ROYAL MAIL PENSION PLAN

MEMBER NOMINATED TRUSTEE DIRECTOR ELECTION 2026

Please find attached a copy of the Independent Scrutineer’s report in relation to the ballot for the above position.

Please can you ensure that the above information is brought to the attention of the relevant members of your Branch.

Any queries regarding this LTB should be sent to dwilshire@cwu.org  

Yours sincerely

Dave Ward                                                   

General Secretary                                     

LTB 093/26 – ROYAL MAIL PENSION PLAN – MEMBER NOMINATED TRUSTEE DIRECTOR ELECTION 2026

ROYAL MAIL PENSION PLAN – MEMBER NOMINATED TRUSTEE DIRECTOR ELECTION 2026 RESULTS

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Pay Agreement 2026/2027

We have received several enquiries regarding the pay agreement for 2026/27. When the pay agreement was endorsed by members in July 2025, the following formula was contained within the agreement:

• The equivalent rate of CPI inflation based on the three-month average of CPI inflation in January, February and March 2026, as stated by the Office for National Statistics. The award will be effective from 1^st April 2026. This will flow through to all elements of pay as set out in the 2025 award.
• If the average three-month CPI figure is less than 2%, all employees will receive 2%.
• If the average three-month CPI figure is above 3%, there will be a reopener clause for both parties to review the award against the overall financial and operational performance of the business at that time.

The CPI figure for January and February was 3%. The March CPI figure will be published on 22^nd April 2026. The Bank of England are forecasting that due to the war in Iran and the impact on crude oil prices, inflation for March will be around 3.5%, which will mean an average of 3.13% over the three months.

The results of the two DRPs on USO and Equalisation will also be a factor within any discussions about the reopener clause.

We understand that members are eager to receive their pay increase as soon as possible. Our aim is to agree this promptly with Royal Mail once the March CPI figure is published on 22^ndApril so we can agree on the percentage to be paid and backdated to 1^st April 2026.

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

Yours sincerely,

Martin Walsh

Deputy General Secretary (Postal)

LTB 92/26 – Pay Agreement 2026 2027

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Low / Ground-level Letterboxes Campaign Update – New Scottish Building Regulations

Dear Colleagues,

The purpose of this LTB is to report a positive development in the CWU campaign to make the industry standard, minimum letterbox heights mandatory under the law for all new builds and new front doors.

As Branches will be aware, the industry standard BSEN 13724:2013 (Annex B, Page 27), referring to the letterbox as the ‘aperture’, states: ‘For ergonomic reasons the lower edge of the lowest aperture and the upper edge of the highest aperture should be at a height between 700mm (approx. 2ft 3½in) and 1700mm (approx. 5ft 7in) measured from the delivery floor level.’

It is therefore a welcome step, although one limited to Scotland only at this time, that the new edition of The Scottish Building Standards Technical Handbook Domestic contains a specific reference to the BSEN 13724:2013 industry standard.

The Handbook, which comes into effect from 6^th April 2026, states: ‘If fitted with a letterplate, the height of the aperture should be located at a height between 700 mm and 1.7 m above ground level so as not to endanger the health and safety of persons using such apertures in accordance with the recommendations of BS EN 13724: 2013’.

Therefore, if any new letterbox is notfitted in accordance with this standard after 6^th April, we encourage CWU Representatives and Branches in Scotland to cite health and safety endangerment on any challenge to homeowners or home builders who are not compliant with the above.

While this is a welcome step in the right direction, it is disappointing that building regulations covering the rest of the UK are not yet amended in accordance with the longstanding aims and aspirations of the CWU.

Branches will recall that, as reported back in January in LTB 015/26, CWU representatives met with Samantha Dixon MP (Chester North & Neston), who is the Under-Secretary of State for Housing, Communities and Local Government. The Under-Secretary told us that she was sympathetic with the CWU position and was awaiting a report relating to a review of building regulations within her own area of authority.

We continue to request further progress on this and we will, of course, update Branches as and when we hear further news. In the meantime, the Department is continuing to ask Area Delivery and Area Safety Reps, outside of Scotland, to assist in further strengthening the union’s case by continuing to undertake the following:

1. Please monitor and note significant new build construction projects within your area.
2. Please make contact with the respective local authority and the company concerned with regard to these projects, ensuring that they know about the recommended letterbox placement dimensions as advised by the relevant section of BSEN 13724:2013, the reasons why the CWU is prioritising this issue and request their compliance.
3. Please note the details and report back to the Outdoor Department and / or Jamie McGovern on jMcGovern@cwu.org.

Your assistance in this is much appreciated. 

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 091/26 – Low and Ground-level Letterboxes – Scotland Update

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Royal Mail Uniform Update

Dear Colleagues,

The purpose of this LTB is to update Branches on recent developments with regards to uniform matters and about what is on the agenda for the period ahead, as part of the activity linked to the National Joint Working Group. A summary of the changes coming in and plans ahead is as follows:

What is new or changed

• Cagoule will be available from end of May 2026;
• Two new trainer styles will be available in April 2026;
• All heat-seal logos are being replaced with a new woven badge;
• Cushion flex trainers have been re-designed to the sport flex.

What is being trialled

• Outdoor resistance jacket – a lighter weight fabric and improved breathable membrane;
• Beanie hat – new fleece material;
• Snood – new item.

Trials coming up

• Round necked T-shirt – new item;
• Male shorts are being re-designed for a better fit;
• New stretch fabric for the lite walking trousers;
• Outdoor gilet has been re-designed with an improved fit;
• Neck guard added to the explorer hat;
• Baseball cap has been re-designed – back to an adjuster strap, neck guard removed and improved fit overall.

The business has advised us that volunteers are being sought for forthcoming trials and that individuals who want to volunteer can find the details on the Robin app.

Further information and images of several of these uniform items, from the business and the supplier, are attached as Appendix – Overview and Images.

Ordering procedures remain the same. The uniform ordering platform can be accessed via the Robin app and it has been confirmed that a user login or password are no longer required. The terms of any arrangements for footwear or garment special measures, specific needs items and / or footwear reimbursements due to medical conditions remain as previously outlined. For ease, please see attached LTBs 303/21 and 391/21, which advise on this. The union has proposed an increase to the reimbursement allowances and continues to seek an appropriate raise.

May – RM Uniform Month

The business has informed us that a range of uniform-related information and communications will be circulated throughout May, which will include posters and stickers in workplaces, WTLL videos and other advice aimed at raising awareness, improving compliance and ensuring full knowledge of the range available and how to order, as well as the uniform returns process.

This is also a good opportunity for branches to encourage area and unit reps to take up uniform-related issues on behalf of members.

Uniform Roadshows 2026

As previously, there are more Uniform Roadshows planned for 2026 to showcase various items and take questions and feedback.

The next two site visits will take place in London next month, at EC1-4/W1DO on 21^st April and WCDO on 22^nd April.

The Department has been advised that Branches are invited to suggest larger sites (i.e. SIP 150+) for the upcoming Roadshow visits. This invitation comes with the caveat that a maximum of two or three visits per month will happen and not every request can necessarily be met.

CWU Conference 2026

Branches will be aware that CWU Conference is taking place on 10^th – 14^th May (the General Conference on the 10^th and 11^th, followed by the Postal Conference on 12^th – 14^th) and Sam Dixon, the Royal Mail lead, will be running her regular Royal Mail uniform stand, which is going to be located near Solent Hall. Please visit the stand and try on some of the new kit.

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 090/26 – RM Uniform Update

Appendix – Overview and Images

LTB 303-21 – RM Uniform Special Measure Arrangements

LTB 391-21 – RM Footwear Reimbursement Process

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Royal Mail: PFSL – National Minimum Wage Uplift for Cleaners 

Branches are advised that PFSL management have confirmed that the hourly pay rate for our Cleaning members will rise in line with the National Minimum Wage legislation from April. This means our cleaning members who were on £12.60 per hour as agreed in the last pay negotiation will receive an increase to £12.71 per hour.

Pay Negotiations for the 2026 Pay Review 

Branches are also advised that yesterday, Postal Executive members, Bobby Weatherall,  Alan Tate and myself met PFSL management to commence pay negotiations for all of our members in PFSL in line with LTB 067/26 dated 5^th March.

This initial meeting afforded us with the opportunity to elaborate on our formal claim which includes the objective of securing the Real Living Wage hourly rate for our cleaning members. It should therefore be noted that the increase referred above is outside of the pay negotiations as it is occurring due to the legislation surrounding the National Minimum Wage.

Further pay negotiations have been scheduled in the coming weeks and further developments will be reported as appropriate.

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

Yours sincerely

Andy Furey 

Assistant Secretary 

LTB 089/26 – Royal Mail PFSL – National Minimum Wage for Cleaners

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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^thMarch 2026

Closing Date and result: Tuesday 14^thApril 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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APPOINTMENT OF DAVE WARD TO FAIR WORK AGENCY ADVISORY BOARD

The purpose of this LTB is to let branches know that I have been appointed as a trade union representative member of the Fair Work Agency Advisory Board.

The Fair Work Agency (FWA), launching in April 2026, is the government’s new employment rights enforcement agency. The FWA brings together existing labour enforcement agencies and new enforcement powers to ensure employers are compliant with employment law and that the newly introduced Employment Rights Act is complied with. It will have the power to investigate and take action against businesses who do not comply with the law, providing more security for workers across the country. The creation of the Fair Work Agency was a key pillar of the New Deal for Workers and will provide another method of enforcing workers rights, without always relying on the tribunal system. You can find out more about the Fair Work Agency here.

The Advisory Board of the FWA will shape the strategy of the agency and focus the management of its resources in a complex and quickly-evolving world of work. The Board is comprised of employer representatives, independent representatives and trade union representatives. I will be joined by Diana Holland, formerly of Unite and Mike Clancy, General Secretary of Prospect. This role does not distract from my responsibilities as General Secretary in any way.

This is a significant opportunity for trade unions to develop a truly effective strategy for the FWA, for both the present and the future, and ensure the vital policies contained within the Employment Rights Act are enforced properly and are not avoided by employers. Formal trade union representation in our key labour enforcement body is another step towards rectifying the imbalance in the world of work and bringing power back into workplaces across the country.

Please contact the General Secretary’s Department for more information or any questions at dlynch@cwu.org.

Yours sincerely,                                   

Dave Ward                                                   

General Secretary    

LTB 088/26 – APPOINTMENT OF DAVE WARD TO FAIR WORK AGENCY ADVISORY BOARD       

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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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