Tag: TUC

Burnt Out Britain?

NEW polling reveals 1 in 2 workers feel that work is getting more intense and demanding

“Gruelling” work intensity is a growing problem in “burnt out Britain”, with workers reporting that they are working harder and longer now compared to previous years, the TUC has warned.

The TUC says increasing work intensity means workers are having to pack more work into working hours – with work often spilling over into their private lives.

The warning comes as the union body releases new polling, conducted by Thinks Insight (formerly Britain Thinks) which reveals:

  • More than 1 in 2 (55%) workers feel that work is getting more intense and demanding.
  • And 3 in 5 (61%) workers say they feel exhausted at the end of most working days.

The polling also reveals workers feel the situation is getting worse. Compared to the previous year (2021):

  • More than a third of workers (36%) are spending more time outside of contracted hours reading, sending and answering emails.
  • 1 in 3 (32%) are spending more time outside of contracted hours doing core work activities.
  • 4 in 10 (40%) say they have been required do more work in the same amount of time
  • 4 in 10 (38%) say they are feeling more stressed at work

The TUC says women face greater work intensity than men.

The polling shows that compared to men, women are more likely to say they feel exhausted at the end of most working days (67% to 56%) and that work is getting more intense (58% to 53%).

Women are overrepresented in sectors such as education and health and social care. These are sectors where staff shortages and other factors, such as burdensome scrutiny and long working hours, have led to increased work intensification.

And women continue to shoulder most of the caring responsibilities at home, which can further add to time-pressures on them.

Burnt-out Britain

Recent TUC analysis revealed UK employers claimed £26 billion of free labour last year because of workers doing unpaid overtime.

3.5 million people did unpaid overtime in 2022, putting in an average of 7.4 unpaid hours a week.

As well as being detrimental to family life, long term-ill health conditions caused by overwork include hypertension and cardiovascular disease, digestive problems, and long-term effects on the immune system, increasing risk of causing autoimmune disease diagnoses.

When workers are tired, or under excessive pressure, they are also more likely to suffer injury, or be involved in an accident.

Perfect storm

The TUC says there are several factors are combining to create a “perfect storm” for work intensity. This includes:

  • Surveillance technology and algorithmic management: Algorithmically set productivity targets can be unrealistic and unsustainable – forcing people to work at high speed. Algorithmic management can also force workers to work faster through constant monitoring, including monitoring the actions they perform and their productivity.
  • Staff shortages:  Low pay, excessive workloads and a lack of good flexible work are key drivers of the staffing crisis. Staff shortages put huge strain on those who remain as they try to plug the gaps, fuelling excessive workloads and long-working hours. This undermines the quality of our public services, and leads to high attrition and absenteeism rates, worsening the workload crisis. 
  • Inadequate enforcement of working time regulations: The working time regulations contain important rights for workers which could help safeguard against work intensification and the consequential health and safety risks, but enforcement of these rights is inadequate. This is in part down to lack of resources for enforcement agencies. The Health and Safety Executive, which is responsible for enforcement of the maximum weekly working time limits, night work limits and health assessments for night work, has had its budget slashed in half over the past decade.
  • Decline in collective bargaining: Industrial changes have combined with anti-union legislation to make it much harder for people to come together in trade unions to speak up together at work. This decline in collective bargaining coverage has led to less union negotiation around work organisation, resulting in work intensification.

Ministers are currently looking to water down rules on how working time is recorded by employers in the UK, which they could impose using powers in the controversial REUL (Retained EU Law) Act.

This could significantly weaken our already-inadequate enforcement system even further, making it more difficult for labour market inspectors to prove non-compliance.

Action needed

The TUC says ministers must take urgent action to tackle burnt out Britain, including:

  • Introduce a new right to disconnect to ensure workers get a proper rest break away from work and make sure that work doesn’t encroach upon a worker’s home life.
  • Strengthen enforcement of working time regulations – that means funding the HSE properly and ditching proposed changes to how working time is recorded.
  • Fix the public sector recruitment and retention crisis, bringing down excessive workloads and dangerously unsafe staffing levels, delivering year-on-year fully-funded pay rises and making improvements to working conditions.
  • Make flexible working a genuine legal right from the first day in a job. People should have the right to work flexibly from day one, unless the employer can properly justify why this is not possible. Workers should have the right to appeal any rejections. And there shouldn’t be a limit on how many times you can ask for flexible working arrangements in a year.
  • Promote collective bargaining to make it easier for unions to speak withand represent workers – including broadening the scope of collective bargaining rights to include work organisation, the introduction of new technologies, and the nature and level of staffing. 
  • Introduce to statutory duty to consult trade unions before an employer introduces the use of artificial intelligence and automated decision-making systems. This would ensure that both the employer and worker can benefit from the introduction of new technologies and that productivity gains lead to decent pay rises for workers.

TUC General Secretary Paul Nowak said: “No one should be pushed to the brink because of their job.

“Gruelling hours, pace and expectations at work are growing problems up and down the country. This is a recipe for burnt out Britain.

“Chronic staff shortages, intrusive surveillance tech and poor enforcement of workers’ rights have all combined to create a perfect storm.

“It’s little wonder that so many feel exhausted at the end of their working day.

“It’s time to tackle ever-increasing work-intensity. That means strengthening enforcement so that workers can effectively exercise their rights.

“It means introducing a right to disconnect to let workers properly switch off outside of working hours.

“And it means making sure workers and unions are properly consulted on the use of AI and surveillance tech, and ensuring they are protected from punishing ways of working.”

On public sector overtime and the recruitment crisis, Paul added: “Public sector workers can’t keep going on gratitude alone. Staff are getting burnt out and leaving public services in droves.

“It’s time ministers got serious about fixing the recruitment crisis blighting our NHS, our schools and our public services.”

TUC vows to fight Tory attacks on the right to strike “tooth and nail” as strikes bill passes

  • TUC condemns Tory “wrecking ball” to right to strike and says it won’t rest until the legislation is repealed
  • Union body urges employers to do “everything in their power” to avoid using this counterproductive legislation to settle disputes

The TUC has vowed to fight the anti-strike bill “tooth and nail” as the legislation passed its final parliamentary stage.

The union body said the Conservatives were threatening to “take a wrecking ball” to the fundamental right to strike – adding that “unions won’t rest” until the legislation is repealed.

The Strikes (Minimum Service Levels) Bill will soon receive Royal Assent and make its way onto the statute book as the legislation passed in the House of Lords – after several previous defeats.

The Bill will mean that when workers lawfully vote to strike in health, education, fire, transport, border security and nuclear decommissioning, they could be forced to attend work – and sacked if they don’t comply.

1 in 5 workers

TUC research found a massive 1 in 5 workers in Britain – or 5.5 million workers – are at risk of having their right to strike undermined. The legislation gives ministers sweeping powers to impose strike restrictions in any service within those extremely broad sectors.

As a result, the legislation has faced a barrage of criticism from employers, civil liberties organisations, the joint committee on human rights, House of Lords Delegated Powers and Regulatory Reform Committee, race and gender equalities groups, employment rights lawyers, politicians around the world – as well as a whole host of other organisations.

The UK’s actions have already come under scrutiny from international organisations. The UN workers’ rights watchdog, the ILO, recently slapped down the UK government over its anti-union agenda and demanded it respect international law.  

The Bill will give ministers the power to impose new minimum service levels through regulation, but ministers have given few details on how they intend minimum service levels  to operate.

Humiliating defeat

The government is rushing this latest legislation onto the statute book just days after a “humiliating defeat” on its agency worker regulations – as the High Court deemed the regulations unlawful.

The “strike-breaking” regulations were brought in last summer and allow agencies to supply employers with workers to fill in for those on strike.  

The High Court ruled that the then Secretary of State for Business, Energy and Industrial Strategy, Kwasi Kwarteng, failed to consult unions, as required by the Employment Agencies Act 1973 – quashing the 2022 changes.

The TUC has accused the government of adopting the same “reckless approach” with its anti-strike bill.

TUC General Secretary Paul Nowak said: “The Conservatives are threatening to take a wrecking ball to our fundamental right to strike.

“No one should be sacked for trying to win better pay and conditions at work – especially in the middle of a cost-of-living crisis. But that is exactly what this draconian legislation will allow.

“These new laws will give ministers the power to snatch away the right to strike from a massive 1 in 5 workers – that’s 5.5 million people.

Commenting on the ongoing campaign against the bill, Paul added: “Make no mistake. The TUC will fight this pernicious legislation tooth and nail – exploring all options including legal routes.

“We won’t stand by and let workers get sacked for defending their pay and conditions. And we won’t rest until this bill has been repealed.

“It’s unworkable, undemocratic and almost certainly in breach of international law.

“After the government’s humiliating defeat in the High Court over its unlawful attempt to undermine the right to strike, ministers should spare themselves further embarrassment.

“Every employer must reject this blatant attempt at union busting. That means doing everything in their power to avoid using this counterproductive legislation – it will only poison industrial relations and drag out disputes.

“Our message is loud and clear. The entire trade union movement will rally behind any worker sacked for exercising their fundamental right to strike.”

On Labour’s plans to repeal the legislation in its first 100 days, Paul said: “The right to strike is a fundamental British liberty – Labour gets this. That’s why they have done the right thing and promised to repeal this nasty legislation at the earliest opportunity.”

TUC: It’s time to end the pay disparity that penalises disabled workers

Disabled people are more at risk of having to make the difficult decision between heating and eating

Before the outbreak of the Covid-19 pandemic disabled workers faced huge barriers getting into and staying in work (writes TUC General Secretary PAUL NOWAK).

The pandemic, and the huge changes it has caused to our everyday lives, has exacerbated the barriers disabled people face.

Not only have disabled people been disproportionately affected in terms of loss of life, with six in 10 Covid-19 related deaths being disabled people, but pre-existing workplace barriers have been accentuated by the pandemic.

And now, new data published by the TUC for our disabled workers conference shows disabled workers are much more likely to earn less than non-disabled workers.

That’s not right.

Having an impairment should never mean you get paid less or that you’re on worse terms and conditions. However, for too many disabled workers in this country, it is an all too true reality.

With spiralling inflation and eye watering bills, workers are having their income stretched in every direction. But for disabled people, the situation is even more challenging.

Let’s not forget – disabled workers face even higher living costs than non-disabled workers. So as the cost-of-living crisis continues to play havoc with everyone’s lives, we know that these workers are feeling the pinch even more.

But the challenges don’t end there.

Disabled workers also encounter more barriers in the workplace than non-disabled colleagues – with many worried that if they ask their employer for the reasonable adjustments they need to do their job, they’ll be refused outright.

New TUC analysis reveals disabled workers are much more likely to be paid less than their non-disabled colleagues – with those in the North of England and Wales even more likely to be paid less.

And we know that disabled people are more at risk of having to make the difficult decision between heating and eating.

With this cost-of-living crisis not looking like it’s going to end any time soon, things are only going to get worse. We need action now.

With the government too focused on its own political survival, ministers have done nothing to put the mind of disabled workers at ease.

Our call is clear: It’s time to end the pay disparity that penalises disabled workers and it’s time disabled workers get the support they need in the workplace.

At the TUC’s disabled workers conference, we heard from delegates about how the cost-of-living crisis is hitting disabled workers across the country. And we heard how we can build workplaces that work for everyone.

That means stamping out insecure work by banning zero-hour contracts, increasing the minimum wage and outlawing fire and rehire.

That means giving disabled workers fair access to request reasonable adjustments, and fining those employers who discriminate against workers because of any impairment. 

And that means forcing employers to come with an action plan to report their disability pay and employment gaps.

This is a plan which will deliver and transform the lives of so many disabled workers across the country.

Ministers must step up and act now.

Badge of Shame: Unions secure important win against the UK Government’s attacks on trade unions

 In a major defeat for the Conservative government, the High Court yesterday (Thursday) ruled that its agency worker regulations are unlawful, after a successful legal challenge by trade unions, coordinated by the TUC. 

The “strike-breaking” regulations were brought in last summer and allow agencies to supply employers with workers to fill in for those on strike.   

The High Court ruled that the then Secretary of State for Business, Energy and Industrial Strategy, Kwasi Kwarteng, failed to consult unions, as required by the Employment Agencies Act 1973 – quashing the 2022 changes. 

Eleven trade unions, coordinated by the TUC and represented by Thompsons Solicitors LLP, brought legal proceedings against the government’s changes to agency worker regulations in a bid to protect the right to strike. 

The unions – ASLEF, BFAWU, FDA, GMB, NEU, NUJ, POA, PCS, RMT, Unite and Usdaw – come from a wide range of sectors and represent millions of workers in the UK.  

Unison and NASUWT also brought separate legal challenges against the laws. 

The TUC says the ruling is a “badge of shame” for the Conservative government – and a “major blow” to “ministers’ attempts to undermine the right to strike”. 

In addition to these agency worker regulations brought in last summer, ministers are currently rushing through the Strikes (Minimum Service Levels) Bill, which is currently making its way through parliament.  

This could lead to workers being forced to work even when they have democratically voted to strike, and workers facing the sack if they refuse to comply. 

Damning assessment 

The Court was damning in its assessment of ministers’ failure to consult – and in particular, the conduct of the former Secretary of State for Business, Kwasi Kwarteng. 

The judgment says “the Secretary of State’s approach was contrary to section 12 (2) of the 1973 Act, so unfair as to be unlawful and, indeed, irrational.” 

The judgment goes onto say “the approach of Mr Kwarteng was to commit to the revocation of regulation 7 at a time when the advice to him was that it would be of negligible short-term benefit and probably be counterproductive.” 

Heavy criticism 

The change in agency worker regulations was heavily criticised by unions, agency employers, and parliamentarians. 

The TUC has warned these new laws could worsen industrial disputes, undermine the fundamental right to strike and endanger public safety if agency staff are required to fill safety critical roles but haven’t been fully trained.  

The Recruitment and Employment Confederation (REC), which represents suppliers of agency workers, has previously described the proposals as “unworkable”. 

The Lords Committee charged with scrutinising the legislation said “the lack of robust evidence and the expected limited net benefit raise questions as to the practical effectiveness and benefit” of the new rules. 

TUC General Secretary Paul Nowak said:  “This defeat is a badge of shame for the Conservatives, who have been found guilty of breaching the law. 

“Bringing in less-qualified agency staff to deliver important services risks endangering public safety, worsening disputes and poisoning industrial relations.   

 “The government railroaded through this law change despite widespread opposition from agency employers and unions. The courts even found ministers ignored evidence that the measure would be counterproductive. 

“This is the same reckless approach behind the anti-strike bill, which has faced a barrage of criticism from employers, rights groups and international bodies, and which has been amended by the House of Lords on three separate occasions during parliamentary ping-pong.  

“Ministers should spare themselves further embarrassment. These cynical strike-breaking agency worker laws must be scrapped once and for all – and the draconian anti-strike bill must be junked for good too.” 

Richard Arthur, head of trade union law, Thompson solicitors added: “This is a significant victory for the entire trade union movement and preserves a vital safeguard in ensuring the right to participate in industrial action is effective.  

“The judgment makes clear that the then Secretary of State (above) had a staggering disregard to his legal obligations when introducing legislation that enabled employers to engage agency workers to cover the duties of striking workers.  

“He was driven solely by a political ideology to meet a self-imposed deadline to implement the regulations in the face of mounting industrial action across the country.  

“He took this decision notwithstanding advice he received that it was likely to be counter-productive to the problem he wanted to address and was being rushed through without any regard being taken to the duty to consult which was a fundamental legal requirement.  

“This is bad law-making made on the hoof and the Court has rightly held the Government to account.” 

TUC: We will defend the right to strike at all costs

‘Make no mistake – this is one of the most pernicious pieces of union-bashing legislation you will ever see’

The ongoing Conservative Party psycho-drama has dominated the headlines over the last few weeks (writes TUC General Secretary PAUL NOWAK).

While it has been good to see Boris Johnson finally held accountable, it’s meant that many important issues have slipped under the radar.

The Strikes Bill returns to parliament today (23 June). It won’t get anywhere near the coverage of the vote on the Privileges Committee report, but it should.

Make no mistake – this is one of the most pernicious pieces of union-bashing legislation you will ever see.

And the TUC is by no means alone in saying this.

Over the weekend the UN workers’ rights watchdog, the ILO, demanded that the UK bring trade union rights into line with international law.

In a rare intervention, it instructed UK ministers to “seek technical assistance” from the body and to report back to the ILO in September.

The last time the ILO issued this type of rebuke to the UK was in 1995.

Litany of critics

The spiteful legislation has faced a barrage of criticism from employers, civil liberties organisations, the joint committee on human rights, House of Lords Delegated Powers and Regulatory Reform Committee, race and gender equalities groups, employment rights lawyers, politicians around the world – as well as a whole host of other organisations.

It is no surprise that this Bill has upset and enraged so many.

The UK already has the most restrictive anti-strikes legislation in Western Europe. And these reforms will take the country in an even more draconian direction.

That would mean that when workers lawfully vote to strike in health, education, fire, transport, border security and nuclear decommissioning, they could be forced to attend work – and sacked if they don’t comply. 

As the TUC has repeatedly warned the Strikes Bill is undemocratic, unworkable and almost certainly illegal.

Far from preventing strikes, the Bill will poison industrial relations and escalate disputes.

And for what? So Rishi Sunak can throw some red meat to his backbenchers and look tough to his ungovernable party.

Next steps

So where do we go from here?

The Strikes Bill is back in the Commons after a series of bruising defeats in the Lords.

The government will whip its MPs to vote down much-needed amendments as they try and fast-track the legislation onto the statute books.

Our challenge remains the same. Unions will continue to fight the Bill at every stage and will not rest until these poisonous reforms are defeated, and if passed into law, repealed by the next Labour government.

Last summer, ministers changed the law to allow agencies to supply employers with workers to fill in for those on strike. Unions are currently challenging the change in courts – with a judgment expected soon.

The right to strike is a fundamental British liberty that is vital for the balance of power in the workplace.

We must defend it at all costs. And as I told a TUC rally last month, we are also very clear that we will stand by any worker who exercises their fundamental right to strike.

UK Covid-19 Inquiry is under way

The UK Covid-19 Inquiry began hearing evidence for its first investigation into the UK’s preparedness and resilience for a pandemic this morning (Tuesday 13 June 2023) at 10:00.

These public hearings are when the Chair, Baroness Heather Hallett, begins formally listening to evidence. Six weeks of hearings are planned for Module 1, which will run until Thursday 20 July.

The hearing opened with a statement from the Chair, followed by a short film showing the impact of the pandemic, featuring people from across the UK, sharing their experiences of loss.

The voices of some of those who suffered most during the pandemic are heard through the film. Some people may find the film difficult to watch.

This was followed by opening statements from Core Participants to the first investigation. The Inquiry then heard testimony from first witnesses.

A timetable for witnesses for the first week of hearings is available.

The hearings are open to the public and will be held at the Inquiry’s hearing centre, Dorland House, 121 Westbourne Terrace, London, W2 6BU. Seating at the hearing centre is limited and will be reserved on a first come first served basis.

The hearings will also be available to view on our YouTube channel, subject to a three minute delay.

The Inquiry is expected to last three years.

The first four panels of the UK Covid Inquiry’s commemorative tapestry have been unveiled at the Inquiry’s hearing centre in Dorland House.

The tapestry hopes to capture the experiences and emotions of people across the UK during the pandemic, helping to ensure that people who suffered hardship and loss remain at the heart of the Inquiry.

The panels are inspired by the experiences of organisations and individuals from across the UK.

Each panel is based on an illustration by a different artist, following conversations with individuals and communities impacted in different ways by the pandemic.

“Broken Hearts” is a collaboration between artist Andrew Crummy and the Scottish Covid Bereaved group, one of the Inquiry’s Core Participants, and expresses the grief and sadness felt by so many at the loss of loved ones.

“Little Comfort” was created by Daniel Freaker, and is his interpretation of some of the emotions and experiences of those with Long Covid, following conversations with members of several Long Covid support and advocacy organisations.

“Eyes Forced Shut” was created by Catherine Chinatree. It explores the disempowerment and loss of freedoms experienced by patients and their relatives in care homes, and follows conversations between the artist and members of Care Campaign for the Vulnerable.

“The Important Thing Is That You Care” was created by artist Marie Jones, following a series of conversations with a bereaved individual in Wales, grieving the loss of her father.

Broken Hearts tapestry panelLittle Comfort tapestry panelEyes Forced Shut tapestry panelThe Important Thing Is That You Care tapestry panel

Last month, the Inquiry announced that renowned art curator Ekow Eshun had been appointed to oversee the first phase of the project, with further panels to be developed over the coming months.

The Inquiry will be sharing further information about each of the panels, including from the artists, and those whose experiences helped shape the artwork, and the digital version of the tapestry will be available next month.

The tapestry will also be shown in different locations throughout the UK whilst the Inquiry’s work is ongoing. We plan to add more panels over time, so this tapestry reflects the scale and impact the pandemic had on different communities.

The UK Covid Inquiry’s commemorative tapestry is one of a growing number of sculptures, creative installations, and community initiatives being developed as the county (and the world) comes to terms with the enormity of the pandemic and its effect on the lives of countless millions of people. Each of these projects brings a unique perspective and adds a powerful new layer of value to the richness of our collective memory.

Organisations interested in getting involved in the project are invited to contact engagement@covid19.public-inquiry.uk.

TUC: Inquiry must examine how “unchecked growth” of insecure work left millions vulnerable to the virus

  • NEW ANALYSIS: numbers in insecure work grew by a fifth in the decade preceding the pandemic – with half a million more in insecure work by the end of the decade
  • Insecure workers were TWICE as likely to die from Covid-19 during the pandemic
  • TUC says Tory failure on workers’ rights had devastating consequences for workers

The TUC has today (Monday) called on the Covid public inquiry to look at how the “unchecked growth” of insecure work left millions of low-paid and frontline workers vulnerable to the pandemic.

New analysis by the TUC shows that between 2011 and the end of 2019, the number of people in insecure work grew by a fifth – with half a million more in insecure jobs by the end of the decade.

In 2011, the numbers in insecure work were 3.2 million. By the end of the decade, the numbers were 3.7 million.

This growth is disproportionate compared to the growth of the labour market in this period (the proportion of those in insecure work grew from 10.7% to 11.2%).

The call by the union body comes as the Covid public inquiry prepares to take witness evidence from Tuesday 13 June.  

Higher mortality rates

TUC analysis during the pandemic showed that those in insecure occupations faced mortality rates which were twice as high as those in more secure jobs.

The analysis showed that:

  • The Covid-19 male mortality rate in insecure occupations was 51 per 100,000 people aged 20-64, compared to 24 per 100,000 people in less insecure occupations.
  • The Covid-19 female mortality rate in insecure occupations was 25 per 100,000 people, compared to 13 per 100,000 in less insecure occupations.

BME and low-paid workers “forced to shoulder most risk”

The TUC says workers in insecure jobs were forced to shoulder more risk of infection during this pandemic, while facing the “triple whammy” of a lack of sick pay, fewer rights and endemic low pay.

TUC polling from 2022 showed that three in four (76%) in insecure jobs get the “miserly” statutory sick pay, or nothing, when off sick.

Insecure workers are markedly less likely to benefit from the full range of employment rights that permanent, more secure workers are entitled to, including vital safeguards such as unfair dismissal and redundancy protections.

Sectors such as care, leisure, and the elementary occupations have high rates of insecure work – compared to managerial, professional and admin sectors which have some of the lowest.

Those in insecure occupations largely continued to work outside the home during the pandemic – and many were key workers.

A government study suggested that agency workers at care homes – often employed on zero-hours contracts – unwittingly spread the infection as the pandemic grew.

During the pandemic, insecure workers accounted for one in nine workers – with women, disabled workers and BME workers more likely to be in precarious work.

Recent TUC research showed BME women are twice as likely to be on zero-hours contracts as white men.

Dismal record on workers’ rights

The TUC says that the government’s record on workers’ rights has been dismal.

Instead of “getting a grip of insecure work” as it grew from 2010 onwards, the Conservative government “let it flourish on their watch”.

This was despite government promises to boost employment rights.

The Taylor Review reported on 11 July 2017, promising “good work for all”. However, the following years have seen few of the review’s proposals implemented.

And since the pandemic, ministers have failed to learn lessons – instead repeating the same mistakes.

Ministers ditched the long-promised employment bill – and they are now backsliding on promised protections for workers from sexual harassment, as well as attacking workers’ right to strike.

TUC General Secretary Paul Nowak said: “The Covid public inquiry must look at how the unchecked growth of insecure work left millions vulnerable to the pandemic.

“Ministers let insecure work flourish on their watch – instead of clamping down on the worst employment practices.

“That failure had devastating – and even fatal – consequences for workers.

“Those in insecure work faced markedly higher Covid infections and death rates. And they were hit by a triple whammy of endemic low pay, few workplace rights and low or no sick pay.

“Lots of them were the key workers we all applauded – like care workers, delivery drivers and coronavirus testing staff.

“For years ministers promised working people improved rights and protections. But they repeatedly failed to deliver.

“It’s time for the government to learn the lessons of the pandemic and stamp out the scourge of insecure work for good.”

On the Conservative government refusing to hand over unredacted evidence to the inquiry Paul added: “Ministers seem more interested in playing political games than learning lessons from the pandemic.

“It’s time they fully cooperated with the inquiry and stopped dragging their feet.”

TUC: UK’s parental leave and pay system needs an overhaul

New TUC survey finds low level of statutory paternity pay leaves families struggling financially – and stops 1 in 5 dads/partners from taking paternity leave at all

  • Low-income households and self-employed workers most likely to miss out on paternity leave 
  • 1 in 5 dads/partners who manage to take time off end up working during leave 
  • Union body calls on ministers to increase statutory paternity pay and overhaul parental leave system 

More than half (53%) of families struggle financially when dads/partners take paternity leave, according to a new TUC poll published today (Friday). 

The survey also reveals that half (50%) of parents don’t feel they were able to take enough time off work as paternity leave to support their families. 

And one in five (21%) parents told the TUC they didn’t take any paternity leave at all. The biggest reason for this – for more than one in four (27%) parents – is that they can’t afford to reduce their income. 

Statutory paternity pay is currently £172.48 a week, or 90% of your average weekly earnings (whichever is lower), and paternity leave is one or two weeks.  

Missing out 

The TUC poll found: 

  • Low earners: Household income has a big impact on take up of paternity leave. Nearly nine in 10 (86%) of parents where the household income is over £60,000 take statutory paternity leave provided by their employer, but this falls to two-thirds (65%) of dads/partners with a household income under £25k. And only one in seven (14%) dads/partners with household income under £25k take a more generous form of paternity leave than just the statutory – compared to more than one in three (35%) where the household income is over £80k. 
  • Self-employed: Only one in three (31%) self-employed dads/partners took time off when their partner had a baby. Self-employed workers currently aren’t eligible for any statutory paternity pay. The TUC warns this reduces their ability to take time off work for the arrival of a new baby. 

The poll also revealed that nearly one in five (18%) dads/partners are still doing some work whilst on paternity leave – rising to almost one in three (30%) part-time workers. 

More than one in five (22%) do this because of the demands of their workload, and a similar percentage (19%) feel pressured to do this by their employers. 

Government action needed 

The TUC is calling on government to completely overhaul the current parental leave system. 

The union body wants ministers to: 

  • Increase statutory paternity pay: Statutory paternity pay needs to increase to at least the level of the real living wage, to make it feasible for dads/partners to take time out to care for their new-borns. 
  • Extend parental leave: Both parents need a stand-alone right to their own individual period of well-paid parental leave – which is not dependent on the other partner sacrificing some of their leave (as it is in the current shared parental leave system). 
  • Give parental leave and pay rights to all from day one: Parental leave and pay rights should be accessible to all, regardless of employment status – including those who are self-employed, agency workers or on zero-hours contracts. Qualifying periods for parental leave and pay rights should be scrapped and they should be available from day one in a job. 

TUC General Secretary Paul Nowak said: “It’s not right that so many dads can’t afford to take time off work when their babies are born.  

“The arrival of a new-born is one of the most special moments in life. No parent should miss out on these precious first days. 

“The UK’s parental leave and pay system needs an overhaul.  

“Without better rights to well-paid leave, too many new parents will still miss out on spending time with their babies. And mums will continue to take on the bulk of caring. 

“Ministers should give all dads better-paid paternity leave – and create a new right to well-paid parental leave just for dads, that doesn’t rely on mums giving up some of their maternity leave.” 

TUC: Austerity left UK “hugely unprepared” for the Covid pandemic

  • NEW REPORT: TUC report shows how austerity led to unsafe staffing in public services, a broken safety net, and decimated workplace safety enforcement when the pandemic began
  • “Austerity cost the nation dearly. The consequences were painful and tragic. The inquiry is our chance to learn from this” says the TUC

Austerity left the UK “hugely unprepared” for the Covid pandemic, according to a new report published by the TUC yesterday.

The report looks at four pillars of the country’s pandemic preparedness:

  1. Safe staffing levels in public services
  2. Public service capacity and resources
  3. A strong safety net through the social security system
  4. Robust health and safety protections at work

It finds that in each of these key areas, funding cuts reduced the country’s capacity to respond to the pandemic.

The report was published as the TUC held a joint press conference with the Covid-19 Bereaved Families for Justice about the lessons that must be learned through the inquiry, to save lives in the future.

Safe staffing levels in health and social care

The report details how safe staffing levels in health and social care were undermined by multiple years of pay caps and pay freezes, which impeded recruitment and increased staff turnover. This left both health and social care dangerously understaffed when the pandemic began:

  • Between 2010 and 2020, the number of nurses per capita in the UK grew by less than one per cent – despite demand for care rising by one-third. This is in stark contrast to the OECD average of nurses per capita rising by 10 per cent.
  • In 2019 the average NHS worker was earning £3,000 less in real terms than in 2010, with significant impacts on both recruitment and retention. 
  • In social care, the turnover rate for staff in England increased from 22 per cent in 2012/13 to 31.8 per cent in 2019/20.
  • When the pandemic hit, a quarter (24%) of social care workers in England were employed on zero-hours contracts, with the turnover rate higher among these workers.

Public services capacity and resources

Public services capacity was damaged by steep cuts to almost every part of the public sector.

In 2020 when the pandemic hit, spending per capita was still lower than in 2010 in social care, transport, housing, childcare, schools, higher education, police, fire services, and environmental protection.

This limited the ability of public services to contribute effectively to civil contingencies, and to continue essential activities effectively such children’s education.

  • Between 2010 and 2020, school funding per pupil was cut by 8.3% in England, 6.4% in Wales, 2.4% in Scotland and 10.5% in Northern Ireland.
  • Local authority core spending power was cut by a third between 2010 and 2020. Over the same period, demographic changes increased pressures – for instance, leading to higher referrals and more complex cases in both adult and children’s social care.  And new statutory duties in public health, social care and homelessness have stretched budgets further.
  • In 2019, capital investment in the UK health sector was 10% below 2010 levels. This forced NHS providers to close hospitals and delay equipment upgrades.

A strong safety net through the social security system

The social security safety net was damaged by direct cuts through benefit freezes, and by reforms that reduced entitlement to help and narrowed eligibility to fewer people.

Most of these benefits cuts were made in the period 2010 to 2016 when David Cameron was Prime Minister and George Osborne was Chancellor – both of whom are set to give evidence at the Covid inquiry.

The benefit cuts increased poverty levels. Living in poverty was associated with greater risks of exposure to Covid-19, and greater levels of vulnerability to more serious health consequences from being ill with Covid.

  • Since 2010, £14 billion has been cut from support to households through social security.
  • A family not in work has lost on average £1,160 a year in social security support since 2010, and a family in work has lost on average £460.
  • Disabled people have lost on average £1,200 of annual support, comparing 2021 with 2010.

Robust health and safety protections at work

The pandemic had a particular impact on workplaces – especially for key workers and those who could not work from home. But the enforcement of rules to keep workers safe at work was compromised by cuts that decimated public health and workplace safety regulators, and by confusion about who had responsibility to enforce the rules.

During the pandemic, when workplace risks multiplied, workplace inspections and enforcement notices fell to an all-time low, despite vast numbers of workplace-linked transmission caused by poor health and safety practice.

  • Funding for the Health and Safety Executive (HSE – the body responsible for workplace safety) in 2021/22 was 43% lower than in 2009/10 in real terms.
  • Staff numbers at the HSE have been cut by 35% since 2010.
  • The number of workplaces investigated by a safety inspector fell by 70% from 2010 to 2020.

TUC General Secretary Paul Nowak said: “To learn lessons and save future lives, we must take an unflinching look at the choices made by our leaders in the years before the pandemic.

“In the NHS and social care, funding cuts put staff levels in the danger zone. Cuts to social security pushed many more people below the poverty line, leaving them more vulnerable to infection. And cuts to health and safety left workers exposed to rogue employers who cut corners and put their lives at risk.

“Austerity cost the nation dearly. It left us hugely unprepared for the pandemic. And it left far too many workers unprotected. The consequences were painful and tragic.

“The inquiry is our chance to learn the lessons – and to understand why we have to rebuild our public services so that they are strong enough to protect us in a future crisis.”

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After 25 years, what has devolution delivered for workers? Not enough, argues TUC

It’s been 25 years since devolution in the UK started gathering speed, with the first legislative frameworks for devolution in Scotland, Wales and Northern Ireland agreed in 1998 (writes TUC’s ABIGAIL HUNT).

To mark this milestone, we decided to take stock of what devolution has delivered for working people. As a first step, we commissioned Centre for Research in Employment and Work (CREW) academics to research whether and how devolution has raised employment standards. 

In this blog I consider key findings from their new report launched today – and reflect on what needs to happen next. 

Where are we now?

As this helpful primer explains, devolution – the process of transferring power from Westminster to the nations and regions of the UK – has led to a patchwork of deals, with different levels of power and resources conferred on devolved authorities.

Since 1998 successive UK governments have pursued devolution. The pace has picked up in England in recent years, where two ‘trailblazer deals’ expanding powers have just been agreed and several other new devolution deals are underway.

The Labour Party is also looking to expand devolution. The Gordon Brown-led Commission on the UK’s Future wrapped up at the end of 2022 with proposals to ‘create a virtuous circle where spreading power and opportunity more equally throughout the country unlocks the potential for growth and prosperity’.

Since then Lisa Nandy MP, the Shadow Secretary of State for Levelling Up, Housing and Communities, has pledged that under a Labour government, ‘every part of Britain that wants it will be able to access powers over skills, employment support and housing that support their local communities’.

So far, employment rights (collective and individual), health and safety at work and aspects of workplace training in Scotland, Wales and England have been reserved to the UK government, meaning devolved authorities in these areas have no power to legislate around these issues. Labour has endorsed keeping a national labour rights framework, as outlined in its New Deal for Working People.

What has devolution delivered for working people?

A few of things jumped out at me from the CREW report.

First, some devolved authorities have innovated in using the powers available to them to promote good work on their patch. This has seen them raise the bar above the currently weak national employment rights framework, which has seen poor quality, insecure work become a mainstay of the UK labour market in recent years.

For example, the Scottish Government’s Fair Work Convention has cemented a tripartite relationship between unions, government and employers. It has also helped increase the proportion of people earning the Real Living Wage, improved employment security, narrowed gender and ethnicity pay gaps and increased collective bargaining coverage in Scotland.

Across England, some elected devolved authority leaders have set up employment charters or pledges – essentially locally-developed yet voluntary employment standards. Perhaps the best known of these is the Greater Manchester Good Employment Charter established following a 2017 campaign pledge by Metro Mayor Andy Burnham. Members commit to various aspects of good work including improving employment security, flexible work, decent pay, health and wellbeing, and trade union recognition and collective bargaining.

Second, as the Manchester charter clearly shows, political will has been critical to advancing employment standards in devolved authorities. But when good work commitments are linked to individual leaders and not formally ‘baked in’ to devolution deals there is a real risk that change at the top can lead to a roll-back in localised gains.

Third, the formal role of trade unions in devolved structures has been mixed. In Wales, a “Welsh way” of social partnership working has led to development of a new Social Partnership and Public Procurement (Wales) Act. This offers significant potential to cement social partnership in Wales by putting a duty on public bodies to engage with trade unions when they are setting out what they will do to comply with the Well-being of Future Generations (Wales) Act 2016.

Yet this gold-standard approach is far from reality everywhere. For example, recent consultations around the East Midlands Combined County Authority devo deal proposed a role for the private sector in the authority’s governance boards – with no mention of a similar role for trade unions.

What needs to happen next?

Devolution looks set to stay firmly on the political agenda in the years to come. But so far it has not delivered enough for working people.

This needs to change.

Workers and their unions need to be meaningfully engaged in debate and decision-making related to devolution at all levels – from devo deals to devolved authorities’ support for union recognition and collective bargaining in-house and across their area.

The TUC is ramping up effort to make this a reality. Watch this space!

Call to scrap ‘spiteful’ Strikes Bill

The TUC has warned that the right to strike of 1 in 5 workers in Britain is at risk because of the UK Government’s Strikes (Minimum Service Levels) Bill. 

New analysis published by the union body yesterday shows that 5.5 million workers in England, Scotland and Wales could be affected by the legislation. Workers in Northern Ireland aren’t subject to the Bill. 

Those 5.5 million workers have their right to strike threatened because – if passed unamended – the Bill will mean that when workers lawfully vote to strike in health, education, fire, transport, border security and nuclear decommissioning, they could be forced to attend work – and sacked if they don’t comply.   

The legislation continues to make it way through parliament, and had a third reading in the House of Lords yesterday. 

The Bill recently suffered heavy defeats in the Lords, as all the opposition amendments laid were voted through, including an amendment to stop frontline workers getting sacked for exercising their right to strike. 

Huge numbers of British workers 

The TUC says the Conservative government must drop the Strikes Bill in its entirety and protect the right to strike. 

And the EHRC recently warned that the legislation could see all striking workers in affected sectors losing their unfair dismissal protection as whole strikes could be deemed illegal. 

The TUC says the Bill should provoke “serious opposition from UK politicians” as it continues its passage through parliament, given the huge numbers set to lose their right to strike.  

The union body says the UK government has failed to come clean about the draconian nature of the Bill – and has accused ministers of “shortcutting” normal scrutiny procedures by “ramming” the Bill through the parliament.   

The Bill will give ministers the power to impose new minimum service levels through regulation.   

But MPs have been given few details on how minimum service levels are intended to operate.  

The House of Lords Delegated Powers and Regulatory Reform Committee recently criticised the Bill for giving blanket powers to UK ministers while providing virtually no detail. 

The Bill has faced a barrage of criticism from civil liberties organisations, the joint committee on human rights, House of Lords Delegated Powers and Regulatory Reform Committee, race and gender equalities groups, employment rights lawyers, politicians around the world – and a whole host of other organisations. 

TUC General Secretary Paul Nowak said: “This Conservative government is threatening the right to strike of as many as one in five workers up and down the country. 

“This is a spiteful Bill. No one should be sacked for trying to win a better deal at work. 

“But this draconian legislation would mean that when workers democratically vote to strike, they could be forced to work and sacked if they don’t comply.    

“It’s undemocratic, it’s unworkable and it’s very likely illegal.  

“Ministers have tried to keep the public in the dark about the true nature of this Bill.  

“They are ramming it through– shortcutting normal parliamentary procedures and ducking scrutiny. And they are giving themselves the power to snatch away the right to strike of five and a half million workers. 

“With inflation still running at over 10%, the last thing workers need is for ministers to make it harder to secure better pay and conditions.  

“It’s time for ministers to protect the right to strike and ditch this Bill for good.”