51¸£Àû

What has 51¸£Àû done to address the reason Unite have been striking?

There have been several aspects to the Unite dispute, and we have made significant progress on all of them:

• Unite called for a review into 51¸£Àû's organisational culture. This was agreed to in June 2024, terms of reference were agreed, and this review has commenced
• Unite called for a negotiated Gender Identity Policy. This is under negotiation and very near to agreement
• Unite called for a hybrid working policy. Hybrid working proposals have been shared with Unite and we now await a meaningful response from Unite
• Unite had issues concerning 51¸£Àû's organisational change procedures. Our procedures have been shared with Unite and we await a meaningful response from them
• Unite opposed the recognition of a second staff union in 51¸£Àû. We are ready to continue discussions over recognition, which Unite have acknowledged first requires discussion between Unite and GMB (which we understand is yet to happen)
• Unite called for an external and independent review of experiences of racism in 51¸£Àû. We agreed to this review in March 2024. Both 51¸£Àû and Unite agreed panellists to conduct this review and terms of reference. The review has not yet begun. The panellists have indicated they do not wish to commence it while the dispute is still ongoing. 

We deeply regret that Unite have voted to take extensive strike action. As a union we have done all we can to seek a resolution to this dispute. We have taken all the actions requested of us by Unite at Acas, and substantially moved forward every issue. Any area that is not yet resolved requires a pre-agreed action from Unite before we can do anything more. We firmly believe that we no longer need to remain in dispute and that calling of strike action by Unite while we are trying to negotiate on remaining minor issues is wholly unnecessary.  

Can 51¸£Àû say more about the organisational culture review?

51¸£Àû offers some of the best terms and conditions in the trade union movement, but in addition to that we want to ensure that our union remains a healthy and positive place to work. This is why in June 2024 we accepted and welcomed Unite's call for a full and independent investigation of 51¸£Àû organisational culture, and that review is already underway.

Can 51¸£Àû say more about the production of a gender recognition policy?

We have been working with Unite to agree a policy on this issue for some time now. Throughout this process we have wanted to ensure that this policy is as robust as possible. This meant we took legal advice on an initial draft tabled by Unite. We subsequently strengthened the draft based on the legal advice. Since then, we have had constructive negotiations with Unite on this. We have recently received feedback from Unite on the latest draft of the policy and will meet to discuss this soon. We are preparing carefully drafted guidance for staff and managers to go alongside this policy.

We know the suggestion that 51¸£Àû does not want to negotiate a policy in this area will have been upsetting and confusing (particularly to trans and non-binary 51¸£Àû members). It is regrettable that it has been presented this way, as this could not be further from the truth.  

Can 51¸£Àû say more about the hybrid working policy? 

It is now five years since the Covid pandemic forced 51¸£Àû to require its staff to work exclusively from home. Our union did an amazing job during that period. Unlike other unions we did not furlough anyone, and we ensured everyone could take the time and support they needed to deal with the situation. But we believe that it is now overdue for us to have a formalised return to the office. The vast majority of employers, and to our knowledge all trade unions including the TUC and Unite the Union, have returned to some form of office-based working. This is all we are asking--nothing more, nothing less.

To further support our staff, we want to see the return to office working on a phased basis and based on an understanding of staff members' current circumstances and wishes. This is something we have attempted previously, but was unsuccessful as Unite branch officers encouraged staff not to engage with the process.

We have adopted a very reasonable approach to this and previously asked staff to sign up to a form of hybrid working (we have proposed 60% of time in the office/elsewhere, and up to 40% agreed working from home). We know that changing domestic arrangements can take time, which is why we will ensure that staff have sufficient time to organise for a return to office-based working.

It has previously been agreed with Unite that it is best we progress the issue of hybrid working at Acas. Most recently we have shared hybrid working proposals with Unite and we are currently waiting for a meaningful response from Unite.

Can 51¸£Àû say more about the recognition of a second staff union in 51¸£Àû? 

Traditionally 51¸£Àû had just one recognised staff union. More recently however, increasing numbers of 51¸£Àû staff have left Unite. This is particularly the case among staff employed on one grade, where the vast majority (90%) left Unite and joined the GMB. We took the decision to recognise GMB for that grade of staff because correspondence shown to us at the time between the Unite committee and members who left, clearly demonstrated the reasons why, as well as including the suggestion from Unite of 'creating two union branches which might better reflect the differences of interests'.

As an employer we are fully committed to all staff having representation through recognised staff union structures. A trade union could take no other position. There has been discussion of this matter at Acas with Unite and the GMB. We are ready to continue discussions over recognition, which Unite have acknowledged first requires discussion between Unite and GMB (which we understand is yet to happen).

Can 51¸£Àû say more about the review into experiences of racism within 51¸£Àû? 

As a trade union we take our equalities responsibilities very seriously. We want to do all we can to support our Black members and staff, and ensure we collectively build a better 51¸£Àû. 

In March 2024, through conversation with Unite 51¸£Àû and our own Black Members' Standing Committee (BMSC) we instigated an external and independent review into experiences of racism within 51¸£Àû.  

In agreement with Unite 51¸£Àû, GMB, and the BMSC, we have recruited three expert panellists to undertake this review. The review will look at experiences of staff and members and will also have expert legal input. The panellists have indicated they will undertake the review once the staff dispute is settled.  

At present, there are therefore no further activities that any parties can undertake to progress the review, other than an overall resolution. We are committed to seeing this happen as a priority.

Unite claims Black staff are being disproportionately targeted by use of formal disciplinary procedures. Is this true? 

We want to be fully transparent in terms of the facts of this, there are two outstanding disciplinaries involving Black members of staff, though we do not consider either of these disciplinary investigations to constitute the threat of dismissal as Unite has suggested. One of these proceedings arises from a complaint against that member of staff by a Black member of 51¸£Àû (the member has given their permission for this to be divulged), another relates to the treatment of a Black member (the member has given their permission for this to be divulged) in a meeting attended by staff and 51¸£Àû members.

There is also the possibility of investigation in relation to 51¸£Àû's Respect at Work policy and these investigations would be in relation to the treatment of a Black member of staff by fellow 51¸£Àû colleagues.

What are Unite's outstanding demands? 

To reiterate, we have made significant movement on all issues of dispute as they were declared:

• The review in to experiences of racism is agreed and is only being delayed by the continuation of Unite's dispute
• The review into 51¸£Àû's organisational culture is agreed and has commenced
• A Gender Identity Policy is under negotiation and very near to agreement
• Hybrid working proposals have been shared and management await a meaningful response from Unite
• Issues concerning organisational change procedures have been shared and we await a meaningful response from Unite
• We are ready to continue discussions over recognition, which Unite have acknowledged first requires discussion between Unite and GMB (which we understand is yet to happen). 

Has 51¸£Àû imposed a pay freeze on its staff? 

No, 51¸£Àû has not imposed a pay freeze. In the last three years, 51¸£Àû pay increases have been as follows:

• 2021-2022: 3.3%
• 2022-2023: 7.8%, plus cash payments of £3,000 to £9,500 (for lowest paid)
• 2023-2024: 8.5%, plus cash payments of £0 to £3,600 (for lowest paid). 

Further details can be found here.

Regarding the 2024/25 pay talks, we have made a full and final offer of 3.6% We believe an above RPI offer, alongside what have been minimal subscription increases for our members (and therefore the income of the union), and in light of the pay awards we have seen in 51¸£Àû over the last three years, is fair. A full explanation of the 2024/25 pay offer can be found here.

What negotiations have been taking place between 51¸£Àû management and Unite representatives?

Please see the latest statement from 51¸£Àû senior management team with regard to meeting with Unite representatives at Acas (dated 19 March 2025).

What is the 51¸£Àû management response to Unite's request to meet for talks?

An email received from Unite on 10 April 2025 requesting talks, is the first communication that we have received from Unite since 27 March 2025. Our position remains the same and was communicated to the Unite regional officer following the last meeting with Acas on 19 March 2025. We remain ready to reconvene talks at Acas when:

1. all strike action is called off
2. dispute resolution talks are based upon the agreed action plan, and
3. there are no additional demands introduced to expand or extend the dispute.

It remains our belief that Unite is not negotiating in good faith, and the branch update of 9 April 2025 (also published as a blog) is the most recent demonstration of this, with its inaccuracies on five so-called cases of victimisation. None of the instances cited are victimisation. It is difficult to envisage us 'entering into meaningful negotiation' when Unite present legitimate performance management of one member of staff as victimisation.

It is particularly troubling to see Unite present 51¸£Àû following the informal stage of its Respect at Work policy in response to the public harassment of a Black member of SMT (something Unite has subsequently apologised for) as Unite committee members being 'threatened with action for sending out a branch email which criticised 51¸£Àû management'. If Unite would like to meet for talks, these highly misleading and damaging statements must stop, as they get us no closer to a resolution.