STRESS AWARENESS MONTH 2026- HEALTH & WELLBEING COMMUNICATION

Information is provided below to assist branches when undertaking any activities for Stress Awareness Month 2025. This LTB is shared as a communication in line with planned Health, Safety and Wellbeing Activities/Campaigns for 2026.

Psychosocial risks like stress, workload pressure and poor workplace cultures are increasingly recognised as a major workplace risk. The latest HSE statistics for 2024/25 (published in November 2025) showed that 964,000 workers were suffering from work-related stress, depression, or anxiety (new or long-standing) in 2024/25. This represents a significant increase on the 2024 figure of 776,000.

409,000 workers report suffering from a new case of work-related stress, depression, or anxiety in 2024/25, again a significant increase on the previous year’s figure of 300,000.

Stress Awareness Month is an event that has been observed since 1992, it serves as a gateway to open conversations about stress, signpost people to the right support and help us all prioritise our mental health. It is promoted by numerous organisations and the NHS.

What’s new.

The 2026 #BeTheChange theme is about encouraging others to take action to support individuals who may be struggling to manage stress.

Stress Awareness Month 2026 – The Stress Management Society

Mental Health UK have created some especially useful downloadable resources for 2026.

Downloadable resources – Mental Health UK

There are several ‘How does it really feel on the inside’ guides, which provide facts about common mental health conditions, as well as practical self-help tips on stress and anxiety. Plus, there are six conversational guides and advice on how to speak to your doctor.

The HSE are also circulating their free guidance and tools throughout April,

understand the impact of work-related stress

free Working Minds learning module

The HSE Working Minds learning module is free and can be signed up for via the link above, it will help colleagues understand the HSE Management Standards: whereby employers have a duty to actively manage six key areas of work design which are:

Demands – Workload, work patterns, and the work environment.

Control – The degree of control workers have over their work.

Support – The support workers receive from managers and colleagues.

Relationships – Promoting positive relationships at work.

Role – Understanding of job role and responsibilities.

Change – Managing and communicating change effectively.

In terms of the six key workplace stressors detailed above, the below ‘Key Considerations’ are shared for wider understanding of what any undertaken Stress Risk Assessment should aim to achieve.

Demands How any supported employee should feel: 

• You can cope with the demands of your job.
• You are provided with achievable demands in relation to the hours you work.
• Your skills and abilities are matched to the demands of your job.
• Concerns about your work environment are addressed.

ControlHow any supported employee should feel: 

• Consulted over the way their work is organised and undertaken, e.g. through regular meetings, one-to-ones, performance reviews.
• Regular opportunities for discussion and input at the start of projects or new pieces of work.
• Encouraged to use their skills and initiative to do their work.
• Consulted over things affecting their work.
• Encouraged to develop new skills and undertake new and challenging pieces of work.

 SupportHow any supported employee should feel: 

• They receive information and support from other employees and their managers.
• The organisation has systems in place to enable and encourage managers to support their employees and for employees to support one another.
• They know what support is available and how to access it.
• They know how to access the resources they need.
• They receive regular and constructive feedback.

RelationshipsHow any supported employee should feel: 

• Not subjected to unacceptable behaviours such as bullying or harassment at work.
• The organisation promotes positive behaviours at work.
• The organisation has agreed policies and procedures to prevent or resolve unacceptable behaviour.
• The organisation has systems in place to enable and encourage managers to deal with unacceptable behaviour.
• The organisation has systems in place to enable and encourage employees to report unacceptable behaviour.

RoleHow any supported employee should feel: ·       They understand their role and responsibilities.

·       The organisation provides information to enable them to understand their role and all their responsibilities.

·       The requirements the organisation places on them are clear.

·       They can raise concerns about any uncertainties or conflicts they have in their role and responsibilities through the systems that the organisation has in place.

ChangeHow any supported employee should feel: 

• The organisation engages with them frequently when undergoing change.
• They are provided with timely information, enabling them to understand the reasons for proposed changes.
• They are consulted on changes and provided with opportunities for them to influence proposals.
• They are aware of the probable impact of any changes to their job and, if necessary, they are given training to support any changes in their job.

Templated CWU examples of robust Stress Risk Assessments and Stress Action Plans can be shared upon request.

If you have any questions or need any further information relating to this LTB, please contact Jamie McGovern on jmcgovern@cwu.org.

Yours sincerely

Jamie McGovern, FRSPH MIIAI

Health & Safety Policy Assistant, Central Services

LTB 097/26 – STRESS AWARENESS MONTH 2026

View Online

Bowel Cancer Awareness Month 2026 – Health & Wellbeing Communication

Dear Colleagues,

Bowel Cancer UK #PassItOn campaign 

April is Bowel Cancer Awareness Month. When diagnosed early, nine in ten people survive bowel cancer. That’s why Bowel Cancer UK are asking everyone to help them raise awareness of the disease, so everyone has the best chance of an early diagnosis.

There are so many ways to get involved, such as: Share the signs and symptoms of bowel cancer within your workplace networks, attend an online awareness talk given by a volunteer with real life experience of bowel cancer or promote the #PassItOn campaign where people share experiences and advice about bowel cancer, by aiming to: –

• Provide support to those affected by bowel cancer.
• Raise further awareness of bowel cancer symptoms.
• Inspire support through shared 

#PassItOn Story Wall | Bowel Cancer UK

Recent research reveals that 35% of adults in Great Britain cannot identify a single symptom of bowel cancer, which is the second deadliest cancer in the UK.

Signs and symptoms of bowel cancer | Bowel Cancer UK

If diagnosed early Bowel cancer is treatable and curable. Nearly everyone survives bowel cancer if diagnosed at the earliest stage. Anyone can help make early diagnosis possible, there are still opportunities to become a Bowel cancer awareness champion either in the workplace or the community.

Bowel Cancer Awareness Month Champion | Bowel Cancer UK

Bowel Cancer UK also have a research and influencing blog, which can be viewed via this link Research and influencing blog | Bowel Cancer UK this is where the latest research and campaigns updates, summaries of recent findings and explore key issues affecting people with bowel cancer are shared. This is also where CWU members can view and share information from medical experts and access further information and resources.

A CWU sway awareness webpage has also been designed for quick forward sharing on mobile devices and for accessing an optional workplace toolkit.

Guts UK is not a widely known charity; however, they do provide information and support for people affected by all types of digestive conditions and symptoms. They are the only UK charity that funds research into the whole digestive system and currently provide information and support on more than 40 digestive conditions and symptoms.

As well as promoting awareness of Bowel Cancer Awareness month in April, they also keenly promote the following awareness Days & weeks in April for other digestive conditions.

Bowel Cancer Awareness Month – Guts UK

Microscopic Colitis Awareness Week – Guts UK

Irritable Bowel Syndrome (IBS) Awareness Month – Guts UK

Small Intestinal Bacterial Overgrowth (SIBO) Awareness Day – Guts UK

Bowel screening programmes

It is also relevant to point out that there are separate bowel screening programmes for each UK nation, whereby eligible people are invited to take part in these programmes as follows.

England: people aged 50 -74 years who are registered with a GP

Scotland: people aged 50 -74 years with a CHI (Community Health Index) number

Wales: people aged 50-74 years who are registered with a GP

Northern Ireland: people aged 60-74 years who are registered with a GP

Finally, LTB 219/25 The ‘Just Can’t Wait’ card scheme was issued in October 2025 as a reminder to colleagues with bladder and bowel conditions that they can discreetly access certain toilets in public places when urgently needed.  This card can be issued for the conditions mentioned above, which will be covered by the 2010 Equality Act (Disability Discrimination Act in the case of Northern Ireland), as such, individual reasonable adjustments applications could also be made under the Act to further support any individual’s needs.

This LTB is shared on behalf of CWU Central Services.

If you have any questions or need any further information, please contact:

Jamie McGovern FRSPH MIIAI 

CWU Health & Safety Policy Assistant at jmcgovern@cwu.org

LTB 096/26 – Bowel Cancer Awareness Month 2026

View Online

CWU General Conference Agenda Pad – Sunday 10^th – Monday 11^thMay 2026

Branches would wish to know that the agenda for the CWU General Conference which is being held at the Bournemouth International Centre, Bournemouth on Sunday 10^th – Monday 11^th May 2026 has now been published on the website and can be accessed by opening the attachment or pasting the link into your browser:

Click to access General-Conference-Agenda-2026.pdf

Hard copies of the agenda will be sent in due course.

Any enquiries regarding this LTB should be addressed to Angela Niven by telephoning 020 8971 7237 or by post to head office or by email to conferences@cwu.org

Yours sincerely,

Dave Ward

General Secretary

LTB 095/26

General Conference Agenda 2026

View Online

POST OFFICE: PAY AGREEMENT 2026 & 2027 – BALLOT RESULT 

Further to LTB 071/26 dated 6^th March.  Our Post Office members have overwhelmingly endorsed the two year Pay Agreement for 2026 and 2027. The result is:Yes Votes25692%No Votes238%Turnout51%

As a reminder, the key features of this two year no-strings Pay Agreement are as follows:

• Pay Increase: From 1^st April 2026 a minimum 3% consolidated pay rise for all grades. A further minimum 2.5% consolidated pay rise from 1^st April 2027. Both of these pay increases flow through to overtime and Scheduled Attendance rates

• Pension Improvements: The minimum Employer pension contribution increases from 9% to 10% from 1^stApril 2026. A further increase this time in the maximum Employer contribution from 12% to 13% from 1^st April 2027. The 13% is paid if members opt to pay an employee contribution of 8%

• Annual Leave Entitlements Increased: For members with over 5 years’ service an extra day’s annual leave (rising from 31 days) will apply from 1^st April 2026. For members obtaining 10 years’ service annual leave will increase again by an extra day (rising to 32 days) from 1^st April 2027

• London Weighting Increase: Both Inner and Outer London Weighting rates will increase by £300. The new rates from 1^st April 2026 will be £7,300 (Inner) and £5,500 (Outer). Both of these rates will increase again by a further £300 from 1^st April 2027 with the new rates being £7,600 (Inner) and £5,800 (Outer)

• 2027 Pay Increase – Re-opener Clause: Pay negotiations will re-open if inflation is greater than 3% CPI over the 3-month period, December 2026 – February 2027. Also, if CPI falls below 2% for the same 3-month reference period, Post Office will re-open pay talks.

Post Office has been advised of this outcome and has confirmed that members will receive the minimum 3% pay uplift with April salaries. I would like to thank our Post Office members for supporting this good outcome.

Yours sincerely,

Andy Furey

Assistant Secretary

LTB 094/26 – PO Pay Agreement 2026 and 2027 Ballot Result

View Online

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

View Online

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

View Online

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

View Online

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

View Online

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

View Online

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

View Online