EP GROUP/CWU AGREEMENT – REBUILDING ROYAL MAIL – IMPORTANT UPDATE

The purpose of this LTB is to advise CWU Branches, Representatives and Members of some important developments on the above agreement, which has now been ratified by our members, alongside the 3 year pay settlement.

Following a meeting last week between the respective senior teams of RMG and CWU, the Union has written to the CEO of IDS Martin Seidenberg and the interim CEO of RMG Alistair Cochrane, expressing our major disappointment at the company’s failure to communicate and socialise with their managers at all levels, on the substance, content and radical nature of the EP Group/CWU agreement.

It is also noticeable that Royal Mail communicate extensively with employees on Ofcom and the USO but have yet to say anything of substance to their employees on what the EP Group agreement is all about.

To substantiate our concerns the Union has presented the leaders of the company with a comprehensive audit of the agreement, breaking it down section by section and providing overwhelming evidence that Royal Mail are not deploying the overall content and spirit of the agreement. This includes, not bringing to an end their deeply entrenched “It’s our business to run” managerial culture, which inflicted the ongoing resourcing and customer quality crisis that continues to do untold damage to staff morale and the company’s future prospects.

As a result of our concerns, we have formally advised RM that in addition to the need to resolve the outstanding issues on the USO, as reported in LTB 182/25 last week, we cannot reach an agreement on the USO until the following steps are agreed:

1. EP Group/CWU agreement – Deployment of a plan to reset employee and industrial relations at all levels of the business, with a particular focus on specific actions that can be implemented in every office to improve the working environment and end the chaos that continues to take place as a result of a crisis in resourcing and quality of service.
2. EP Group/CWU agreement – Agreement and deployment of a comprehensive communication plan from EP and Royal Mail that explains all sections of the agreement so that no manager, employee or CWU representative is in any doubt that the managerial ethos will change and that Royal Mail now support every part of the agreement.
3. EP Group/CWU agreement – The resolution of all outstanding issues in section 5 to the timescales that were agreed under the EP Group/CWU agreement.
4. USO – Acceptance from Royal Mail that the ODM model does not work and that agreement on USO deployment must be based on the alternative approach our teams have been discussing, alongside deployment of the EP/CWU agreement. 

In taking this decision, we wish to make it clear this is not about deliberately delaying deployment of the USO or not abiding by the commitments we have made in recent agreements. The Union completely recognises why USO reform is necessary and how it is one of the key enablers to turn the fortunes of the company around. However, we cannot move forward when managers at all levels are not visibly and actively embracing the EP Group/CWU agreement, including all the commitments relating directly to the USO.

We understand that in making these valid criticisms of Royal Mail management, our reps and members will rightly question why the new owners have not intervened? Also, whether EP Group are fully committed to the agreement they reached with the Union?

At this stage, in our dealings with EP group, we have not yet had any cause to question their commitment to the agreement and we recognise that it was ultimately their intervention that saw the USO being separated from the pay deal. Furthermore, it is not the job of EP Group to run the business on a day-to-day basis. Nevertheless, we welcome the opportunity to discuss these matters directly with EP either before or at the inaugural Advisory Board meeting, which has now been scheduled for the 11^th September.

We believe the real problem is that there remains deep resentment amongst managers across the business that the EP Group agreement gives postal workers and their Union a greater and more powerful say over how we jointly shape the future direction of the company. Moreover, that managers who supported the previous regime, cannot and will not come to terms with how virtually every section of the agreement reverses the approach the previous Board were taking.

Nobody who reads the agreement could doubt its clarity in every section and just how much it represents a departure from what CWU members have experienced in the last three or four years. Neither could anybody doubt that the agreement is meant to be the foundation for what we all hope is a very different and more positive future, as we navigate necessary change. This is why we cannot allow the current situation to continue.

We will keep Branches updated on the developing situation. In the meantime, we ask that all CWU representatives engage directly with our members on both the content of this LTB and last week’s detailed update setting out our position on the USO.Additionally, we want all reps to meet the managers you interface with and explain the position the Union has taken.

In conclusion, in the coming weeks we will continue to increase communications on a strategy to ensure managers, representatives and our members fully understand the importance of every aspect of the EP Group/CWU agreement, including the elements that were negotiated with the direct involvement of the UK Government.

Finally, the key message every single representative needs to take from this LTB is that we cannot view the USO or any other issue as separate from the EP Group/CWU agreement – the Unions position is clear – we can only move these matters forward together.

Yours sincerely

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

25LTB186 EP GROUP CWU AGREEMENT REBUILDING ROYAL MAIL IMPORTANT UPDATE

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REBUILDING ROYAL MAIL GROUP PARTS ONE AND TWO – MEMBERS BALLOT RESULT

 Please find attached the scrutineers’ report for the Rebuilding Royal Mail Group Parts One and Two ballots.

Yes 79.5%

No 20.5%

This is a very strong yes vote of around 4 to 1.  It is an emphatic endorsement of the union’s position and the agreements we have reached.

The turnout was 43.5%.  This is comparable with most pay ballots of this nature.

The backpay due as a result of this agreement will be paid to weekly paid employees on 26^th September.  It will be paid to monthly paid employees on 30^th September.  This will include backpay on overtime, scheduled attendance and all elements of pay.

We will be issuing wider communications tomorrow on the EP Group/CWU agreement.  We are also in the process of arranging an online briefing for all CWU local representatives and a live session for members.

 Any enquiries in relation to the content of this LTB should be addressed to the SDGS Department (lparrett@cwu.org)

Thank you for your support.

Yours sincerely,

Martin Walsh                                                                        Dave Ward

Deputy General Secretary (Postal)                               General Secretary

LTB 185-25 – REBUILDING ROYAL MAIL GROUP PARTS ONE AND TWO – MEMBERS BALLOT RESULT

Attachment to LTB 185-25 – V1707_1 260825 ROV CWU RMG Pay Ballot 2025

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New Posting Peg Trial (Revised Version) Within Royal Mail

Dear Colleagues,

Branches and members may recall LTB 005/25, issued on 15^thJanuary, which reported on a new prototype Posting Peg that had been developed and was being trialled at the Derby, Swindon, Chippenham, Dore and Rye Delivery units.

Whilst taking longer than planned, the trial has now concluded. Although there was some positive response to the new design of the Posting Peg, the overall feedback from this trial was clear that it could be further improved, particularly, by making it smaller and slimmer.

Accordingly, a revised design has now been developed to reflect this feedback and a diagram of this new Posting Peg, compared to the former prototype, is attached.

The trial will commence w/c 1^st September and is planned to run for approximately four weeks. Each participating unit will be issued 20 of the newly designed Posting Pegs to be tested in the live operational environment. These units are:

• Ary (KA);
• Ashford (TN);
• Boole & Seaforth (L);
• Bury (BL);
• Plymouth (PL).

As a means of further information on this new trial, please find attached a SHE Huddle briefing due to be issued at each of the trial sites.

In advance of this activity being launched in each unit, a remote meeting call has been held to outline the details and aims of the trial, which has involved the relevant unit COMs, SHE advisors, and CWU ASRs.

On completion of the trial, feedback will be sought directly from those involved via a QR code, with the feedback then being reviewed by the RM / CWU National Joint Dog Awareness Working Group in terms of the next steps.

From the CWU perspective, this new trial of a revised version of the Posting Peg is welcomed, as based on the latest figures shared by Royal Mail, circa 403 dog bite incidents through the letterbox were reported last year, which is an increase on the year before. Accordingly, I have no hesitation in encouraging our Safety and IR Reps, alongside members in the listed units, to fully support and engage in the trial and equally provide feedback.

Finally, in setting out the above, it is relevant to remind Branches that letterbox bites are reportable as an offence under the Dangerous Dogs Act (Section 3), which followed the Court of Appeal decision in 2022 whereby postal workers do have applied access rights at letterboxes and as such, are protected by the Act. Sadly, there remains some confusion in this regard and over trespassing laws, with even some Police Officers offering wrong advice on this issue, if hands / fingers accidentally enter the letterbox aperture. The full details of the Court of Appeal ruling were set out in LTB 220/22.

Further updates in terms of this trial output will be issued in due course. In the meantime, 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 184-25 – New Posting Peg Trial – Revised Version

Diagram New Posting Peg Trial – Revised Version

SHE Huddle – Posting Peg Revised Version Aug25

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• Royal Mail Divisional Representative (Substitute) – Midland 

Further to LTB 160/25 dated 1^st August 2025 in regard to the above vacancy

At the close of nominations on 22 August 2025 (14.00), the following nominations have been received.*Ballot RequiredJason CornwallNorth Staffordshire PostalDarren JonesLeicestershireStuart McLeanNottingham & District AmalSajid ShaikhBirmingham & District AmalJason SteathamWolverhampton & District Amal

The timetable for the above ballot will be advised to branches in due course.

Any enquiries in relation to this LTB should be addressed to the Senior Deputy General Secretary’s Department on telephone number 0208 971 7237 or email address sdgs@cwu.org .

Yours sincerely,

Tony Kearns
Senior Deputy General Secretary

25LTB183 – Election of RM Divisional Representative Substitute – Midland

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Update on USO Negotiations 

The purpose of this communication is to give Branches, representatives, and members a full update on the ongoing negotiations with Royal Mail on the future of the USO and a detailed breakdown of the status of each pilot office so we are as open and transparent as possible.

The CWU remain fully committed to agreeing USO reform. Our position is one that has been consistent throughout the negotiations – any agreement must restore confidence in the workplace, quality of service and deliver the platform to rebuild Royal Mail.

In December 2024, Royal Mail and the CWU agreed to deploy 37 pilot sites using Royal Mail’s preferred USO option – the Optimised Delivery Model (ODM). The design of the Optimised Delivery Model was based on removing one person from every four duties which were in scope.

35 pilots were deployed commencing from February 2025, with the last pilot going live in early June. We are currently in August, traditionally the lightest traffic period of the year, and the majority of pilot units are not clearing or working successfully with ODM.

We have seen significant numbers of duties and hours being reinstated for some pilots and units. For example, Stockton on Tees DO have had over 50 duties reinstated but the office is still not clearing daily. Far too often it has taken too long to implement fixes, and the vast majority of PIRs are still ongoing.

Attached to this LTB is a report from the reps on the ground for each pilot site. Apart from some small units that are working better, far too many are failing during the lightest period of the year. This is despite the unit having surplus staff and staff from neighbouring units being used.

We understand that it has been a challenging time and would like to thank all our members and representatives at the pilot sites for their hard work thus far. Please be assured that resolving and fixing the pilots remains our top priority.

The evidence from the pilots is crystal clear – the CWU does not believe that the Optimised Delivery Model and its design of four into three duties is an acceptable or realistic proposal, and we have no confidence that it could be deployed successfully in the remaining 1,250 Delivery Units.

We have therefore been engaging with Royal Mail over an alternative model, that is based on a heavy and light option which we expect the pilot units to introduce when we reach an agreement.

The CWU option enables individuals to stay on their duty, helps to resolve non-driver issues, and mitigates fatigue issues associated with the Optimised Delivery Model.

Within the negotiations, we have also been discussing the possibility of a shorter Saturday attendance option of 5 hours and 45 minutes, as well as an alternative option for every other Saturday off with slightly longer attendance.

Additionally, we are in discussions about how the CWU model can assist in moving start and finish times earlier, as 50% of the manual prep workload is in the unit before wave one arrives.

The principle of the heavy and light model is that 50% of your duty each day has all the mail, and 50% is just first class and parcels. This rotates daily, Monday through to Friday. You would also take part of a further duty set at heavy as part of your daily workload Monday to Friday.

We have been discussing an 8 into 7 model for town duties with the seventh duty being reviewed against strict criteria linked to achieving quality and having fair and manageable workload. The impasse on this issue is the CWU want the seventh duty to be designed an actual duty within the 8 walks, whereas Royal Mail want it to be more ad hoc.

The CWU cannot reach an agreement which has the potential to worsen the quality of service under a new USO model.  We do not believe that the £300 million saving was ever realistic, especially given the state some units have been in since Royal Mail decided to impose revisions in 2022 and 2023.

Our members across Royal Mail have seen unprecedented growth in tracked products alongside unusually high levels of letters so far this year and which has continued through the normal lighter summer period.

We realise many units are seeing frame changes and colour coding and may believe this is the start of the units being deployed. It is not.

Whilst this activity maybe unsettling for some members we want to be absolutely clear – there will be no introduction or deployment of any changes to the USO in your units until there is a full national agreement in place and subsequently your local rep and office have signed off and voted on how this will impact your office. Given the sheer scale of this change and the political sensitivities around the USO, Royal Mail cannot implement this without agreement. We need you to take confidence from that.

Ahead of any agreement being reached, the agreed reset of and employee and industrial relations will be crucial to ensuring that it creates a platform for genuine engagement and respect in the workplace. We will also require the commitments within the EP / CWU agreement to be agreed and honoured within the timescales set out.

We will keep Divisions and Branches updated on negotiations over the coming days. The role of our Divisions and Branches now is to cascade this information into every office in the UK and we ask that meetings commence with immediate effect to build support for the unions position which we have outlined in this communication.

Finally, we will be issuing further communications early next week following the members ballot result on areas we believe Royal Mail are acting outside of the spirit and intention of the EP Group / CWU agreement and how we plan to handle this.

Any enquiries in relation to the content of this LTB should be addressed to the DGS(P) Department.

Martin Walsh
Deputy General Secretary Postal

Dave Ward
General Secretary

25LTB182 Update on USO Negotiations 

Pilot unit update

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The Equality Act 2010 and Casework Workshop

The purpose of this LTB is to advise branches that a one-day workshop will take place on the 22nd October 2025 between 10:00 – 16:00 at Summer Lane, Birmingham, B19 3TH.

The workshop is designed to assist Representatives and Officials who have day-to-day dealings with disability related casework and is a mix of presentations with Q&A’s and will include:

• What do we mean by a reasonable adjustment
• Applying the Equality Act effectively in a case
• Equality Act 2010 – Various case studies

Applications should be made via the membership Portal by the cut-off dates shown below.DateWorkshopCut off22/10/2025The Equality Act 2010 and Casework Workshop 25/09/2025

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

Yours sincerely,

Kate Hudson
Head of Equality, Education & Development

LTB 181/25 – The Equality Act 2010 and Casework Workshop

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60^th Anniversary Race Relations Act – Series of Bitesize Sessions

The purpose of this LTB is to advise branches that the Equality, Education & Development Department are piloting a new opportunity to engage in some lite-learning with a series of bitesize education sessions dedicated to the 60^th anniversary of the Race Relations Act.

The sessions will run for 30 minutes and will include an opportunity for questions and discussion at the end of each one.

Please note the conclusion of the bitesize series is an ‘in-person session’ that is scheduled to take place during Day 2 of our National Equality Event (see LTB 175/25). The guest speaker will be Amarjite Singh, TUC Wales.

The first three sessions will all start at 6pm.

• Session 1, Thursday 25^th September
• Session 2, Thursday 2^nd October
• Session 3, Thursday 9^th October
• Final session in-person, Bournemouth

For further information and to register your interest please see the attached flyer and QR code. Alternatively, email us at equality&education@cwu.org and we will send you the link on the day of each session.

Yours sincerely, 

Kate Hudson
Head of Equality, Education & Development

LTB 180/25 – 60th Anniversary Race Relations Act Series of Bitesize Sessions

PDF Attachment: 08398 – 60th Anniversary of the Race Relations Act – sessions

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CWU RULE BOOK 2025

Please find attached a copy of the revised CWU Rule Book 2025 which incorporates the necessary changes required as a result of the rule amendments at the Special Rules Revision Conference held in Blackpool on 29^th June 2025.

The new Rule Book is on the website and you can find by using the following link:

Click to access Rule-Book-2025-Updated-August-2025-Final-Version.pdf

Any enquiries regarding this LTB should be addressed to Angela Niven on telephone number 020 8971 7237, or email address sdgs@cwu.org.

Yours sincerely,

Dave Ward

General Secretary

LTB 179/25 – CWU Rule Book 2025

Rule-Book-2025-Updated-August 2025 Final Version

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Post Office: Franchising Programme

Further to LTBs 105/25, 107/25, 147/25, 155/25 and 171/25.  This morning, Post Office announced that the franchise partner for Inverness Crown Office will be Co-op.  An online meeting with the Inverness members took place with management this morning, and Richard Titterington, Territorial Rep (covering for Carole Bowmaker), was involved to provide support.  This means that Post Office has now made announcements regarding all 108 Crowns and has advised our members of the franchise partners, the details of which are attached.

Unwelcome Potential for Double TUPE – Eight Crowns

As reported in LTB171/25, members in eight Crowns are facing the possibility of a double TUPE, which we have strongly objected to.  Dave Ward, General Secretary, and I have had positive discussions today with the Post Office Chairman, CEO and Chief People Officer and a proposal has been put to us that would avoid the double TUPE position.  We believe there is merit in the Post Office proposal; however, the detail will need to be finalised before we are in a position to communicate more fully on this matter with the impacted members.  The affected Crowns, which are not due to be franchised until the 2^nd week of November are as follows:CoshamPortsmouthKirkwallPrestwichMerthyr TydfilStornowayPort TalbotYate Sodbury

Further developments regarding this matter will be reported to our Territorial Reps and directly to the members.

Legal Advice from Unionline for Members’ Settlement Agreements

Members are reminded that if they decline to TUPE and opt to take an enhanced severance package, the union is happy to recommend the services of Unionline, who have extensive experience in assisting with Settlement Agreements.

At our request, Post Office has facilitated three online sessions this with Unionline to assist members in accessing these services.  At the time of writing, two of these sessions have taken place and there is a degree of interest from members in accessing support from Unionline.  The contact 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.

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

Yours sincerely,

Andy Furey 

Assistant Secretary

LTB 178/25 – Post Office – Franchising Programme

Attachment 2: Attachment to 25LTB178

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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                          

ERRATA LTB 172 – CWU Regional Structure – Election of the 5 Regional Officials

Att: Regional Area Form Download

Att: Guidelines for Regional Official 2025 PDF

Att: Candidate-Biographical-Detail-Consent-Form Download

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