New TUC survey findings published today reveal 8 in 10 workers have experienced abuse at work in the past year
45% of surveyed workers have experienced threats of physical harm in the last 12 months
TUC General Secretary Paul Nowak says “ministers must prioritise HSE funding to keep workers safe”
A new survey published by the TUC today (Friday) shows 8 in 10 surveyed workers have experienced some form of abuse at work in the last year. The findings, based on a survey of 5,004 workers, show that in the last 12 months:
1 in 5 (19.4%) have experienced physical assault
1 in 10 (9.9%) have experienced sexual harassment or sexual violence at work
8 in 10 (79.1%) have experienced verbal abuse such as shouting, insults or threats at work
4 in 10 (44.9%) have experienced threats of physical harm
The report is published as the TUC holds its Violence at Work conference today, established following concerns from unions about violence and abuse against public-facing workers.
More than 8 in 10 (84.1 %) of respondents said their roles are public facing.
The report finds:
11.8% work in education
38.9% work in transport
9.9% work in prisons or secure facilities
4.9% work in health and social care
14.9% work in central or local government
When asked how regularly they experience violence or abuse at work, more than half of workers (51.4%) said they experience violence or abuse weekly or more, while 17.1% said they experienced violence or abuse on a monthly basis.
When asked who is responsible for the violence and/or abuse workers have experienced:
45.9% said customers were the perpetrators
36.4% said passengers
15.2% said other members of the public
10.9% said pupils or students
9.2% said colleagues
8.5% said managers
When asked about the impact of the most severe incidents they have experienced, 48.7%% said they feared for their safety, 13.9% said they experienced physical injury, 8.9% required medical treatment, 26.2% required police involvement, 16.8% had to take time off work, while 32.8% experienced mental trauma.
More than half (51.9%) of those who did not report it said it was because violence is seen as “part of the job”, while 33.7% said they felt it would not be taken seriously.
Health and Safety Executive
The TUC says employers have a legal duty to keep staff safe at work and all employers must assess the health and safety risks in their workplaces.
The Health and Safety Executive (HSE) can prosecute employers who do not manage the risks of violence.
HSE inspectors play a vital role in keeping workplaces safe.
But the TUC says the HSE has been left “struggling to operate” due to the “devastating” impact of cuts under the Tory government.
The HSE – the country’s main workplace health and safety regulator – has seen its funding cut by more than 50% since 2010.
As a result, inspector numbers, inspections, and employer sanctions are at an all-time low – putting workers at risk.
TUC General Secretary Paul Nowak said: “It doesn’t matter what you do for a living – violence at work is never ‘part of the job’.
“Nobody should go to work fearing for their safety, but that is the reality for thousands of our vital frontline workers.
“The Tories left the HSE in tatters and left the current government cleaning up their mess. But ministers must reinvest in the HSE, so we have more inspectors visiting workplaces and enforcing safety rules.
“My message to anyone worried about their safety and welfare at work is to join a union. We know that unionised workplaces are safer because union reps work with employers to reduce risks.”
A further wave of employment rights introduced under the Employment Rights Act 2025 came into force yesterday (6 April).
Trade union campaigning has delivered a transformative package of new rights. The April changes will improve statutory sick pay for millions of workers, enable more working parents to take leave and give more workers a voice at work, by making it easier for unions to get recognised by employers for the purposes of representation and negotiation.
But changes delivered by the ERA will go much further than just these protections, with wide ranging new rights coming into force in a staggered timetable.
No more earnings threshold and no more waiting days. All eligible employees can receive Statutory Sick Pay regardless of how much they earn. From their first full day of sickness absence.
Day one rights to Paternity Leave or Unpaid Parental Leave
Currently there are lengthy qualifying periods before working parents become entitled to paternity and parental leave. Both types of leave will become “day one” rights. Employees will also be able take Paternity Leave and Pay after Shared Parental Leave and Pay (currently they can’t).
Stronger protections against unfair redundancy
If an employer fails to comply with collective redundancy consultation obligations, employees may be entitled to a higher “protective award” (fine paid by the employer). The maximum protective award that an employment tribunal can make where an employer has not properly consulted during large scale redundancies – is increasing from 90 days’ pay to 180 days’ pay.
Whistleblowing protections – sexual harassment
Workers will have stronger legal protection if they ‘blow the whistle’ on sexual harassment at work. If a worker makes a whistleblowing disclosure about sexual harassment they may be protected from detriment (adverse treatment) and dismissal by their employer, as long as certain conditions are met.
New Fair Work Agency enforcement body
A new government agency called the Fair Work Agency will:
Bring together enforcement of key workplace rights in one place.
Work closely with Acas to provide better support and guidance to workers about their rights.
Investigate employers who break the law.
Issue penalties to employers who don’t comply.
Enforce rights including the national minimum wage.
Trade unions will have representation on the Fair Work Agency Advisory Board, ensuring workers’ voices are heard in how the agency operates.
Easier union recognition
The process for statutory recognition of a trade union has been simplified:
When applying for recognition to the Central Arbitration Committee (CAC), unions will no longer have to show that a majority of the bargaining unit is likely to support recognition. The requirement that ten per cent of the bargaining unit are members remains in place, although the government has committed to consult on lowering this later this year.
A simple majority voting in support will secure recognition. The requirement that 40 per cent of workers in the bargaining unit must vote in favour to achieve recognition will be abolished.
What this means for you
The ERA will continue to transform the lives of all workers in years ahead.
Improvements to statutory sick pay will mean that up to 9.6 million workers will have improved rights if they are unwell. Trade unions will be given groundbreaking new rights enabling them to access workplaces and speak to workers who have never seen or heard from trade unions before.
And enforcement of core workplace rights will improve as the new Fair Work Agency is given new powers, a wider remit, and increased resources.
The changes are too significant and too wide reaching to reference in one blog. But the TUC will be developing its guidance to reflect the new changes as they happen.
HeartUnions week is a chance to tell the story about why unions are vital for everyone at work, and to encourage people who aren’t yet in a union to join.
HeartUnions week 2026
HeartUnions belongs to union members and union branches all over the UK. So use the week to raise the profile of your union branch and your workplace priorities in the way that works for your members and activists.
This HeartUnions Week we’re shining a spotlight on why it pays to be a union member.
When workers join together they increase their bargaining power. That’s why unionised workplaces deliver higher pay, safer conditions and better job security.
Through organising in their unions millions of workers are winning new rights at work . Sick pay from day one, guaranteed-hours contracts and an end to fire-and-rehire.
That’s the difference unions make. And it’s why we’ll keep fighting for fair wages and secure conditions so every worker can thrive, not just survive.
With the cost of living putting real pressure on household budgets there’s never been a more important time to join a union.
When unions do well working people do well.
Five things you can do
1. Run a workplace event, rally, or a street stall
HeartUnions is our opportunity to highlight the good work unions do. Tell us about your event by adding it to the map.
2. Join an event near you
Each year, people across the country run events during HeartUnions Week to highlight why trade unions are essential for everyone in the workplace. Find an event near you.
Usethe #heartunions hashtag to speak out loudly and proudly: if you want to make work pay, it’s time to join a union. Download our social media graphics to make a visual impact.
5. Inspire others to become union members
It’s always good to join a union that’s already active where you work – ask your colleagues, or look for information on your union website or on staff web pages.
Some jobs have unions that look after them specifically. Other jobs don’t – but they are looked after just as well by general unions, who have specialist sections.
If you’re confused about which union to join, our online union finder will help you find the right one.
There’s strength in numbers. So why not see if your friends and colleagues at work want to join up to a union too, and all do it together.
Workplace expert, Acas, has today launched a consultation on updates to its Code of Practice on time off for trade union duties and activities.
The Government introduced a new Employment Rights Bill in October 2024 as part of its Make Work Pay plan to reform UK employment law. The Bill became the Employment Rights Act on 18 December 2025.
The Employment Rights Act 2025 introduces new statutory rights to time off for union equality reps that mirrors the existing rights for union learning reps and requires employers to provide ‘accommodation and other facilities’ to union reps for their time off duties.
Niall Mackenzie, Acas Chief Executive, said: “Effective relationships between trade union representatives and employers can help build trust, prevent disputes and contribute to healthy productive organisations.
“Our new draft Code of Practice has been updated to reflect new legal rights in the Employment Rights Act 2025 that cover time off for carrying out trade union duties.
“The Code provides good practice advice to help understand these new rights and we are keen to get views to ensure it is clear, practical and promotes good employment relations between employers and trade unions.”
The Code of Practice on time off for trade union duties and activities was last updated in 2010.
The purpose of the new draft Code is to set out guidance on good practice that will aid and improve the effectiveness of relationships between employers and trade unions. This guidance will be taken into account by employment tribunals in relevant cases.
Employment Rights Minister, Kate Dearden, said: “Strong workplace relationships help to raise living standards and productivity as well as being vital to lasting business success.
“I encourage all employers, workers, and trade union representatives to take the opportunity to shape this guidance. An updated Code of Practice will provide clarity to make these new rights work in practice and support productive workplaces across the country.”
Trade union reps are currently entitled to paid time off for union duties and relevant training provided it is reasonable. Equality representatives do not currently have a statutory right to time off or training.
The Employment Rights Act 2025 introduces a new statutory right to time off for union equality reps that mirrors the existing rights for union learning reps.
There is currently no statutory requirement for employers to provide trade union representatives with facilities to carry out their duties except for certain circumstances such as collective redundancies.
The Act also introduces a new right that requires employers to provide ‘accommodation and other facilities’ to union representatives for their time off duties if it is requested and is reasonable.
TUC General Secretary, Paul Nowak, said “These new rights are a welcome step forward to modernising industrial relations in the UK. Equality reps, with paid facility time, will play a vital role in tackling workplace discrimination and making workplaces more inclusive and productive.
“Facility time saves employers money by helping to nip issues in the bud before they spiral into costly disputes.
“And it improves communication, supports wider staff wellbeing and helps resolve problems early and constructively. That’s good for workers, employers and the wider economy.”
The draft Code aims to help employers and unions ensure that they have agreed working arrangements that cover how the practicalities of reasonable time off for union activities and the provision of accommodation and other facilities will work.
The consultation on the draft Code closes on 17 March 2026.
Commenting on the Employment Rights Act becoming law (Thursday), TUC General Secretary Paul Nowak said: “This is a landmark day for millions of workers.
“The Employment Rights Act represents the biggest upgrade in workers’ rights in a generation.
“It will deliver common sense changes like banning exploitative zero hours contracts, protecting workers from harassment and sick pay for all – and so much more. These are hard-won rights that the union movement and workers have long campaigned for.
“For too long, we have lagged behind our European counterparts on workers’ rights. This legislation takes us closer to the mainstream.
“We are finally closing the door on the broken status quo defined by insecurity, poor pay and weak rights.
“It’s now vital the government finishes the job – ensuring workers feel the benefits of all these new protections as soon as possible. That means watertight secondary legislation, which delivers new rights fully and quickly.”
The Advisory, Conciliation and Arbitration Service (Acas) has welcomed the new Employment Rights Act, describing it as a significant opportunity for employers and staff to work together to help businesses thrive and improve working lives.
The Act, which received Royal Assent on Thursday, will update British employment law and includes the following changes:
· protection from unfair dismissal will become a right after 6 months of being in a job instead of two years
· new rules to limit “fire and rehire” practices
· the right to guaranteed hours for workers on zero hours contracts
· statutory sick pay will be paid from the first day of illness
· whistleblowing protection for disclosing sexual harassment at work
· proactive duty on employers to take all reasonable steps to prevent sexual harassment and obligations to prevent employees from 3rd party harassment
· paternity leave will become a day one right instead of needing to work for an employer for 26 weeks
· stronger protections against dismissal for pregnant workers and those returning from maternity leave
· new rules around trade unions’ right to access workplaces to meet and support workers, and simplified rules for trade unions to negotiate with employers over pay and conditions
Niall Mackenzie, Acas Chief Executive, said: “This is a once-in-a-generation change to employment law in Britain and an opportunity for employers and workers to work together to bring all workplace relations up to the standard of current best practice, and help businesses thrive and improve working lives.
“Acas will be updating its training and advice as the new laws are implemented. We stand ready to help employers, workers and their trade unions work together to make the most of the opportunity presented by these reforms to build better, healthier and more productive workplaces.”
Acas will play a crucial role in supporting the Act’s implementation, through:
· developing comprehensive advice on all aspects of the new legislation as they take effect
· producing statutory Codes of Practice to ensure employers and workers understand their legal obligations and good working practices
· providing a range of training and support, including webinars, workshops and resources
· continuing to provide expert, impartial conflict resolution through its conciliation and mediation services
Acas is working with the Department for Business and Trade, as well as other partners to provide advice and help employers and employees prepare for the changes.
Employers and workers seeking information can visit www.acas.org.uk.
Agreement reached with key stakeholders on the unfair dismissal elements of the Employment Rights Bill
ANOTHER MANIFESTO PLEDGE DITCHED?
The UK Government convened a series of constructive conversations between trade unions and business representatives.On the basis of the outcome of these discussions, the Government will now move forward on the issue of unfair dismissal protections in the Employment Rights Bill to ensure it can reach Royal Assent and keep to the Government’s published delivery timeline.
This will mean delivering day one rights to sick pay and paternity leave in April 2026 as well as launching the Fair Work Agency. Reforms to benefit millions of working people, including some of the lowest paid workers, would otherwise be significantly delayed if the Bill does not reach Royal Assent in line with our delivery timetable. Businesses too need time to prepare for what are a series of significant changes.
The discussions concluded that reducing the qualifying period for unfair dismissal from 24 months to 6 months (whilst maintaining existing day one protection against discrimination and automatically unfair grounds for dismissal) is a workable package. It will benefit millions of working people who will gain new rights and offer business and employers much needed clarity.
To further strengthen these protections, the Government has committed to ensure that the unfair dismissal qualifying period can only be varied by primary legislation and that the compensation cap will be lifted.
As a result of these constructive conversations, tabling of the necessary amendments, and a commitment by the Government to a robust process to ensure full, fair and transparent consultation and discussion on the detail and application of the secondary legislation, businesses and unions agree that the Bill can progress.
This will enable the Government to deliver the necessary consultations and implementation in line with its timetable and manifesto commitments to Make Work Pay.
The Government was pleased to facilitate these discussions and to set an example of the benefits of working together, and remains committed to continue engaging with trade unions, business and employers to make working lives better, support businesses and, vitally, deliver economic growth and good job creation.
The Government is particularly aware of the need to support small businesses in the effective adoption of these changes. Constructive dialogue and full consultation with business, employers and unions will continue beyond the passage of the Bill.
The TUC said: ‘Government will reduce the qualifying period for full protection from unfair dismissal from two years to six months. There’ll also be no statutory probation period.
“The Employment Rights Bill is essential to better quality, more secure jobs for millions of workers. The absolute priority now is to get these rights – like day one sick pay – on the statute book so that working people can start benefitting from them from next April.
“Following the government’s announcement, it’s now vital that Peers respect Labour’s manifesto mandate and that this Bill secures Royal Assent as quickly as possible.”
Challenges in jobs market have been “long in the making”, says TUC – as it calls for ambitious policy response
The number of payrolled employees has fallen by 127,000 over the past year, but the pace of recent falls has slowed.
The employment rate rose slightly to 75.2% from 75.1%. The unemployment rate has risen to 4.7% from 4.6%, but this is offset by welcome falls in the inactivity rate to 21.1% from 21.4%.
Youth unemployment is falling and is now 11.6%, down compared to the same period last year (13.3%)
Real wages grew by 1.2% but real and nominal pay growth are both slowing
Commenting on the latest labour market data, which show some tentative improvements alongside ongoing challenges, TUC General Secretary Paul Nowak said: “Fragilities in the jobs market have been long in the making and are another toxic Tory legacy.
“But there are some positive signs. It is welcome that both economic inactivity and youth unemployment are down.
“And the government has started to lay the foundations to reset our economy with significant investment in public services, stronger workers’ rights and improving the support people need to get into work.
“But the government must build on this with a national jobs guarantee for young people. There are still too many young people stuck out of work, education and training.
“We know that real experience of paid work is the best way to turn the tide on long-term worklessness – and that over time this investment will more than pay for itself.”
TUC calls for a national jobs guarantee for young people to build on the government’s Youth Guarantee.
NEW analysis reveals that supporting 300,000 young people through the scheme would pay for itself within a decade and deliver over £8bn of benefits in the years after – at a cost benefit ratio of 2.8 to 1.
Young people let down by 14 years of toxic Tory rule in urgent need of decisive action, TUC says.
On Wednesday, the TUC called for an ambitious national jobs guarantee for young people currently not in education, employment or training (NEETs).
The UK faces a growing crisis in young people’s labour market participation which spiralled under the Conservatives, the TUC warns.
The TUC says this not only has damaging consequences for young people’s prospects – but for the country as a whole.
The government has “laid the foundations” to turn this around – starting with a youth guarantee programme to ensure every young person aged 18-21 has access to learning, an apprenticeship or support to find a job, which is being trialled in regions up and down the country.
The TUC says this should be built on with a national jobs guarantee, which prioritises young people aged 18-24 who have been not in employment, education or training (NEET) for six months or longer and young people aged 18-24 who are at high risk of becoming long-term NEET.
This would offer young people experience of a real good quality job with a real wage; opportunities to gain new skills; and an employer reference – “game changing” factors for young people approaching the labour market.
National jobs guarantee
While a national jobs guarantee would need upfront investment, TUC modelling estimates that in the long term the cost-benefit ratio would be 2.81, with the scheme paying for itself within a decade.
Setting out potential options for a national jobs guarantee for young people:
100,000 placements in a 2-year period would cost £1.03bn but return £2.9bn.
200,000 placements in a 2-year period would cost £2.06 bn but return £5.8bn.
300,000 placements in a 2-year period would cost £3.1bn but return £8.7bn
The TUC says the national jobs guarantee must be designed to promote good work including by:
Being paid decently, either at the national minimum wage or union negotiated rate for the job
Meeting local labour market needswith additional roles – so that money is only used to create jobs that would not have been created in the absence of a scheme, ensuring jobs guarantee participants don’t replace existing workers.
Delivering quality training that puts workers on a pathway to a Level 3 qualification and ensure the worker gets experience that will enable them to move into permanent work.
Being sustainable, so that the placement could transition into an apprenticeship, or with a guaranteed job interview at the end.
Ensuring quality work which adheres to health and safety law, is accessible and promotes equality, has clear minimum standards for quality and access to a union.
The placements should be allocated proportionately across regions, so there are a greater number of placements in areas where young people face the highest risk of becoming NEET.
Tory legacy
The TUC says the Conservatives failed to support young people throughout the pandemic and ever since, leading to a sharp rise in the number of young people out of work, training and education – leaving yet another toxic Tory legacy for this government to deal with.
Almost a million young people aged 16-24 in the UK are currently not in education, employment or training (NEET), with the total reaching 948,000 in August 2025 – up from 800,000 in 2019.
The TUC says that overall disabled young people are the most affected by this crisis as they’re far more likely to be NEET (28.6%) compared to non-disabled young people (7.1%).
TUC analysis also shows that there is a growing number of young people who are being failed by unsupported or poorly designed opportunities.
Analysis of destination data for 16–18-year-olds who left education in 2022-23 found that a year later 14.8% of them had entered work, education or training but had not completed or continued it. This is up from 12.9% in 2017-18– and is far higher for those on free school meals at 26.8% and SEN young people at 25.9% in 2022-23. The TUC says this shows the need for high quality support in education and workplaces.
Another example of the toxic Tory legacy is the proportion of young women and men who have become NEET since the pandemic.
Overall, while rates among both groups have been growing, young men (from 11.8% in April – June 2019 to 13.1% in April – June 2025) are more likely to be NEET than young women (from 11.3% in April – June 2019 to 12.4% in April – June 2025). Young women however are more likely than young men to be economically inactive – not working nor looking for a job.
Other risk factors identified by the TUC include:
Having a below a Level 2 qualification. This is significant as, according to TUC analysis, 30.9% of 24-year-olds do not have Level 2 English and Maths qualification.
Having unpaid caring responsibilities
The TUC says the government should build on the positive progress in its Make Work Pay agenda to make sure more good jobs and training opportunities are accessible to all young people, particularly disabled young people and young women with caring responsibilities.
TUC General Secretary Paul Nowak said: “Under the Conservatives, young people were failed with many let down by the education system and stuck out of work, education and training.
“This toxic Tory legacy has hugely damaged young people’s prospects – and for the country as a whole too.
“With the youth guarantee, stronger employment rights, an industrial strategy and apprenticeship reforms, the government has started to turn this around.
“It’s now time for ministers to build on this progress with a national jobs guarantee for young people. We know that real experience of paid work is the best way to turn the tide on rising rates of worklessness – and that over time this investment will more than pay for itself.
“Young people across the country need access to high-quality training and decent, well-paid work – boosting their prospects and the wider economy as a whole.”
NEW polling shows significant support for package of wealth taxes and taxes on financial institutions right across political spectrum
Public welcome wealth taxes as a vital means to fund public services and build a fairer Britain
Implementing wealth taxes improves government’s standing with public and key voters
TUC general secretary says voters want a “grown up” conversation about reforming tax system
New analysis from the union body reveals tens of billions can be raised through a windfall tax on banks
The TUC has today published new polling which shows the public overwhelmingly back a package of taxes on wealth, bank and gambling companies to fund our public services and rebuild Britain.
There is significant support for implementing a package of higher taxes on wealth, gambling and banks to:
Deliver real growth in school budgets so every school has enough money for textbooks, basic repairs and equipment: 78% support these changes, funded by a wealth tax package, while just 13% oppose
Reduce NHS waiting lists so that by 2029 we meet the target of more than 90% of people who need care for a non-urgent condition receiving it within 18 weeks: 82% support these changes, funded by a wealth tax package, while just 12% oppose.
Deliver a major cash boost for local services to improve bin collections, leisure centres and libraries: 77% support these changes, funded by a wealth tax package, while just 15% oppose.
Ensure more investment in community policing, to tackle anti-social behaviour and improve community cohesion: 79% support these changes, funded by a wealth tax package, while just 13% oppose.
Voters across the political spectrum, including Reform-leaning voters, back several different options for raising taxes on the wealthiest and financial institutions:
Raise capital gains tax to the same level as tax on wages from employment: 51% support and 34% oppose. This rises to 68% support among Conservative to Labour switchers in the 2024 general election and 57% support among Labour voters from the 2024 election now leaning to Reform.
A windfall tax on the profits of banks and other financial institutions 66% support and 21% oppose. This rises to 83% among Conservative to Labour switchers in the 2024 general election and 73% among Labour voters from the 2024 election now leaning to Reform.
Higher taxes on online casinos, gambling machines and sports betting 71% support and 19% oppose. This rises to 84% among Conservative to Labour switchers in the 2024 general election and 74% among Labour voters from the 2024 now leaning to Reform.
A 2% annual wealth tax paid by people with assets worth more than £10 million 68% support and 22% oppose. This rises to 79% among Conservative to Labour switchers in the 2024 general election and 75% among Labour voters from 2024 now leaning to Reform.
And as a package of measures, these wealth, gambling and bank taxes have huge popular and cross-party support:
More than 2 in 3 (68%) support this package of measures as a whole – while just 23% oppose
This rises to 84% supporting and 14% oppose among Conservative to Labour switchers from the 2024 general election.
It rises to 74% – with just 22% opposing – among 2024 Labour voters who are now leaning to Reform.
Separate new polling from the union body also shows the government’s standing with the public would improve if they implemented taxes on wealth to fund public services.
The polling shows taxing wealth to deliver better public services:
Boosts the perception that the government is “trying to improve things” from 19% to 34%
Boosts the perception that the government is “delivering change” from 19% to 34%
The TUC says voters will reward the government if they invest in public services and fund it through wealth taxes.
Grown up conversation
The TUC says the public wants a “grown up conversation” about tax – and they fundamentally want a fair system which invests in vital public services to fix broken Britain.
The union body says the findings demonstrate that the public know that tax rises are needed to pay for vital services – and in this context they are overwhelmingly supportive of getting those with the broadest shoulders to pay their fair share.
The public also wants a fairer system. While cutting NHS waiting lists was the top reason for the public being on board with tax rises (chosen by 64%), closing tax loopholes came second (49%).
There is also widespread support for a modernised and simplified system – three in four support (73%) such reforms, including 83% Labour to Reform switchers.
The union body says the government must continue to build on the vital investment in public services and infrastructure announced in the Budget.
The country is “crying out for sustained investment” after years of Tory neglect – and faces real risks with growing global uncertainty, decimated public services and living standards hammered.
Windfall tax on banks
New TUC analysis shows that an increase in the bank surcharge – a tax on bank profits – could raise significant funds over the coming years.
In recent years, banks have made significant unexpected profits because of increased interest rates. This has led to higher returns both from net interest (the difference on interest charged to borrowers and paid to savers) and interest paid to banks on reserves they hold at the Bank of England.
As a result, bank profits are now higher than they were in the period before the financial crisis. But under the Conservatives, taxes on banks were slashed. An increase in the bank surcharge could raise between £20-50bn over the next four years:
A 16% surcharge, which is doubling what it originally was before the Conservatives cut it, would deliver £20bn
A 35% surcharge, which would be the same level as the windfall tax the Conservatives imposed on energy companies, would deliver £50bn
Even just reversing the Tory cuts and setting it at 8% – which the TUC says is the “bare minimum” – would raise £8bn over four years.
Profits have risen significantly from pre-pandemic levels and OBR forecasts show that profits will remain high over coming years.
Banks made £37bn of profit in 2023-24, up by 41% from £26.3bn in 2019-20. More recent figures from Positive Money show the big four banks made £45.9bn profits in 2024 and £24.1bn in just the first half of 2025.
TUC General Secretary Paul Nowak said: “After more than a decade of Tory neglect, this country is crying out for investment – in our schools, NHS and local services.
“The public overwhelmingly want investment to deliver better services right across the country – whether it’s cutting NHS waiting lists so patients can get the prompt treatment they need or funding schools so our kids have the right books and resources.
“And they want fair taxes too. People have had it with a system where those with the broadest shoulders don’t pull their weight.
“The public are behind tax reform so that the wealthy, banks and gambling companies pay more – they know this will deliver better services and a fairer society.
“It’s time for a grown-up conversation about tax – that’s what voters want, and it’s what they deserve.”
Retired women have to struggle with £7,600 a year less than men on average.
Women approaching retirement have only built up half as much in a workplace or private pension as men.
More action needs to be taken to close the gap for women set to retire in the years ahead.
The recent revival of the Pension Commission is a much-needed opportunity to ensure that in the future everyone receives a decent retirement income.
The gender pension gap in the UK means that retired women effectively go over four months each year without getting a pension – the equivalent of losing out on £7,600 a year on average.
This means that compared to men, retired women effectively stop receiving pension income from yesterday (Thursday 21 August), the TUC warns.
The income gap between men and women in retirement is now 36.5%, according to research from Prospect union – more than double the level of the gender pay gap (currently 13.1%).
Reasons for the gap
The TUC says that the main drivers of the gender pensions income gap are:
Unpaid caring responsibilities: women are five times more likely than men to be out of paid work to look after children, elderly or disabled family members – missing out on workplace pension contributions as a result. BME and disabled women are among the worst impacted – respectively at seven and nine times more likely than White and non-disabled men to be out of work due to caring responsibilities.
Gender pay gap: across their working lives, women persistently earn less than men and therefore accrue lower pension contributions. In particular, women are three times more likely than men to earn below £10,000 – the threshold for employers to have to put workers into a workplace pension.
State pension: historic differences in state pension have left currently retired women with lower state pensions on average.
Lasting solutions
The TUC has highlighted three key solutions for narrowing the gender pension gap for women retiring in the future:
Addressing the gender pay and employment gaps. This should include improving childcare and social care, continuing to strengthen rights to work flexibly as well as reforming the parental leave system to enable more equitable sharing of caring responsibilities. The Employment Rights Bill – which will introduce a right to request flexible working from day one of employment – and the Parental Leave and Pay Review are important opportunities to achieve changes.
Reforming the occupational pension system so that people on low pay don’t miss out on employer’s pension contribution. This should include phasing out the £10,000 automatic-enrolment earnings threshold that excludes many women from workplace pensions and paying pension contributions from the first pound of earnings.
Ensuring the pension system better recognises the value of unpaid caring and addresses the penalty faced by those who take time out of paid work because of caring responsibilities. This should include introducing a Carer’s Credit in addition to existing National Insurance credits for carers, to replace lost workplace pension contributions. This would mean carers qualify for extra state pension to replace some of the workplace pension they miss out on building up.
The Pension Commission
Last month, the Government revived the Pension Commission, which will bring together unions, employer and independent experts to look into the causes of the gap, among other issues.
It aims to reach a consensus on long-term changes needed to ensure that millions of people benefit from a more secure retirement – including women.
And where consensus already exists – like calculating pension contributions from the first pound of earnings and bringing more young workers into auto-enrolment – the government should press ahead quickly.
This is a much needed opportunity to ensure that everyone receives a decent retirement income and the gender pension gap is closed.
TUC General Secretary Paul Nowak said: “Everyone deserves dignity and security in retirement. But right now, too many retired women have been left without enough to get by.
“We must make sure that these inequalities are addressed for future generations.
“That’s why reviving the Pensions Commission – bringing together unions, employers and independent experts – is a vital step forward.
“We now have a chance to make sure everyone, including women, receive the decent retirement income that all workers need.”
Prospect Senior Deputy General Secretary Sue Ferns OBE said: “The Gender Pension Gap is very slowly moving in the right direction but without a more concerted effort millions of women will continue to suffer from unequal earnings in retirement for much of the rest of this century.
“The first step was the success of Prospect’s campaign for the government to recognise and measure the Gender Pension Gap. The next step is for government to show the way as an employer and take real action to close the gap by adopting trailblazing reforms across all public sector pension schemes.
“That the gender pay gap sits at 14% is unacceptable, for the gender pension gap to be more than twice that is nothing short of disgraceful and shames a society that doesn’t take action.”
Union body accuses Conservative and Lib Dem Peers of “doing the bidding of bad bosses” by voting to keep workers on zero hours contracts and allowing employers to sack workers unfairly
TUC urges government to “stand firm” as the Employment Rights Bill is set for parliamentary ping pong
The TUC has told Conservative and Lib Dem Peers to “get out of the way” and “stop trying to block” stronger rights for millions of workers.
The union body is urging the government to “stand firm” in the face of cynical attacks on the Employment Rights Bill, with the Bill set for parliamentary ping pong after Peers tried to dilute key workers’ rights in the Lords last week.
The TUC says the Tories and Lib Dems are doing the bidding of bad bosses by voting to keep workers on zero hours contracts and allowing employers six months to sack workers unfairly.
Conservative and Lib Dem Peers also voted to attack teaching assistants’ pay and exempt voluntary work on heritage railways from restrictions on employment of children.
The Bill will return to the House of Commons in September for MPs to consider the Lords’ amendments. The two houses will continue to vote on amendments in a process known as “ping-pong” until a way forward is agreed.
The TUC points out that a significant number of the Conservative Peers trying to block stronger rights for workers are Hereditary Peers.
Many of the amendments to the Bill seek to overturn the Labour government’s manifesto commitments, something the House of Lords has traditionally avoided.
Defying their own voters
The TUC says Conservative and Lib Dem peers are defying their parties’ own voters – and the public at large – by attempting to water down the Bill.
A recent TUC mega poll revealed huge support across the country and across the political spectrum – including Conservative voters – over key policies in the Bill.
According to the polling, every Conservative and Lib Dem seat has overwhelming support for banning zero hours contracts and statutory sick pay from day one.
The TUC says this shows “how out of touch” the Peers are.
TUC General Secretary Paul Nowak said: “It’s time for Tory and Lib Dem Peers to get out of the way and stop trying to block stronger rights for millions of workers.
“They are doing the bidding of bad bosses by voting to keep workers on zero hours contracts, allowing bosses to sack workers unfairly and attacking teaching assistants’ pay.
“The sight of Hereditary Peers voting to block stronger workers’ rights belongs in another century. It’s plain wrong.
“Banning zero-hours contracts and protecting workers from unfair dismissal are common-sense protections that the vast majority of the people, including Tory and Lib Dem voters, want to see become law.
“These Peers are not just out of touch, they are actively defying their own voters – and the public at large. The government must stand firm in the face of cynical attacks and deliver the Employment Rights Bill in full.”
