ROYAL MAIL PROCESSING ENGINEERING TERRITORIAL REP BALLOT
Northern Territory
Further to LTB’s 24/06 dated 27th January 2026, Branches should note that the ballot timetable for the above elections has now been confirmed with the independent scrutineer, and is as follows:
Ballot Papers Despatched: 19thFebruary 2026
Ballot Closes: 12th March 2026 (1st Post)
Branches should note that the ballot papers will be despatched 2nd class post and returned to the Independent Scrutineer by 2nd class post.
The successful candidates will take up position from Monday 16th March 2026
Any enquiries regarding this letter to Branches should be addressed by email to lparrett@cwu.org.
Parcelforce Area Health & Safety Representative – South East Region 2026
Parcelforce Worldwide Area Organiser – Northern Ireland 2026
Further to LTB’s 25/06 & 26/06 dated 27thJanuary 2026, Branches should note that the ballot timetable for the above elections has now been confirmed with the independent scrutineer, and is as follows:
Ballot Papers Despatched: 19thFebruary 2026
Ballot Closes: 12th March 2026 (1st Post)
Branches should note that the ballot papers will be despatched 2nd class post and returned to the Independent Scrutineer by 2nd class post.
The successful candidates will take up position from Monday 16th March 2026
Any enquiries regarding this letter to Branches should be addressed by email to lparrett@cwu.org.
ROYAL MAIL: RAISING CONCERNS AGREEMENT – CASE STATISTICS
Branches will recall that LTB 166/2025 issued on 8th August 2025 contained the statistics in relation to the six-month review period for Raising Concerns. At that time, the PTCS Department asked for feedback on the application of the Raising Concerns Agreement, and in particular examples of where the process wasn’t being adhered to by managers. This information was required to assist us with further discussions moving forward into the 12-month review of the Agreement. The PTCS Department received a number of enquiries along with some cases that Branches and Representatives wished for us to review and consequently we undertook this activity and provided feedback where appropriate.
Bobby Weatherall, Acting Assistant Secretary, Alan Tate, PE Member, and Peter Donaghy, Policy Advisor, met with Royal Mail on 19th November 2025 to discuss the latest statistics (attached). Following this meeting, we shared this information with the Postal Executive and subsequently presented to the Senior Field Officials (SFO) at their meeting in Cardiff on 4thDecember 2025.
For ease of reference and for the benefit of Branches and members, below is a summarised overview and analysis of the attached statistics:
4,866 cases (as at 7th October 2025) raised since the launch of Raising Concerns
Cases raised under the previous procedures 23/24 = 2,681. The cases raised under the new procedure for 24/25 = 4,275, which is an increase of 59%
67% of the outcomes are informally resolved, upheld or partially upheld
578 concerns have been resolved informally, including through mediation
1,293 concerns have been taken through the formal process of which 52% have been upheld or partially upheld
505 appeals raised since launch. Out of 403 concluded, 28% of appeals are either upheld or partially upheld
Informal cases – 88% have met the 14-day meeting status. 86.9% completed
Formal cases – 95.2% have met the 14-day meeting status. 86.9% completed.
All the above statistics apply to UK operations. There are also statistics for Parcelforce, National Distribution, Fleet Maintenance, PFSL, and Central Functions.
Further to the above, and following feedback from the field, we have made a couple of improvements to the Raising Concerns Agreement and these can be seen in the attached presentation on pages 7, 8 and 9. These are as follows:
Firstly, ‘Where a case is raised against a CWU Representative, the case manager must record this in a drop-down box and ticking ‘Yes’ before they can move forward. They must also inform the Divisional Representative of a case involving a CWU Representative’.
Secondly, the previous wording in the agreement was, ‘Following the formal investigation, the investigating manager will communicate the outcome to the employee raising the concern and to the employee responding to the concern giving their rationale for the decision. This will be set out clearly in a decision report which includes reference to how the evidence they gathered throughout the investigation supports their decision.’
The new wording in the agreement is, ‘Following the formal investigation the investigating manager will communicate the outcome to both the employee who raised the concern and the employee responding to the concern, providing the rationale for the decision. The employee who raised the concern will receive an outcome letter and a decision report outlining the rationale for the outcome. The employee responding to the concern will receive and outcome letter that includes the rationale relevant to their involvement. In both cases, the rationale should reference how the evidence gathered during the investigation supports the decision’.
We are naturally aware and recognise there are frustrations coming from some of our Reps and members whereby they are unhappy with the outcomes of their Raising Concerns case, or the way the manager has dealt with the case. However, these concerns do not indicate there are any underlying problems with the Raising Concerns Agreement itself, and the feedback into the Department is that the process is generally fit for purpose and is in the main working for our members, particularly in comparison to the former arrangements. Crucially, the stats demonstrate that cases are being heard and dealt with in significant numbers and a high number of these cases are completed within the 14-day period. Bobby Weatherall, Postal Executive member, will continue to monitor and review the cases coming into the Department and respond on my behalf.
Lastly, Branches are reminded of the following clause within the Agreement – “Any concerns regarding the interpretation or application of these principles should be referred to the signatories for resolution”.
ROYAL MAIL: THE COLLECTIVE PLAN – ANNUAL BENEFIT STATEMENT & ADJUSTMENT LETTERS
Branches and members are advised that the Collective Plan has issued its first Annual Benefit Statement and adjustment letters. These will be sent via second class post from today, Monday 9th February to all scheme members who were in the Collective Plan between October 2024 and March 2025.
The Annual Benefit Statement tells Collective Plan members how much they’d built up in the Collective Plan to 31 March 2025, how much they might get from the Collective Plan at age 67, and other information the Collective Plan is legally required to send to members.
The adjustment letters inform members of the outcome of the Collective Plan’s valuations, which determine how much everyone’s income for life and lump sum are adjusted. The results of the valuations are:
Income for life built up in the period to 31 March 2025 will increase by 6.4%on 31 March 2026
Lump sum built up in the period to 31 March 2025 will increase by 7.6% on 31 March 2026
Scheme members should remember, everyone’s income for life is adjusted each year by the same percentage, even after you’ve retired, so that the cost of everyone’s income for life stays in balance with the value of the Collective Plan’s assets. This means your income for life can go down as well as up, both before and after you start getting your income for life.
Your lump sum is guaranteed and cannot go down, and each year the Trustee will work out if your lump sum can go up or not, and by how much if it can go up. You will see from above that this year it is going up by 7.6%.
Branches are urged to encourage members to sign up to:
The MSS website where they can see how much has been built up so far and an indication of what they might receive at age 67 (link – https://www.securermcollectiveplan.com). Members must register for the Collective Plan’s Member Self-Service to access the Annual Benefit Statement and adjustment letter in the future as they will only be provided via the MSS from next year. Details about how to do this are included in the letter from the Collective Plan.
Details of dependants – it is also vitally important that members provide these details via the MSS website.
Members can also sign up to the following via the Royal Mail People App
Lump sum booster (a 1% member contribution is matched at 1% by Royal Mail) – Royal Mail – Pensions
AVCs – If members pay AVCs into the Collective Plan, those payments will build up in a separate pot. And they’ll have different rules about how members can take them. Refer to the AVC Handbook. Royal Mail – Pensions
Conclusion
The Collective Plan has been running since 7th October 2024 and this is the first annual valuation (which will be repeated every year going forward). Clearly, this year’s outcome is very healthy and positive for our members.
Lastly, if Branches or members require further information, the attached Q&As will assist. Members can also use the various QR codes to access the relevant information on the Collective Plan website.
Following discussions at national level as part of the Rebuilding Royal Mail, Section 5 commitment on Reducing Reliance on Agency Workers, it has been agreed that a national Recruitment Exercise for LGV Professional Driver Roles will commence for internal candidates on Monday 9th February 2026.
While the exact number of roles at each location is still under review and it has yet to be finalised, we can confirm that business is looking to recruit at the following sites:
Birmingham VOC, Belfast VOC, Carlisle VOC, Chorley VOC, Chelmsford VOC, Croydon VOC, Coventry Hub VOC, East Midlands Airport VOC, Exeter VOC, Gatwick VOC, Greenford VOC, HWDC VOC, Manchester VOC, Midlands Super Hub VOC, Northern Home Counties VOC, Norwich VOC, NW Hub VOC, Peterborough VOC, Plymouth VOC, PRDC VOC, Preston VOC, Scottish Parcel Hub VOC, South East Parcel Hub VOC, Southampton VOC, South West Parcel Hub VOC, Swindon VOC, Tyneside, VOC Woking VOC, Wolverhampton VOC, and Yorkshire Parcel Hub VOC.
While the CWU had requested that the business offer vocational training Royal Mail have confirmed at this time there is no budget for Vocational Driver Training other than a 2026 LGV Apprenticeship program, which will also be launched shortly. Details on that will be confirmed.
As such the internal LGV recruitment program is open to all employees who hold the relevant vocational C+E License. While Driver CPC training will be offered, only candidates with a C+E license and no more than 6 penalty points will be considered.
With a basic salary of £38,307, rising with the April pay award this is an excellent opportunity for Royal Mail Group employees to progress to a Professional Driver role. The recruitment exercise will open for internal candidates on 9th February 2026 and close on the 1st March 2026. After the 1st March 2026 any remaining vacancies will be offered to external candidates.
We would encourage all CWU members in possession of a LGV C+E License who wishes to progress to a Professional Driver role to take advantage of the opportunity and apply for a role at the location(s) of their choice. Applications are through Success Factors.
Attached for the information of Branches, Representatives and Members is the Recruitment Poster, and internal advertisement.
We would ask that Branches give the content of this LTB the widest possible circulation.
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 038/26.
Time to Talk Day 2026 – 5th February 2026Theme: ‘Brave the big talk’.
Dear Colleagues,
Every year Mind and Rethink Mental Illness promote Time to Talk Day – Mind which is ‘a day for friends, families, communities, and workplaces to come together to talk, listen and change lives’.
About Time to Talk Day
Time to Talk Day is held at the beginning of February every year. It is about helping people and communities to come together to have the nation’s biggest mental health conversation day.
The following link provides access to the Mates in Mind website and access to an ‘all year round’ workplace notice board poster, which has a QR code link to over 20 confidential support services and the ‘be a mate’ text support service.
The CWU is again supporting the ‘Time to Talk Day’ national campaign which spotlights the importance of having more open, honest mental health conversations, encouraging people to have those conversations about how they’re feeling and to help combat the stigma that still exists around mental health.
People talking about their mental health and how they are really feeling can be difficult. But talking is crucially important. Mental Health charities and experts continually emphasise the point that the more conversations we have, the better life is for everyone.
Additionally, there are different versions available for each UK nation (England, Scotland, Wales and Northern Ireland), which can be sourced via the following links:
For those who find themselves in situations where you don’t want to talk about feelings or your mental health, there are alternative ways to look for support. New advice on using apps and other digital tools to support mental health was published on 27th January 2026 by the Medicines and Healthcare products Regulatory Agency (MHRA)
This guidance was published for the purpose of advising the public, parents, carers and professionals who use or recommend these digital tools.
Currently there are more than 20,000 mental health apps available in the iOS and Google app stores. These products are now widely available and often used alongside NHS and community care, but it is not always clear which are reliable, safe or right for an individual. The new guidance therefore aims to help people make more informed choices and know what to do if something doesn’t feel right.
In the recent TUC Biennial Trade Union Safety Reps survey, Stress was by far the most widespread workplace concern in all regions and nations.
Stress was identified as the top workplace hazard identified by 79 per cent of all respondents, a higher proportion than both 2022/3 (73 per cent) and 2020/21 (76 per cent).
CWU participation in the TUC Biennial Safety Reps survey was the fifth largest of 36 unions, with 145 CWU Health and Safety Reps taking part in the 2024/25 survey.
So, for 2026 we are again asking branches and Regions to support the ‘Time to Talk Day’ national campaign on 5th February 2026 which spotlights the importance of honest mental health conversations, whilst also recognising that every day has the potential to be a ‘Time to talk’ day.
This LTB is shared on behalf of CWU Central Services.
If you have any questions or need any further information, please contact-
As you may know in 2025, the company suspended enrolment and continuation of Purchase of Annual Leave (POAL) due to concerns about possible legal risks under National Minimum Wage (NMW) Legislation. Since that time, our members have continued to receive the benefits of purchasing annual leave without being required to pay or make up associated payments.
The legislation states that, after Salary Sacrifice, your hourly rate in a pay period cannot be below the current rate of £12.21, which will increase to £12.71 in April. The pay package is complex, as we have the basic, plus functional supplements and shift allowances that are added into take home pay but may not be part of the calculation however we believe that they should be as they are paid year-round and in the case of shift supplements only lost after an 8-week sick absence.
We have taken legal advice to seek clarity on whether this can be added to the basic pay rate, as this makes a big difference in the calculation; we have not received clarification either way. As Royal Mail are also awaiting legal clarification, the company have taken the safe route of implementing a NMW check for eligibility before anyone can participate in the normal POAL scheme.
We must ensure our members are not part of any arrangement that reduces their pay below legal limits or breaches legislation. Such actions may result in fines and extra National Insurance and Tax costs of up to £150 per year for members.
As a result of our discussions, we have been pursuing a temporary replacement scheme for those failing the NMW check, ensuring they can enjoy additional leave.
This has resulted in what is called Annual Leave Unpaid (ALU). This is the same as Unpaid Special Leave, with one difference: there is no impact upon annual leave entitlements. If you take unpaid leave, this can reduce your leave entitlement; this scheme will not have that impact.
We are pursuing payment advances and support to mitigate financial difficulties; this work is ongoing.
In te meantime, as we need our members to have clarity on the extra leave they wish to have at their disposal, the system will go live for opting into the scheme on PSP, Robin or via your manager. All managers have been given instructions on how they should support and deploy the new approach. The new system for POAL and ALU is an annual application and you will need to renew it each year.
For those who will use ALU instead of POAL and are impacted financially, we have suggested ways to mitigate the cost in any given week such as:
Taking less than a full week and supplementing the rest of the leave request with contractual leave i.e. 2 days unpaid, 3 days contractual. This, of course, is your choice and subject to your own finances.
We have suggested saving the money each week into a separate account, so that you can then draw upon it when you take ALU. This again is your choice. The current POAL scheme runs in a similar way but Royal Mail deducts the money directly and keeps it each week/month to pay for the leave when it is taken.
We are still seeking alternatives to the ALU and will be taking this to the Government to seek clarity on the legislation and should we be successful in our interpretation of the Salary Sacrifice legislation in NMW, the ALU would be removed and we would return to the traditional Purchase of Annual Leave system. Until we achieve this or get the required clarity, we have ensured members have access to additional leave.
Several other routes are also being explored to mitigate the impact of the NMW legislation however these require company agreement.
This situation rises not from any individuals’ actions but from the way the legislation is written. While intended to protect employees from exploitation, the legislation has unfortunately resulted in unintended and unwelcome consequences for our members.
Royal Mail Group Half-Term – Dog Awareness Message
The purpose of this LTB is to advise Branches, our Safety Reps and members that week commencing the 9th of February, RMG will be issuing a ‘half-term’ Dog Awareness message, given the spike in dog incidents last year and during this school holiday.
As reported last year during RMG/CWU National Dog Awareness Week (DAW), held in June, a total of 2,197 attacks by dogs on RMG employees took place from March 2024 to March 2025. Although this was a slight reduction from the 2,206 reported in the previous year, these numbers sadly continue to highlight the risk of dog attacks on CWU members within Royal Mail and Parcelforce.
Whilst Dog Awareness is an all-year-round message, the half-term activity from RMG will centre on ‘keeping your fingers safe’ and ‘if you knock on a door and hear a dog barking, please take steps to keep yourself safe’. The key messages will cover:
Avoid putting your fingers through a letterbox:
Use a Posting Peg, the palm of your hand or a safe alternative.
If you cannot get mail through the door without using your fingers, don’t do it.
For undelivered mail, use a P6705 sticker when you return to the unit to endorse the mail item.
Report all hazards to your manager.
If you knock on a door and hear a dog barking, please take steps to keep yourself safe:
Take a few steps back – create distance.
Ask the customer to secure the dog before passing them the item.
Report all instances of dogs being unsecured at the doorstep to your manager.
Attached to this LTB is an advance copy of the RMG SHE (Safety, Health, and Environment) WTLL briefing planned to be issued week commencing 9th February and entitled ‘Keep Every Finger Safe This Half Term’.
Also attached is an advance copy of an RMG (SHE) Huddle entitled ‘Yellow dots for Dog Hazards’, which is due to be issued week commencing the 2ndof February. This communication sets out the required actions to be taken to ensure that all ‘yellow dots’ used to mark dog hazards on an RM2000 fitting are reviewed to ensure they are aligned with the Hazard Cards and Offsite Risk Assessment (ORA) system.
In outlining the above, it is also relevant to remind Branches, our Safety Reps, and members alike of the availability of a Dog Customer Postcard, which can be delivered alongside the normal mail and is designed to help dog owners identify steps they can take to provide a safer delivery point. On one side of the postcard, the customer is asked to support some simple steps to provide a safe delivery point, and the reverse side can be used to notify anyone delivering to their address that they have a dog. These postcards have been in use within Royal Mail for some time now and have been previously communicated in LTB 030/25 to promote their wider use.
Two versions of the Dog Customer Postcard are attached to this LTB, one in English and another in Welsh, and these postcards can be requested from your line manager.
Finally, where a situation arises where the deliveries may need to be halted for safety reasons, the P6705 stickers (a copy also attached) should be used on all returned mail items to identify the unsafe reason(s) that prevented any delivery attempt.
A Reminder of the RMG/CWU Joint Message to all on Delivery and Collections
All individuals who perform deliveries and collections across Royal Mail and Parcelforce are reminded of the need to remain vigilant, cautious, keep safe and take no risks:
Be vigilant, keep safe, take no risks and protect yourself at all times.
Always err on the side of caution.
Don’t enter properties where dogs are running loose.
Don’t put fingers through the letterbox (use your Posting Peg).
Don’t assume a dog won’t bite, as any dog can be aggressive.
Don’t accept an owner’s word that their dog will not bite.
Look for the presence of dogs. Signs on gates, walls and windows, cages in vehicles, toys in gardens.
Rattle the gate to warn a potential dog of your presence.
When calling with an item, ask the customer to put their dog away and step well back from the doorstep to maintain a safe distance. If the customer needs to leave the doorstep to fetch ID or another item, politely ask them to close the door/secure the dog.
Also:
Report all dog attack incidents and near misses.
Remember to report significant dog hazards and inform the manager of any increase in risk/changes. This needs to be captured on ORA (Offsite Risk Assessment).
Mark your frame with a yellow dot where there is a significant dog hazard. Remove any yellow dots on frames no longer appropriate (e.g. the dog no longer resides there).
Put ‘D’ on the envelope and parcels to remind yourself of known dog hazards when you are out on your route.
Message to Safety Reps:
As part of the CWU’s ongoing support for measures aimed to reduce all forms of dog attacks, alongside our wider campaign work to remind the public to be aware of their legal and moral responsibilities to control their dogs and prevent dog attacks, WSRs and ASRs are asked to:
Ensure that this LTB, the key messages outlined, and the attached materials are shared widely within all workplaces.
Support Unit Managers in delivering these key messages on Dog Awareness.
Work with Unit Managers to make sure a good supply of Posting Pegs, P6705 stickers, and the Dog Customer Postcards are available locally.
Visit workplaces – organise a plan of visits ongoing throughout the year, focusing on dog risks and controls.
Carry out Inspections/Investigations following dog related incidents.
Talk to members about the threat of dog attacks.
Introduce yourself to new starters in the unit, typically they will be most at risk, so speak to them about the principles of AVOID and the dangers posed by dog attacks.
Any other enquiries in relation to the LTB should be addressed to: lpietrzykowska@cwu.org
TUC LGBT+ CONFERENCE VISITORS – 25TH-26TH JUNE 2026
The TUC LGBT+ Conference 2026 is being held from Thursday 25th June – Friday 26thJune at the Doubletree by Hilton Metropole, Brighton. The Conference sessions will be as follows:
Thursday 25th June 10.00 – 18.00
Friday 26th June 09.30 – 17.30
The CWU are allowed a limited number of visitors to attend the above Conference and places will be allocated on a first come, first served basis. Due to the need for extra security at all TUC Conferences, names and addresses of those wanting visitor tickets must be supplied and tickets are not transferable.
Anyone interested in attending will need to contact their Branch initially for funding, to include a £15 visitor ticket fee. The easiest way to pay the £15 fee will be for us to transfer it directly from your Branch’s account through the rebate system, therefore please contact Angela Niven by email to conferences@cwu.org with details of which Branch the individual belongs to on application. This needs to be done by no later than midday on Friday 20thFebruary 2026.
Branches will be required to arrange accommodation for the visitors they wish to send along with travel expenses and subsistence.
Any further enquiries with regards this please contact conferences@cwu.org or Angela Niven on 020 8971 7237.
Kate Hudson Head of Equality, Education and Development
CWU Eastern No5 Branch 