.

As a consequence of the RMDCP Trustee decision, I have been in further dialogue with the Scheme Executive regarding the transfer of member assets to the Legal and General Mastertrust to clarify a number of points, particularly around scheme membership numbers, death in service, Ill health Retirement etc.  I have received helpful responses (in blue) to my questions, which are reproduced in the attached Appendix B.

The Postal Executive has recently received a presentation from the RMDCP Executive along with a Legal & General expert and is satisfied that these changes are positive overall and to the benefit of our members currently in the RMDCP.

It should be noted that more information can be obtained from the dedicated microsite that L&G have set up. The link is as follows and is live now:

www.legalandgeneral.com/rmdcp

Furthermore, two Webinars have been arranged as follows:

Tuesday 14^th April 10.30 to 11.30

Thursday 23^rd April 14.00 to 15.00

RMDCP members will be encouraged to join the webinar and pose questions. Registration for the Webinars can be made via the microsite. The RMDCP Executive is also planning wider communications to engage with scheme members.

In conclusion, the Postal Executive has carefully considered this matter and is of the opinion that the move away from Scottish Widows to the L&G Mastertrust is a positive development.

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

Yours sincerely,

Andy Furey
Assistant Secretary

Attachment 1: 26LTB087 -Royal Mail – Winding up the RMDCP Scheme – L&G Mastertrust

Attachment 2: Appendix A

Attachment 3: Appendix B

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

Further to LTB 074/26 dated 6^th March 2026, Branches are advised that management have refused to accept that the Point of Principle in respect of this issue is appropriate to a DRP. They argue that “it is not a negotiable matter” and that they are simply adhering to their own policy, that allows them to cease the subscriptions from payroll.

We naturally disagree with the position outlined above, as the unilateral decision by Royal Mail impacts detrimentally on the Sports & Social Clubs, as well as thousands of our members right across the entire company.

Consequently, due to the unacceptable obstacles put in the way of our DRP, we have escalated the Point of Principle disagreement to Kieran Judd, Chief People Officer, with the aim of entering meaningful negotiations. At the time of writing this LTB, we are awaiting a reply.

We continue to receive distressing emails from Club Secretaries/Committees, all of whom are extremely worried about these unwelcome developments. In fact, without exception, they all report that the ill-conceived actions of Royal Mail will seriously jeopardise the future wellbeing, and potentially the existence of the clubs.   Additionally, concerns have been received from Branches about the future status of subscriptions from payroll to both Credit Unions & Gyms.

As a reminder the justification from Royal Mail is “simplification” of the payroll systems; however, the current arrangements have been in place for tens of years and there is absolutely no reason why Royal Mail cannot do the right thing by continuing with the arrangements that everyone is happy with.

Essentially, Royal Mail has managed to create upset amongst both club members and the volunteers who run these clubs for the benefit of our members. It can only be hoped that common sense will prevail and that Royal Mail makes a revised decision that supports the Sports & Social Clubs.

In the meantime, Branches are encouraged to proactively engage with the local clubs and to advise them we are doing everything possible to reverse this decision. The clubs are also urged to write to payroll objecting to the changes planned.

Further developments will be reported.

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

Yours sincerely

Andy Furey 

Assistant Secretary 

LTB 086/26 – RM Sports and Social Clubs – Decision to Stop Subs from Payroll

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Royal Mail: Business Standards 2026 – Revised Version

Branches are advised that Royal Mail is today publishing its revised Business Standards for 2026 which are attached.

Clearly, the Business Standards and especially the use of them for Conduct purposes by Royal Mail have been controversial. Indeed, our Branches & Representatives will be fully aware that during the 2022 dispute, the Royal Mail Business Standards were weaponised against our members and reps. This position culminated in the Lord Falconer Review, which exposed the actions of Royal Mail and its use of the Business Standards as a catch-all for charges of gross misconduct.

In the last year, we have been engaging with Royal Mail with the aim of ensuring the Business Standards are less focused on Conduct measures and considerably less threat-centred. To this end, we have been successful in convincing Royal Mail to remove numerous references to “Conduct” from the Business Standards, which we believed were unnecessary.

It should be noted that the Royal Mail Business Standards are not agreed by the union. That said, there has been genuine consultation with us, and we have had the opportunity to make suggestions to improve it and therefore influence the final version. Hence, there is considerably less reliance on the word “conduct”. However, this doesn’t mean it has been removed in its entirety; it is just back to the normal levels seen in earlier versions.

It follows that the company’s Business Standards have been improved and are therefore now more acceptable to us in comparison to the previous version. However, they still remain Royal Mail’s Business Standards and are not agreed with the union.

One particularly positive aspect of the new Business Standards appears on Page 8 under the sub-heading “Trade union activities and industrial action”. The wording overleaf is far superior to the language in the previous version:

“We support your right to join one of our recognised trade unions, the CWU and Unite/CMA, with whom we have worked for over a century”

The Postal Executive, when considering these developments, felt that it was important that our Branches & Representatives were fully aware that the union has been engaging with management on these critical aspects of the new Business Standards, as no doubt local managers will at times reference them. It is therefore important that our activists are knowledgeable about these matters and can reference the document when needed.

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

Yours sincerely

Andy Furey 

Assistant Secretary 

LTB 084/26 – Royal Mail Business Standards 2026 – Revised Version

Attachment to LTB 084/26

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EUREST (EX QUADRANT) PAY SETTLEMENT 2026

The annual Pay Review Date for our Ex-Quadrant members in Eurest was 1^st April and the department has been in discussions with Compass Group/ Eurest on achieving a settlement for the April 1^st Pay date.

It was anticipated the discussions this year could prove extremely difficult, especially against the backdrop of another significant rise to the National Living Wage (NLW), which is relevant with regard to our National C Grade members. The rise in the NLW this year (4.1%) far outstripped all inflation measures and again, made reaching a uniform agreement for all grades extremely challenging.

A negotiators agreement has now been reached with the employer on pay for all CWU grades in Compass Group/Eurest, which has been endorsed by the Postal Executive.

1. 50p minimum increase to each hourly rate of pay thus maintaining the 9p differential to NLW for the National C grades (lowest paid grade), a priority issue for the department, where the 50p uplift would fall below 3% the business have confirmed all employees will receive a minimum of 3% increase.
2. The retention of the £1 premium (O/T) rate for all grades as per current arrangements for hours worked over and above 37.5. I.E. Overtime is paid at £1 per hour more than the standard hourly rate.
3. No change to Night duty allowance rates or rules.

On basic pay the above process is in line with 2025’s pay agreement and does apply a uniform monetary pay uplift for all Grades across the three Pay Ranges. It also ensures that the previous commitment to maintain the Premium overtime hourly rate at £1 above basic pay rate.

As with the 2026 deal the uniform uplift in pay rates results in varying percentage pay rises depending on the starting point. Rises range between 4.1% for National C Grade employees to 3% for Inner London A Grade employees. In the case of the National C Grade although the full 4.1% increase would not have been required to honour the NLW, we have been successful in ensuring that the full uplift was achieved to ensure that we maintain the buffer between C Grade pay and the NLW. C Grade employees are by far the majority grade within the Eurest structure.

Following discussions with the employer, arrangements are being made to ensure that the pay uplifts will be included in April salaries, should the deal be endorsed. If that is not possible then as a minimum, pay for the National C Grade will be uplifted to the new National Minimum Wage from April 1^st with remaining rises applied subsequently and backdated to the pay review date.

The ballot timetable will be:

Papers Despatched: Wednesday 25^th March 2026

Closing Date and result: Tuesday 14^th April 2026

Any enquiries in relation to this LTB should be addressed to Davie Robertson, Assistant Secretary, email: jrodrigues@cwu.org  or jmansell@cwu.org  quoting reference LTB 085/26.

Yours sincerely,

Davie Robertson

Assistant Secretary

LTB 085/26 – EUREST (EX QUADRANT) PAY SETTLEMENT 2026

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BUSINESS AND TRADE SELECT COMMITTEE 24TH OF MARCH 2026

Further to LTB 073/26, branches will be aware that the Business and Trade Select Committee has called Royal Mail, the CWU and Ofcom to an evidence session the 24th of March. Branches are advised they can view the session, which is set to begin at approximately 2:30pm, through this link here.

The CWU will be giving key evidence regarding the service crisis in Royal Mail and the experiences of frontline postal workers to show what has really been happening at Royal Mail over the last few years. This is an important moment for the union and a crucial step in getting politicians and the public to understand some of the wider challenges that our members are facing and our concern over the future direction of the company.

Ahead of this session, we are asking reps and members to write to the Business and Trade Select Committee before the 24th, with their experiences of being a frontline postal worker, particularly in regards to the management of the workplace and the negative impact of the two-tier workforce.

If they have not already done so, reps and members can write directly to the Chair of the Business and Trade Select Committee, Liam Byrne MP, at commonsbtc@parliament.uk.

We have heard from members who have asked about privacy concerns and possible repercussions from the employer. We also know from past experiences that Royal Mail have created a climate of fear over the workforce speaking out. We therefore recommend that any communications to the Committee include a clear request to keep any evidence presented in Parliament free of any identifying information. 

Branches will be aware that we have also asked members and reps to write to their own MPs with a factsheet with key information and asks. We have had thousands of letters sent and an influx of attention on the issue in Parliament as a result. We know this is having a major impact and we are asking reps and branches to ensure that there is as much engagement with this as possible. Members can write to their MP easily via this link.Please encourage all members to take two minutes to email their MP.

We can also advise branches and reps that we will provide an update on the talks with the company and yesterday’s meeting with the Secretary of State early next week.

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

Yours sincerely

Dave Ward

General Secretary

Martin Walsh

Deputy General Secretary (Postal)      

LTB 083/26 – BUSINESS AND TRADE SELECT COMMITTEE 24TH OF MARCH 2026

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• Ballot result Royal Mail Processing Engineering Territorial Representative – Northern

Further to LTB 066/26 dated 5^thMarch 2026, please see below the ballot results for the above position:-Andrew Cutten40Stephen Haggerty83*ElectedMark Hobin80*ElectedIan McMullon57*Elected

Any enquiries regarding this letter to Branches should be addressed by email to lparrett@cwu.org.

Yours sincerely,

Martin Walsh

Deputy General Secretary (P)

LTB 082/26

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Together Alliance March – Saturday 28^thMarch 2026, Central London

Further to LTB 028/26 we would like to update branches on the Together Alliance March taking place on Saturday 28^th Marchin Central London.

Location and Start time:  The March will commence from Park Lane. Please check this link for exact details on how to get to the starting point. There is also a much shorter walk from Trafalgar Square to Whitehall, designed to be inclusive for those with mobility issues. Assembly will be from 12 noon with the aim to commence the March from 1pm.

Union Bloc:  There will be a large trade union bloc with a number of trade unions represented. The CWU will be in between the RMT and BMA. CWU flags will be visible which will indicate our position in the bloc. We would encourage those Branches who are attending to bring their banners.

Celebrating Unity: The Together Alliance group have been with working with Glastonbury organisers to bring a celebration of unity, with famous singers, spoken word artists and Choirs.  

There will be performance stages in both Trafalgar Square and Whitehall. To give you a flavour of some of the artists, bands and singers click here.

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

Yours sincerely,                                   

Dave Ward
General Secretary

Kate Hudson
Head of Equality, Education & Development

081 26LTB – Together Alliance March – Saturday 28th March 2026, Central London

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Further Extension to both the USO and Equalisation

Following a meeting with EP, Royal Mail and the union, we have agreed that we should extend the two DRPs which were intended to end today, until Monday 30^th March.

This is in recognition that progress has been made in both DRPs.  We have jointly agreed to now escalate the equalisation of new entrants’ pay, terms and conditions to EP & CEO and General Secretary & DGS(P) level to try and find a resolution.

The negotiations are still being carried out based on the principle of nothing is agreed until everything is.  It is therefore difficult to communicate the full detail of the negotiations, whilst still under the terms of the DRP.

Royal Mail and the CWU have mutually agreed to a further extension to the two Achieving National Agreement procedures that have been running at the same time – one on the deployment of Universal Service reform and one on the Equalisation of new entrants pay, terms and conditions. 

 The procedures started at the beginning of February and will now conclude on Monday 30^th March 2026.  Discussions have been constructive, with progress made, and we look forward to continuing the talks to hopefully reach agreement on both topics as soon as possible. 

 We will provide a further update in due course.

Alistair Cochrane                                                       Martin Walsh

CEO                                                                                 DGS(P)

The extension will allow for another two weeks of negotiations to try and resolve the current DRP processes.

Yours sincerely

Martin Walsh

Deputy General Secretary (Postal)

LTB 080/26 – Further Extension to both the USO and Equalisation

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Dear Colleagues,

Election of:      Parcelforce Area Health & Safety Representative – South East Region
Parcelforce Worldwide Area Organiser – Northern Ireland

Further to LTB 043/26 dated 12^th February 2026, please see below the results for the ballots that closed today.

AREA HEALTH & SAFETY REPRESENTATIVE – SOUTH EAST REGIONHuw-Glyne-Thomas99*ElectedAaron Green17   Spoilt Ballot Papers – No Vote0 Spoilt Ballot Papers0 Total Ballot Papers Received116 Total Ballot Papers Despatched1023 

AREA ORGANISER – NORTHERN IRELANDStephen Gribben48Michael Mezza68*Elected Spoilt Ballot Papers – No Vote0Spoilt Ballot Papers0Total Ballot Papers Received116Total Ballot Papers Despatched150

Any enquiries regarding this letter to Branches should be addressed by email to lparrett@cwu.org.

Yours sincerely,

Martin Walsh
Deputy General Secretary (P)

26LTB077 – Election of Parcelforce Worldwide Area Ballot Results

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TO:  BRANCHES WITH MEMBERS EMPLOYED BY PARCELFORCE WORLDWIDE (INCLUDING RMSS)

Dear Colleagues,

Election of:      Parcelforce Area Health & Safety Representative – South East Region
Parcelforce Worldwide Area Organiser – Northern Ireland

Further to LTB 043/26 dated 12^th February 2026, please see below the results for the ballots that closed today.

AREA HEALTH & SAFETY REPRESENTATIVE – SOUTH EAST REGIONHuw-Glyne-Thomas99*ElectedAaron Green17   Spoilt Ballot Papers – No Vote0 Spoilt Ballot Papers0 Total Ballot Papers Received116 Total Ballot Papers Despatched1023 

AREA ORGANISER – NORTHERN IRELANDStephen Gribben48Michael Mezza68*Elected Spoilt Ballot Papers – No Vote0Spoilt Ballot Papers0Total Ballot Papers Received116Total Ballot Papers Despatched150

Any enquiries regarding this letter to Branches should be addressed by email to lparrett@cwu.org.

Yours sincerely,

Martin Walsh
Deputy General Secretary (P)

26LTB077 – Election of Parcelforce Worldwide Area Ballot Results

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Neurodiversity Celebration Week 2026

Dear Colleagues,

Neurodiversity Celebration Week (16th – 20th March 2026) is a time to recognise and celebrate the unique strengths and contributions of neurodivergent individuals. It’s also an opportunity for Trade Unions and employers to raise awareness, promote understanding and celebrate differences.

Neurodiversity Celebration Week

Neurodiversity Celebration Week Resources | Mates in Mind

We are raising awareness of the fact that there are several free of charge, open to all, online events for Neurodiversity Celebration Week 2026.

NCW26 Events (List) | Neurodiversity Week

These events cover key topics of neurodiversity, with the aim to educate and inspire.  Please do sign up for as many events as you like and share with your branch networks, as celebrating different minds is important.

Supporting CWU members in the workplace

Whilst lots of neurodivergent people would not consider themselves disabled; it is likely that they meet the wide definition of “disability” under the Equality Act 2010. The definition covers non-visible, mental impairments where they have a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities.

The most simple and straightforward reasonable adjustments can (and often do) make a massive difference to neurodivergent colleagues in their workplaces.

Neurodiversity inclusion

Neurodiversity inclusion in the workplace refers to recognising and accepting the natural human variation in neurological traits among individuals, especially concerning conditions such as Autism, ADHD (Attention Deficit Hyperactivity Disorder), Dyslexia, Dyspraxia, Autism Spectrum Disorder, and other neurological differences.  When embracing neurodiversity inclusion, it is important to try and always emphasise the positive elements of neurodivergent workers, what they bring into workplaces and how they perceive and interact with the world differently than the neurotypical majority.

All employers should strive to create environments where all employees can thrive. Understanding and accommodating neurodiversity has become a crucial aspect of embracing difference in the workplace, as we all bring value to the world of work in our own unique way. Recently updated ACAS guidance can be accessed via the link below:

Making your organisation neuroinclusive – Neurodiversity at work – Acas

Hidden Disabilities Focus – DYSPRAXIA.

Dyspraxia is a neurodivergent condition that affects how the mind processes actions. It usually affects coordination, manual dexterity, movement, balance and organisational abilities. Dyspraxia can affect adults and children across a range of intellectual abilities and is a lifelong condition. It is a common disorder. It is thought that around 6% of the population have Dyspraxia, which equates to approximately 1.6 million workers in the UK, with many workers being severely impacted by the condition. Yet, despite it being as prevalent as dyslexia and significantly more so than Autism, Dyspraxia is much less known about.

Colleagues with Dyspraxia will often face unnecessary barriers whilst at work because of having this condition and often face unconscious bias.

Driving and learning new skills is often taken for granted but is more difficult for someone with Dyspraxia.  If unnecessary work barriers remain, there becomes a higher risk of developing mental health problems, which can include anxiety, depression and social withdrawal.

What causes Dyspraxia? There is no known cause, however you may be more likely to develop it if you were born prematurely. The condition is also more common in men and often runs in families.

Dyspraxia and reasonable adjustments – this could be as simple as removing tasks that require adept co-ordination skills, acceptance of potential reduced manual dexterity, affording extra time for work tasks/work tests and reducing lone working where balance or slip/trip risks exist such as working at height.

The CWU holds several disability risk assessment templates for various neurodivergent conditions which can be provided upon request.

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 076/26 – Neurodiversity inclusivity week

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