Working Time, Procurement, U.K.

The PCS trade union is set to launch a ballot for industrial action on 18 March as a first step in a renewed campaign around pay, jobs and working conditions. The union has around 150,000 members in over 200 bargaining units across the civil service and has been successful in recent years in securing support for targeted strike action despite the strict UK ballot rules covering public services. The ballot will close on 13 May and there will be a special meeting of the PCS national executive on 15 May to consider the results. The union’s key demands include: a cost-of-living rise, with an

Nearly nine out of 10 workers in Scottish government support the move to a four-day week according to research by the Autonomy think tank. The report’s findings suggest that moving to a four-day week would boost productivity to such an extent that many departments could make the change without having to employ new staff. The research shows a range of benefits for the government, including better retention and recruitment of staff, being seen as a pioneer in setting new working time standards for the Scottish economy; and having a healthier workforce. PCS, the main civil service union, which is

Health unions believe that a new agreement on flexible working will help create a better work-life balance for many employees and improve recruitment. However, they also underline the importance of increasing staffing levels to ensure that the agreement can be fully implemented. The new contractual terms will allow staff to: request flexible working from the start of their employment (removing the requirement to have six months’ service); make an unlimited number of applications for flexible working, instead of just one a year; submit applications without having to justify requests or provide

PCS, the largest union in the civil service, has negotiated a three-year deal covering workers in the HMRC department (revenues and customs), the third largest section of the civil service with around 60000 workers. The deal includes an average 13% increase in pay over three years: with 3% paid in March 2021 and backdated to June 2020; a further 5% payable from June 2021; and a further 5% payable from June 2022. The pay award is significantly weighted towards providing major increases for the lowest paid. The agreement also allows for significant progression through the various pay ranges for

The economic impact of the COVID-19 pandemic and the widespread use of short-time working in response has rekindled the debate about permanent shifts to shorter working hours. Germany's biggest engineering union, IG Metall, has put forward ideas about a move to a 32-hour week and this had been taken up by the CGT trade union confederation in France which has had a 32-hour-week policy for some time. In the UK, the Autonomy research organisation has proposed and costed a plan for the public sector to take the lead and move to a 32-hour week without loss of pay.

The three main trade unions in local government - UNISON, GMB and Unite - came together to lobby employers in advance of negotiations on pay. The unions' pay claim is for an increase of 10% and a minimum pay rate of £10 an hour (€11.60). They are also calling for a two hour reduction in the working week (with no loss of pay), one extra day of annual leave and the ending of the freeze on allowances. The unions argue that local government workers have seen a 22% cut in pay in real terms over the last 10 years.

Unions in the UK and Ireland are both making moves towards a four-day week campaign with the TUC's initiative in the UK gaining momentum with support from the Labour Party. The TUC's conference last year put a four-day week on the agenda and last week's Labour Party conference set out the 10-year objective of a 32-hour week without loss of pay. Meanwhile public services union Forsa was the first Irish union to back a new coalition of businesses, environmental and other campaigning organisations to support a Four Day Week Ireland campaign for working time reduction.

Public services union UNISON has won a significant victory at the Court of Appeal that will benefit hundreds of thousands of employees working part-time and irregular hours. The case involved a part-time teacher and it clarifies that all workers are entitled to a minimum of 28 days of paid annual leave, even if they do not work or are not paid for parts of the year. The ruling also confirms that this leave must be paid at the rate of a normal week’s pay, or based on the average payment for the preceding 12 weeks if pay is irregular.

A strike by around 650 care workers, employees of the private company, Alternative Futures Group (AFG), has forced the employer to the negotiating table after management initially refused to negotiate with public service union Unison. The workers took strike action in protest at the company's decision to cut the allowance for sleepover shifts. This means cuts of up to GBP 2000 (EUR 2300) a year for some workers. Talks between Unison and the Liverpool-based AFG were due to start on 17 May. Meanwhile cleaners at Princess Alexandra Hospital in Harlow in Essex to the East of London have voted

An analysis by the GMB trade union reveals that care workers in the private sector are three times more likely to be on a zero hours contract than those in the public sector. It also finds that employees of private care companies are paid 17% less on average than their public sector counterparts and four in ten leave their job every year. Over 50% per cent of private carers have no relevant social care qualifications, compared with less than 20% in the public sector. The union highlights the underlying problem of underfunding of the sector, an issue which it says is becoming more acute as

Home care workers employed by Birmingham City Council in Central England have mobilised for a rally on Tuesday 29 January supported by their union, Unison, and the TUC, the UK's single trade union confederation. The workers have taken over 50 days of strike action in their long-running dispute over plans by the Council to cut their working time. If the Council implements its plans then some workers will face poverty pay levels and cuts in annual salary of up to GBP 4000 (EUR 4600).

Home care workers employed by Birmingham council in central England have been taking strike action and organising protests in the city against plans to cut hours and jobs. In the latest development, the council has said that full-time workers must reduce their hours. If they don't move to part-time work they will either have to take another job in the council or redundancy. This is a long-running dispute which has seen the workers take 17 days of strike action over several months (see February epsucob@NEWS 03).

Both UNISON and the GMB, unions representing care workers, have condemned the ruling of the Court of Appeal on 13 July that care workers needn't be paid the minimum wage for the whole of the period when they are on a "sleep-in" shift. The ruling overturns an earlier judgement by the lower level Employment Appeal Tribunal that workers were entitled to at least the minimum wage for the whole "sleep-in" shift when they were on-call, even if they weren't working. The unions say this is an attack on a large group of low-paid workers whose work is already undervalued.

Hundreds of home care staff, members of the Unison trade union, joined a strike and demonstration in Birmingham in central England on 20 January in protest at plans to slash jobs and impose a new three-shift pattern on workers. The workers had voted by a massive majority to take strike action with the first stoppage running from 11.30 to 14.00 and with a further stoppage taking place on 6 February. The workers say that the new shift pattern (7.00-10.00; 12.00-14.00; 16.00-22.00) will make it impossible for them to have proper rest breaks and put the quality of care at risk. Around 150 jobs are

Workers at museums and historical buildings in Greenwich in South East London took strike action on 1 January in protest at changes to their contracts imposed by management. The changes mean fewer breaks, removal of paid breaks and an extension of hours in which workers' shifts can fall. All these effectively undermine the 3% increase in the hourly rate negotiated by their trade union Prospect last year. The new terms and conditions also don't guarantee payment of the unofficial London living wage which is currently GBP 10.20 (EUR 11.50).