ELECTION OF NATIONAL REPRESENTATIVE POSITIONS – 2026

• CWU Young Workers Committee

Further to LTB 164/26 dated 2^nd June 2026, at the close of nominations the following have been received:

CWU YOUNG WORKERS COMMITTEE – POSTAL CONSTITUENCY

EASTERN REGIONJake CooperSouth Central Postal*Elected

MIDLAND REGION Tom FallonBirmingham District Amal*Elected

NORTH EAST REGION Asa JonesYork & District Amal*Elected

NORTH WEST REGION Charlotte HooleGreater Mersey Amal*Elected

NORTHERN IRELAND REGIONNo Nominations Received

SCOTLAND REGIONJack LeslieScotland No 5*Elected

SOUTH EAST REGION Jake LawlorSouthdowns Weald & Rother*Elected

SOUTH WEST REGIONBenjamin SpencerWessex South Central*Elected

WALES REGION No Nominations Received

LONDON REGION Erin MingoLondon Parcels & Stations Amal*Elected

CWU YOUNG WORKERS COMMITTEE – TFS CONSTITUENCY

EASTERN REGIONJodie FuellNorth Anglia*Elected

MIDLAND REGION No Nominations Received

NORTH EAST REGION Georgia SymondsLincolnshire & South Yorks*Elected

NORTH WEST REGION No Nominations Received

NORTHERN IRELAND REGIONHollie GreggNorthern Ireland Telecom*Elected

SCOTLAND REGIONNo Nominations Received

SOUTH EAST REGION No Nominations Received

SOUTH WEST REGIONAbdul KhiyumGreat Western*Elected

WALES REGION Morgan PowellSouth Wales*Elected

LONDON REGION James MasonSth London Surrey & North Hampshire*Elected

UTAW BRANCH Benjamin GirvanUTAW*ElectedDaniel HoultUTAW*Elected

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

Yours sincerely,

Dave Ward
General Secretary

26LTB183 – Election of National Representative Positions 2026 – CWU Young Workers Committee

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Red & Amber Alert 

The Met Office has declared a red alert for parts of the Midlands, Southern England and South Wales.

The Met Office temperature for each location fluctuates during the day, getting hotter in the late afternoon on Wednesdayand in the early afternoon on Thursday. We have been in discussions with Royal Mail and have agreed on the following Joint Statement, which should apply to all units and functions within the red and amber alert periods. Also attached is a copy of the RM SHE Alert which has been issued.

Underpinning this Joint Statement is the shared objective of keeping employees safe during the hottest periods of the day. This Joint Statement also provides a list of options which units can adopt to avoid delivering during this period.

We know that many units have already agreed on a plan to address the red and amber alerts. However, the aim is to ensure that all units have an agreed safe way of working over the next few days. We have also agreed on an escalation process for units without a safe plan in place. The escalation should be raised directly to Divisional Reps and RODs in the first place, and in other functions of the business to the relevant senior manager and senior field official, if they cannot resolve it, then to the signatories of the Joint Statement.

Finally, whilst we believe the Joint Statement will help mitigate our members working in the extreme heat of the day, we nevertheless want to remind all employees of the following:

Colleagues are reminded that workers are protected under Section 44 of the Employment Rights Act 1996, allowing them to remove themselves from situations where they reasonably believe there is a serious and imminent danger. This protection is limited to specific immediate risks to safety; however, it does not apply to general discomfort. If prevailing circumstances do represent a real risk of “serious and imminent danger”, colleagues should aim to seek immediate advice from their local CWU representatives before using rights under Section 44 and speak urgently to their line manager/employer. Protection under Section 44 is an individual choice, not a collective one, although representations can be made for whole groups of workers where higher UK temperatures and specific hot-weather risks are more prevalent.

Please can Branches give this LTB and the Joint Statement the widest possible circulation.

Any enquiries relating to the content of this LTB should be referred to the Deputy General Secretary (Postal) department hford@cwu.org , Outdoor Postal Dept pharacz@cwu.org or Processing, Distribution, Parcelforce, International & Quadrant Dept jrodrigues@cwu.org .

Yours sincerely,

Martin Walsh                                                                               Tony Bouch
Deputy General Secretary  (Postal)                                     Assistant Secretary                                                   

Davie Robertson
Assistant Secretary

LTB 182.26 Red and Amber Alert

LTB 182.26 Att 1 JS – Royal Mail and Communication Workers Union

LTB 182.26 Att 2 SHE Alert FY26 007 Severe Weather Extreme Heat

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NIGEL COTGROVE – FORMER NATIONAL OFFICER

It is with deep sadness that we write to advise branches that Nigel Cotgrove, former National Officer, passed away on Sunday after a sudden illness whilst away on holiday.

Nigel will be fondly remembered as a lifelong trade unionist who was held in high regard by our members and representatives as well as by employers.  He devoted his working life to improving the lives of our members and working people everywhere.

Nigel worked for the Union for over 30 years, beginning in the Research Department in 1989 and moving to the Telecoms and Financial Services Department in 2000, where he worked diligently as a highly respected National Officer until retiring in 2020.

He worked with many different groups of members over the years, prior to retirement from the CWU he had responsibility for BT Consumer, EE, BT Group Customer Billing, BT Group Finance and Yell but had worked across a broad spectrum of companies in T&FS.

Throughout Nigel’s time in the union, he was probably best known for his incredible knowledge of pensions leading many negotiations on various company pensions schemes, on behalf of members across the telecoms and financial services sectors. He continued to use this knowledge as a member nominated director of the BT Pension Scheme, a role he performed with excellence and was recently renominated to continue for another term.

On behalf of the whole of the CWU, we offer our sincere condolences to Nigel’s wife Vicki and his family.

We will advise branches of the arrangements for his funeral in due course.

Any enquiries on the above LTB should be addressed to the General Secretary’s Office at dlynch@cwu.org .

Yours sincerely,

Dave Ward                                                      Karen Rose
General Secretary                                        Deputy General Secretary (Telecoms)

26LTB181 NIGEL COTGROVE FORMER NATIONAL OFFICER

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Updated ‘Severe Weather (HOT WEATHER) Safety Controls Guidance’: 

Royal Mail Group have ‘updated’ their ‘Severe Weather (HOT WEATHER) Safety Controls Guidance’ which is supplementary to the Severe Weather Risk Assessment.

A joint post implementation review was carried out following the Met Office ‘Red Warning’ severe (Over 35C/95F) heatwave on 17, 18 and 19 July. Following those discussions, Royal Mail Group in consultation with the CWU Health, Safety and Environment Department have developed and issued fresh, clearer guidance to clarify and simplify the understanding and process for dealing with severe hot weather and safely managing the workforce to ensure their wellbeing.

I would firstly refer all Branches to the contents of previous LTBs – 310/22 308/22, 306/22, 305/22 226/22 and 213/22.

In developing the new guidance, the implications were considered for the Royal Mail Group workforce as a whole, both indoor and outdoor but for the outdoor workforce in particular who are most affected in hot, sunny, high temperature and heatwave conditions.

The new updated, supplementary guidance designed to deal better with extreme heat (copy attached) has been issued to all Royal Mail Group managers in respect of last week’s Met Office ‘Amber Hot Weather Warning’ and further expected Met Office ‘Amber and Red Weather Warnings’ to come later this month where forecasts are that 35C could be reached on 27 August with high temperatures of 30C/86F to 32C/90F in the days before and after that date.

A copy of the ‘Royal Mail Group ‘Severe Weather (HOT WEATHER) Safety Controls Guidance’ communication is attached for your urgent and priority attention. (Note: This applies to all businesses Royal Mail, Parcelforce Worldwide, RMSS, Royal Mail Property and Facilities Solutions, RM Engineering, RM Fleet etc).

Daily SWRA To Be Completed:

The communication to all PiCs and Managers reinforces the very important need for the implementation of the ‘Severe Weather Risk Assessment’ (SWRA) process in all Offices on a daily basis and with the involvement and consultation of CWU ASRs.

Key Points:

Key points in the ‘Severe Weather (HOT WEATHER) Safety Controls Guidance’ are as follows:

• The guidance communication sets out the businesses’ approach to dealing with the hot weather/intense sunlight, including Amber Warning/Red Warning heat wave situations and gives a clear national steer to managers/PiCs, working with full CWU ASR/WSR engagement/involvement locally, as an integral part of the SWRA process.
• During hot weather, high temperatures and intense sunlight, including heatwave warning situations, a SWRA local risk assessment is to be carried out daily and decisions on delivery and collection adjustments and changes as necessary are to be decided upon and deployed locally to protect the workforce.
• When a Met Office ‘Red level Warning’ is in place for the majority of the duty and temperatures reach 35C/95F, managers will suspend all outdoor operations. All outdoor work will stop at that point including driving with some driving exceptions and indoor operations making necessary adjustments.
• When a Met Office ‘Red level Warning’ or ‘Amber Level Warning’ is in place for part of the duty and temperatures reach 35C/95F, managers will suspend all outdoor operations for that period of the duty during which the warning is in place, including driving with some driving exceptions, with appropriate controls and adjustments made for the rest of the duty. Indoor operations will make necessary adjustments.
• General Controls are listed in the guidance.
• Job Role additional controls are covered in the guidance.

Personal Judgement – Dynamic Risk Assessment – Important Footnote in the new Guidance:

This important part of the SWRA and guidance needs to be drawn to the attention of all outdoor workforce members:

• When working outdoors in hot conditions and sunlight the effects of the weather in the UK environment can potentially have a serious impact on an employee’s health if the risks have not been assessed or properly managed consistent with HSE guidance. This impact may be immediate or it may occur over a long time period.
• All staff significantly impacted by severe sun and heat during their shift have the right to make personal judgements including, should it be necessary, suspending their delivery, collection or duty, to an address, part of their duty, or the whole duty where conditions deteriorate.
• Anyone feeling unwell should stop work and return to their unit/office/depot etc. A manager should be contacted to confirm any change to duties and if assistance/recovery is required.

It needs to be remembered that ‘Personal Judgement’ can be applied by staff at hot weather temperatures below 35C/95F, in situations where individual outdoor workers feel that the sun exposure and heat is too intense and as a result they feel fatigued, stressed or unwell or for any other health condition which is made worse in the heat and sun, then individuals have the right to make a dynamic risk assessment or personal judgement and choice, if they wish to cut off the their duty and return to the Office. Staff do not have to wait until the 35C/95F is reached or a Met Office Warning has been issued.

CWU ASR/WSR Involvement And Consultation:

Full CWU ASR/WSR involvement and consultation is part of the SWRA process. The Manager must consult the CWU ASR/WSR on the assessment and controls as set out in the assessment process and take account of the ASR/WSR input. The supplementary guidance reinforces and re-emphasises the CWU ASR/WSR involvement.

ASR/WSR Action:

• Ensure all Units carry out daily Severe Weather Risk Assessments during the hot weather in consultation with the ASR/WSR and that appropriate fit for purpose risk control actions are taken. Be proactive – if managers don’t contact you – don’t wait – CONTACT THEM!
• Any non-compliance by Unit managers should be progressed by the ASR via the nationally agreed Health and Safety Disputes/Escalations process as set out in RMG SHE Standard 5.1.
• Convey the ‘Sun Safety’ messages to managers and members repeatedly as follows; –  Cover up/keep the dangerous sun rays off your skin. Use sunscreen/sunblock on any exposed skin and avoid sunburn which can lead to skin cancer. Take extra breaks in the shade. Drink plenty of water throughout the day to stay hydrated. Sunburn and dehydration are dangerous. Outdoor staff to make personal judgements throughout the day and return to the office if at any time they feel they need to do so or if they feel unwell, stressed and fatigued due to the heat and intense sunlight.
• Ensure that all vulnerable workers with underlying health issues and pregnant workers are individually risk assessed to ensure their health and wellbeing is protected whilst working in the current weather.

Attachment:  

• Royal Mail Group ‘Severe Weather (HOT WEATHER) Safety Controls Guidance.

Yours sincerely

Dave Joyce
National Health, Safety & Environment Officer

22LTB340 Royal Mail Group Updated ‘Severe Weather (HOT WEATHER) Safety Controls Guidance’

SW Hot Weather Controls Guidance v1.0

Royal Mail Group: Hybrid Working Policy – Decision to Impose Four Day Working in the Workplace

Branches with Admin members including Customer Services, Finance Services, HR Services, and LA1s as well as Parcelforce Admin and PFSL will be aware that the current hybrid working policy, which has been in place since August 2023, allows for a maximum attendance of two days at home and three days in the workplace (on a normal full-time five-day working week).

We have today been formally notified by Royal Mail Management that a decision has been made to enforce a return to four days in the office and the other one day from home for full-timers, and on a pro-rata basis for part-timers.  Royal Mail’s decision has been made unilaterally, and they are not seeking our agreement to this change, as hybrid working was deemed by RM to be discretionary.

The RM comms to Senior Managers is attached to this LTB and the plan is to introduce the new arrangements from 1^stAugust, with July being a transition month.

Many of our Admin grade members will obviously be extremely disappointed by this news as they have made their own arrangements due to personal circumstances around travel, childcare, other caring duties etc. for the three days in the office and two days at home policy.  This change will create a level of upheaval that will not be welcomed.

Finally, members are advised to speak to their CWU Representative for support, advice and guidance.

Further developments will be reported via a LTB once further discussions have taken place.

Yours sincerely

Andy Furey
Assistant Secretary

LTB180.26 Royal Mail Group Hybrid Working Policy -Decision to Impose Four Day Working in the WorkplaceHybrid workingHybrid working

Hybrid working

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FUNERAL ARRANGEMENTS FOR FRED JEPSON 

I am writing to provide an update on the funeral arrangements for Fred Jepson, former London Divisional Representative, NEC/PEC member, and National President of the CWU.

The service will be at 1.45pm on Monday 29^th June at:

Colchester Crematorium
Mersea Road
Colchester
Essex
CO2 8RU

Following the service attendees are invited to gather at the George Hotel in Colchester.

Cherry has informed us that those wishing to stay at the George Hotel for the funeral can benefit from special rates offered by the proprietor.

Our thoughts and condolences continue to be with Fred’s wife Cherry and his family.

Yours sincerely

Dave Ward
GENERAL SECRETARY

26LTB179 – Fred Jepson Funeral Arrangements

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Joint Statement – Agreed National Guidelines for the Deployment of PDA Outdoor Actuals in Parcelforce

Attached for the information of Branches, Parcelforce Representatives and members is a Joint Statement with Parcelforce covering the Agreed Guidelines for the deployment of PDA Outdoor Actuals in Parcelforce.

Parcelforce have been migrating onto Royal Mail IT systems as part of the Building the Future Program which commenced in 2025. As a result of this activity Parcelforce have lost access to previously bespoke PFW systems, which now includes the Parcelforce Route Analytics (PRA) information system.

PRA had been agreed in Parcelforce in March 2021 as one of the Technology Flightpath initiatives emanating from the Pathway to Change National agreement. Effectively this technology gave similar visibility and was built on the same platform as PDA Outdoor Actuals which is currently used within Royal Mail Delivery.

Given the removal of PRA, discussions have been ongoing with Parcelforce, on the potential use of the PDA Outdoor Actuals system, which through the continued integration of technology Parcelforce now have access to. Like PRA the PDA data provides geospatial information to enable a visual debrief to take place once a route has been completed. This data aids the business in ensuring the quality of route structures, whilst also supporting compliance. It is also envisaged in the long term this data will also support generic analysis for the Industrial Engineers for route improvement activity.

The Joint Statement includes the normal safeguards surrounding access and use of data. These include:

“In this spirit both parties agree that the whole approach to this activity should be a positive experience for the individual and an opportunity to identify development areas. Full support will be provided through positive coaching and encouragement to improve. 

The technology is intended primarily as a coaching and feedback tool and will not be used to track or monitor individual performance in real time. It is recognised that the technology may increase levels of individual visibility, and it is agreed that it is not being deployed as a disciplinary tool or to enhance the ability of managers to take disciplinary action.

The deployment of this new technology upgrade will be in line with the established principles defined in the 2011 “The Use of Intermec CN3 Scanners” agreement and the RM PDA Outdoor Actuals agreements.”

Alongside these safeguards the department has ensured joint training will take place on the new process, these sessions will be agreed and shared locally.

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 178/26.

Davie Robertson
Assistant Secretary

LTB 178.26 – Joint Statement – Agreed National Guidelines for the Deployment of PDA Outdoor Actuals in Parcelforce

Parcelforce PDA Outdoor Actuals Briefing Signed – June26

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

Further to LTBs 074/26, 086/26 and 107/26 dated 6^th and 24^th March, and 13^th April respectively.

Branches are advised that discussions have continued on this matter with Simon Cunniffe, Director HR Services.  Unfortunately, we have not been able to persuade Royal Mail to revise their seriously flawed plans to stop our members’ subscriptions to the sports & social clubs via payroll.  In fact, Royal Mail management were planning for the 12 biggest clubs to be served notice this week that the direct subscriptions would be stopping.

Consequently, I have today written formally to Simon Cunniffe seeking a further escalation to Kieran Judd, Chief People Officer.  Also, I have sought agreement for the status quo to continue (i.e the communication to the 12 clubs referred to above be put on hold) until further discussions take place and an agreed way forward is secured.

Royal Mail’s arguments for stopping subscriptions from payroll are simply not compelling to the Postal Executive, especially with the introduction of a sophisticated new HR system costing millions of pounds.  Our strong view is that the new system should be able to easily undertake this activity at minimum cost and with very little constraints in terms of the time needed to perform the associated tasks.

Further developments will be reported following the escalation process and request for the status quo to be maintained whilst negotiations are undertaken at CPO level.

Yours sincerely

Andy Furey
Assistant Secretary

LTB177.26 RM Sports & Social Clubs RM decision to stop subs from Payroll

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Incentive Scheme for Delivery Units

In July 2025 members endorsed both the Rebuilding Royal Mail Part 1 and Part 2 agreements. Part of the commitments within the agreement was for an incentive bonus scheme to be agreed.

Talks began last year on how these schemes would work. The talks within the delivery operations were guided by the following principles:

•  That the scheme would be self-funded.
• That it would be based on the opportunity to receive a bonus payment if the cost per item for an individual unit is reduced.
• That the criteria for achieving the bonus would be based on an individual unit’s own budget and quality.

We have tried to make the scheme simple to understand. The principle is that if the local unit reduces the cost per item through either increased traffic or improvements in productivity/efficiency, then a bonus will be paid. The Terms of Reference (TOR) attached explain how the incentive bonus scheme will work. A more detailed brief of the scheme will be published for reps and managers in due course.

The scheme ensures that 30% of the bonus is guaranteed simply by reducing the unit cost per item. The remaining 70% is linked to quality based on the current unit’s quality performance.

The national agreement reached on USO reform, as agreed within section 2.7, is as follows:

2.7 Delivery Site Incentive Scheme 

RMG and CWU will introduce a new Delivery Site Incentive Scheme in delivery units following each site’s USO go-live date.

• The terms of this incentive scheme will be agreed and self-funded on an adjusted cost per item model, based on an individual unit-specific cost, to the timelines agreed by the working group.
• The scheme will not jeopardise resourcing to workload, or the outputs of the mandatory weekly resourcing meetings which is an absolute necessity under USO reform. Neither will it quicken nor change the mandatory review post-deployment, nor change the job security guarantees.
• The delivery incentive scheme will be reviewed following USO Deployment.
• Further talks on similar schemes in processing and other parts of RMG will continue with the aim of reaching an agreement in line with the commitments set out in Section 5.

Currently there are 26 units across the UK which have so far deployed DM26 and they are:PetworthMossley HillSheppertonIrlamCharltonManchester NothBakewellManchester South EastMarpleDunsRipleyRuncornBarnard CastleRossendaleBramptonClarkstonGrange Over SandsCampbeltownKeswickAlresfordLongridgeLingfieldGarstonSt Ives TRPortlandHebden Bridge

All of these units are already within the incentive scheme, backdated to their deployment date. All units will enter the scheme from day one of their deployment.

The important principle is that whenever a unit falls below the office budget for any quarter, our members will receive a payment. Previously this reduction would have gone back to Royal Mail.

It should also be noted that during the first period after USO deployment, the old pre-USO budget will remain in place, providing a real opportunity for our members to receive a bonus payment.

There are plenty of safeguards within the scheme, including an ongoing review, a governance structure, an escalation process, and safeguards for the Road Traffic Accident (RTA) process.

We are holding a call with the 26 units on Thursday 18^th June to brief the local reps and managers of the 26 DM sites.  A further briefing is scheduled for the Area Delivery Reps of the 26 DM sites. Similarly, we will be holding a briefing for Divisional Reps on 18^th June.

It is the intention to hold a national online briefing on USO in the next two weeks, during which we will also explain the incentive scheme.

This is the first nationally agreed incentive/bonus scheme since PBS (Performance Bonus Scheme) in 2000. This scheme will allow our members within deliveries to potentially receive a quarterly bonus.

Further negotiations will now commence on reviewing how incentive schemes can be introduced across other parts of the Royal Mail Group.

Finally, I would like to place on record my thanks to the following Postal Executive members Owain Beaumont, Darren Glebocki, Steve Halliwell, and Ally Macleod South East Divisional Rep, for their hard work and support in achieving the agreement. I would also like to thank National Officers Davie Robertson and Tony Bouch.

Any enquiries relating to the content of this LTB should be referred to the Deputy General Secretary (Postal) department hford@cwu.org.

Yours sincerely,

Martin Walsh
Deputy General Secretary (Postal)

LTB 176.26 Incentive Scheme for Delivery Units

LTB 176.26 ATT 1 – TOR

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ANGELA NIVEN FORMER PA CENTRAL SERVICES DEPARTMENT – WORKLOAD REDISTRIBUTION

You will be aware that Angela Niven has now left the CWU and as a result her previous workload commitments have been redistributed as follows:

National Welfare Fund Enquiries – Lisa Parrett lparrett@cwu.org

Biennial Conference – Jo Thair jthair@cwu.org

Branch Directory Changes – Jo Thair jthair@cwu.org

Young Workers & Young Workers Conference – Kerry Fleck kfleck@cwu.org

Equality Conferences – Dionne Noel dnoel@cwu.org

Labour Party Conferences 2026 – (arrangements following elections) Ann-Marie O’Brien aobrien@cwu.org

TUC Conferences 2026 (arrangements following elections) – Dawn Lynch dlynch@cwu.org

Retired members – Norman Candy ncandy@cwu.org

The extension number 237 is no longer in operation and the aniven@cwu.org address is only being monitored intermittently so please ensure you use the following e-mails going forward.

If you have any questions or need any further information, please contact dwilshire@cwu.org.

Yours sincerely,

Dave Wilshire
SENIOR POLICY ADVISOR – CENTRAL SERVICES        

26LTB175 Angela Niven former PA Central Services Department – Workload Redistribution

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