Tag: TUC

This May Day, let’s fight to win

TUC General Secretary’s May Day message

May Day is a unique occasion in our calendar. It’s when we celebrate the bonds that unite workers and trade unionists across the world. When we reflect on our shared values of equality, justice and solidarity. And when we remember the huge advances won by the collective struggles of working people (writes TUC General Secretary PAUL NOWAK). 

And this year, May Day has a special resonance. The cost-of-living crisis shows few signs of easing. Food prices are now rising at almost 20 per cent, hitting the poorest hardest. And across the economy, in both private and public sectors, hundreds of thousands of workers are striking for fair pay. I’ve been proud to visit scores of picket lines, meeting inspirational reps and workers, many on strike for the first time. Unions don’t accept we have to become poorer. 

In the public sector, the government is refusing to deliver decent pay rises for the workers it lauded as heroes during the pandemic. Ministers had to be dragged kicking and screaming to the negotiating table following industrial action by health and education unions. But they are still failing to negotiate in the civil service – and the TUC will resist any attempts to play one group of workers against another.  

Meanwhile, in the private sector, unions have been winning some impressive deals for their members. And a special mention to workers at Amazon in Coventry, who have been taking historic strike action for fair pay and union recognition. 

But as workers fight for a fair deal, the Conservative government is attacking our right to strike. Their Anti Strikes Bill is undemocratic, unworkable and probably unlawful. It makes the UK an international outlier by imposing yet more draconian restrictions and penalties on unions.

Small wonder the legislation has been condemned by employment law experts and, earlier this week, by over 100 politicians worldwide. And on Wednesday, Labour, Lib Dem and crossbench peers in the House of Lords defeated the government four times on the bill. 

That’s why the TUC has called an emergency “reject and repeal” protest outside Parliament to coincide with the final Commons votes on the bill. We can’t be sure about exact dates just yet, but it’s likely to be sometime in mid May.

Full details will be posted on our website as soon as possible. This is a big opportunity for us to put our concerns firmly in the political, media and public spotlight. 

As working families struggle to stay afloat, those at the top are raking it in. Chief executives continue to trouser massive pay packages. Shareholder dividends have gone up three times faster than wages. And bankers in the City of London have just enjoyed the biggest bonus round since the crash. Britain is increasingly unequal: as hospitals set up food banks to feed their own staff, Porsche dealers report record sales. 

Instead, we need an economy that rewards work not wealth. The TUC is demanding fair taxes, including a proper windfall tax on obscene energy profits. We want a £15 minimum wage, better pensions and a boost to Universal Credit. And we want stronger collective bargaining rights for unions, so we can win fair pay for all and ensure the gains of tech change and AI are shared fairly. 

We’re also campaigning for political change and the election of a new government on a worker- and union-friendly manifesto. But whatever happens, we must rebuild our collective strength, advancing our membership and organisation right across the economy.  

My overwhelming priority remains to build a stronger, more diverse, more inclusive movement. And whether it’s fighting racism, rooting out sexual harassment or resisting the government’s spiteful Illegal Migration Bill, there’s plenty we can do. This May Day, let’s resolve to fight for all working people, in all our wonderful diversity. Ultimately, that’s the best way to win the change we need. 

Have a great May Day – and solidarity to all. 

Miles Briggs raises safety concerns over asbestos in Lothian schools

110 schools across Edinburgh contain asbestos

During Education and Skills portfolio questions yesterday at the Scottish Parliament, Lothian MSP, Miles Briggs asked the Cabinet Secretary for Education  and Skills Jenny Gilruth, about the safety of schools in Scotland.

Mr Briggs said how it is critical that this government and councils acts as quickly as possible to remove asbestos from the Scottish schools estate to ensure that pupils, teachers and staff across Scotland are learning and working in a safe environment.

Across the Lothians 241 schools contain asbestos – 110 in Edinburgh (details below), 31 in East Lothian, 18 in Midlothian and 82 in West Lothian. In the last year, 58 schools had asbestos removed – 20 in Edinburgh, 0 in Midlothian, 38 in West Lothian and East Lothian declined to provide the information.

The Scottish Conservatives have previously criticised the SNP for continuing to pass on “savage” cuts to local authorities, meaning schools don’t have the resources to remove asbestos from school buildings.

The Cabinet Secretary for Education and Skills of Scotland, herself a former teacher, was asked “what progress has the Scottish Government made in removing asbestos from schools, what impact assessment has been undertaken to look at where currently asbestos is in the school estate and where this will be removed and what timescale will government develop to make sure this happens”.

In response, Ms. Gilruth acknowledged the importance of the issue and said: “Obviously a number of the schools that we are talking about are historically old buildings, I confess that the last building that I worked in, over in Fife, had asbestos in it.

“It is soon to be replaced by a brand new building thanks to this government. I think that’s hugely important as we move forward in improving the school estate, but we will need to recognise some of the challenge here”.

Lothian MSP, Miles Briggs, said: “The danger of asbestos is common knowledge.

“Despite this we still have over 240 schools in across Lothian which still contain this hazardous material.

“It is vital that pupils, teachers and staff across Scotland are learning and working in a safe environment.

“Continued underfunding of local authorities by SNP Ministers makes it extremely difficult for council to carry out the necessary work in our school estates to remove asbestos.”

The TUC has highlighted the dangers of asbestos today, International Workers Memorial Day. Asbestos is the biggest cause of work-related deaths in Britain.

TUC’s Sally Asquith said: “Schools are some of the most likely buildings to contain asbestos, but also the most obvious site for safe removal.

“Many schools desperately need repair or replacing anyway: the Department for Education has admitted a serious risk of collapse in many school buildings. We know more than 90 per cent of schools contain asbestos, and that the rate of mesothelioma diagnoses among former teachers is rising rapidly, so the need for removal is urgent. In the past six months alone, four schools in England had to close after asbestos was disturbed.

“As well as providing adequate support, and research, for those affected, the only real way to prevent asbestos-related illness in the long term is to remove the substance once and for all.

“Only by removing asbestos from all public buildings can we avoid future risk of exposure and stop the thousands of early – and entirely preventable – deaths from this dreadful, fatal illness.”

#IWMD

Edinburgh

A total of 110 schools contain asbestos:

Nursery/EYC – 21

Primary – 73

High School – 12

Special – 4

We have removed asbestos from 20 schools since 1st April 2022.

Low Pay Britain: “miserly” sick pay system is punishing low-paid workers, says TUC

LPB-2023Download

The UK workforce expanded in the three months to February, driven by young people leaving full-time education and moving into work, but the longer-term problem of rising ill-health continues to worsen, the Resolution Foundation said in response to the latest ONS labour market statistics yesterday.

The UK workforce continued to expand in recent months, with employment up 170,000 on the quarter, and economic inactivity down 230,000. The fall in inactivity was driven by full-time students: the number of people inactive due to being a full-time student was down 180,000 on the quarter.

The labour market has loosened overall, with short-term unemployment (up to 6 months) rising by 52,000 to above normal pre-pandemic levels, and vacancies falling by 47,000 on the quarter.

Less encouragingly, inactivity among older workers aged 50-64 remains high – up 298,000 on pre-pandemic levels – while the number of people inactive due to ill-health rose to a record high of over 2.5 million.

Reversing this trend – which predated the pandemic – is a huge priority that is likely to take years to address, says the Foundation, and a key test of the new Health and Disability White Paper.

Nominal pay growth strengthened in February, driven by the gap between public-sector (5.3 per cent) and private sector (6.1 per cent) pay growth closing. However, with inflation still at double digits, pay packets continue to shrink in real terms.

Louise Murphy, Economist at the Resolution Foundation, said: “Britain’s workforce continued to expand in early 2023 as thousands of full-time students moved into work. But while the young entered work, but the old and sick did not. Reversing these trends are a major problem for policy makers across government to confront.

“Strong growth in the public sector has helped to close the gap in pay growth with the private sector. But the picture remains that almost all workers across Britain are seeing their pay packets shrink in real terms, which will continue for the foreseeable future.”

Commenting on the Resolution Foundation’s Low Paid Britain Report, which criticises the UK’s lack of decent sick pay, TUC General Secretary Paul Nowak said: “Nobody should be plunged into financial hardship if they become sick. 

“But Britain has one of the most miserly sick pay rates in Europe. 

“This is disproportionately punishing low-paid workers and leaving them without a safety net. 

“We must fix our broken sick pay system by making statutory sick pay available from day one and raising it to the level of the real living wage. 

“The lack of decent sick pay cost us dear during the pandemic. The government should have learned this lesson.” 

On the need for a higher minimum wage and sector-wide fair pay agreements, Paul Nowak added: “Let’s not kid ourselves. Low-paid workers remain under huge financial strain. 

“Energy bills have shot up by £67 a month and food prices are through the roof. 

“It’s time to put an end to low-pay Britain once and for all. That means getting the minimum wage to £15 per an hour as soon as possible.  

“And it means introducing industry-wide fair pay agreements so that all workers have a minimum set of pay and rights.”  

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Anti-strikes Bill will give ministers “unfettered power” to restrict the right to strike, top lawyers warn

  • Experts say government’s Strikes Bill will make Britain an international “outlier” on union laws 
  • Unions will be forced to “undermine” their own strikes, lawyers say 

Leading employment lawyers have warned that government’s new Strikes (Minimum Service Levels) Bill will give ministers “unfettered power” to restrict the right to strike. 

In a joint statement, the legal specialists say the new legislation will make Britain “an outlier” on strike laws compared to other European and Western democracies. 

Those adding their names to the statement include:  

  • Alan Bogg, Professor of Labour Law, University of Bristol 
  • Keith Ewing, Professor of Public Law, King’s College London 
  • Ruth Dukes, Professor of Labour Law, University of Glasgow   

Highlighting the new sweeping powers the Bill will give to ministers, the lawyers say: 

“The legislation gives a Secretary of State a largely unfettered power to determine what a minimum level of service should be in a particular service, and consequently the circumstances in which and the extent to which workers in these sectors can lawfully exercise their freedom to strike.” 

Highlighting how Britain risks becoming an international outlier on strike laws, the lawyers say: 

“The Strikes (Minimum Service Levels) Bill would place an unacceptable restriction on a worker’s right to take strike action to defend their terms and conditions of employment. It adds to an existing body of highly restrictive laws on strikes, including the Trade Union Act 2016. 

“It would make Great Britain an outlier among comparable countries. If ministers are keen to learn from overseas, a more promising place to start would be the creation of a culture of social dialogue and balanced cooperation through the introduction of sector-wide collective bargaining, together with the clear legal recognition of a positive right to strike.” 

Highlighting the strain the Bill will put on industrial relations, the lawyers say: 

“Trade unions will be required by an employer acting with the authority of the state to take steps actively to undermine its own strike, for which its members will have voted in a ballot with high thresholds of support. Such an obligation is unprecedented in British law, and it places trade unions in an intolerable conflict with their own members. 

“The legislation also removes significant protections for individual workers exposing them to the risk of dismissal and victimisation. It will do nothing to resolve the current spate of industrial action, which will be settled by negotiation and agreement, rather than by the introduction of even tighter restrictions on trade unions.” 

The TUC has accused the government of ducking scrutiny over the Bill. 

If passed, the Strikes Bill will mean that when workers democratically and lawfully vote to strike they can be forced to work and sacked if they don’t comply.  

The Bill gives ministers power to impose new minimum service levels through regulation.   

But consultations on how these regulations will work in specific services have not been completed, and parliamentarians have been given few details on how minimum service levels are intended to operate.  

The TUC says the new legislation will “do nothing” to solve the current disputes across the public sector, and “only make matters worse”. 

Alan Bogg, Professor of Labour Law at the University of Bristol said:  “This Bill would risk leaving Britain an international outlier in its restrictive laws on trade unions. 

“When combined with existing legislation, these proposals constitute a further departure from established norms and international treaty obligations.  

“Rather than bringing Britain into line with other European countries, it deviates significantly from the legal traditions of our neighbours where the right to strike is often given explicit constitutional protection.” 

Ruth Dukes, Professor of Labour Law at the University of Glasgow said:  “These minimum service requirements will do nothing to help workers and employers reach agreement. 

“But they might well prolong and inflame disputes.” 

Commenting on the lawyers’ letter, TUC General Secretary Paul Nowak said: “This is a damning assessment of the government’s Strikes Bill. Make no mistake – these new laws are a naked power grab that will allow ministers to severely restrict the right to strike. 

“This spiteful legislation would mean that when workers democratically vote to strike, they can be forced to work and sacked if they don’t comply.     

“Compulsory work notices during strikes will place a huge strain on employer and union relations and will do nothing to help resolve disputes. 

“If this nasty legislation gets on to the statute book, the TUC will fight it all the way – including through the courts.  

“The Conservatives cannot legislate away worker dissatisfaction.” 

The full statement reads: 

We the undersigned are specialists in employment law. 

Between us we have decades of experience as academics and practitioners in analysing the existing statutory regime for industrial action and the wider industrial relations landscape in Great Britain and internationally. 

In our view the Strikes Bill (Minimum Service Levels) Act would place an unacceptable restriction on a worker’s right to take strike action to defend their terms and conditions of employment. It adds to an existing body of highly restrictive laws on strikes, including the Trade Union Act 2016. The cumulative effects of this legislation would place the UK well outside the mainstream of industrial relations in comparable countries. 

The right to strike is guaranteed in international law by a succession of important treaties. These include the Council of Europe’s Social Charter of 1961; and the UN’s International Covenant on economic, social and cultural rights of 1966. It has also been recognised as a human right by the International Labour Organisation, and by the European Court of Human Rights. Our obligation to respect ILO conventions and the Social Charter was reinforced by the 2020 Trade and Cooperation Treaty with the European Union. 

In Great Britain the right to strike is already heavily limited. The statutory regime places significant requirements on trade unions contemplating industrial action including the need to conduct a postal ballot under highly complex rules, the need to clear high thresholds of support (even higher in ‘important public services’), and to give 14 days’ notice of action. 

The Strikes Bill as drafted would remove none of these requirements while placing a hugely onerous new set of requirements on unions and union members. 

The legislation gives a Secretary of State a largely unfettered power to determine what a minimum level of service should be in a particular service, and consequently the circumstances in which and the extent to which workers in these sectors can lawfully exercise their freedom to strike. If a strike takes place in these services, an employer will have the power to issue a work notice effectively to requisition workers during the strike.   

Trade unions will then be under a duty to take “reasonable steps” to ensure that workers comply with the work notice. Trade unions will thus be required by an employer acting with the authority of the state to take steps actively to undermine its own strike, for which its members will have voted in a ballot with high thresholds of support. Such an obligation is unprecedented in British law, and it places trade unions in an intolerable conflict with their own members. 

The legislation also removes significant protections for individual workers exposing them to the risk of dismissal and victimisation. It will do nothing to resolve the current spate of industrial action, which will be settled by negotiation and agreement, rather than by the introduction of even tighter restrictions on trade unions. 

The proposed minimum service legislation constitutes a further departure from established norms and treaty obligations. It would make Great Britain an outlier among comparable countries. If ministers are keen to learn from overseas, a more promising place to start would be the creation of a culture of social dialogue and balanced cooperation through the introduction of sector-wide collective bargaining, together with the clear legal recognition of a positive right to strike. 

Professor Alan Bogg, Professor of Labour Law, University of Bristol 

Professor Nicola Countouris, Director of the Research Department, European Trade Union Institute (ETUI) and Professor in Labour Law and European Law, University College London 

Professor Ruth Dukes, Professor of Labour Law, University of Glasgow 

Professor Keith Ewing, Professor of Public Law, King’s College London 

Professor Lydia Hayes, Professor of Labour Rights, University of Liverpool 

Dr Ioannis Katsaroumpas, Lecturer in Employment Law, University of Sussex 

Professor Aristea Koukiadaki, Professor of Labour Law and Industrial Relations, Head of The University of Manchester Law School 

Professor Virginia Mantouvalou, Professor of Human Rights and Labour Law, University College London 

Dr Ewan McGaughey, Reader in Law, King’s College London 

Professor Tonia Novitz, Professor of Labour Law, University of Bristol 

One year on from P&O Ferries, the government is still failing workers

A year ago on Friday P&O Ferries made nearly 800 workers redundant with only half an hour’s notice. Experienced sailors with an average of 20 years on the job were replaced with inexperienced and poorly paid agency staff.

But for all the strong words from ministers, 12 months later British workers are more vulnerable than ever.

P&O Ferries was able to get away with its actions because weak UK employment meant any sanctions would be outweighed by the savings they could make on their wage bill.

We know this because the chief executive Peter Hebblethwaite openly admitted P&O Ferries had broken the law when questioned by MPs.

The government promised swift action to prevent a scandal like P&O Ferries occurring again.

But the Insolvency Service declined to pursue criminal charges for P&O Ferries’ failure to inform the authorities of its plans in time. It also hasn’t sought to disqualify P&O Ferries’ directors.

Ministers have done little to close the legal loopholes P&O Ferries exploited

The Seafarer’s Wages Bill is intended to ensure that all vessels that dock at UK ports a minimum of 120 times a year have to pay at least National Minimum Wage equivalent. This gives a lot of scope for employers to avoid it.

On top of that, the surcharges imposed on operators who fail to pay NMWe are determined by port authorities. These might be the same companies that operate the ferries; and if not they will be motivated to set the charges low to secure business from ferry operators.

In either case there is ample potential for charges to be set so low that it is economical for operators to pay well below the NMWe and pay the surcharges as the cost of doing business.

Laws intended to force employers to consult with workers, inform state authorities of their plans and do proper health and safety checks have been left untouched.

The right to strike is under attack

Not only have ministers failed to prevent another P&O Ferries, they have gone out of their way to undermine workers rights and leave them more vulnerable.

The government is rushing through legislation that could impose minimum service levels if workers in transport workers, teachers, nurses, border force, fire and ambulance services and in nuclear decommissioning take industrial action. This is a draconian attack on the right to strike.

It has already been condemned by trade unions across the world and criticised by the International Labour Organization (ILO).

Rest assured if the government succeeds, it wont stop there: more and more workers will find their democratic right drastically undermined.

The government that swept to power promising to enshrine workers rights in law has done little but undermine them.

It’s been a year since the P&O Ferries sackings, but nothing has been done to stop another one.

  • ONE YEAR ANNIVERSARY – NEW REPORT: Another P&O Ferries style scandal could be on the cards because of ministers’ failure to boost worker protections and close legal loopholes, TUC warns  
  • Ministers borrowing from the P&O Ferries’ playbook by attacking the right to strike and threatening to rip up hard-won workers’ rights, says union body 
  • TUC general secretary Paul Nowak to speak at RMT rally today in Hull to mark the one-year anniversary 

The Conservative government has given rogue employers a “free pass to act with impunity” after the P&O Ferries scandal – the TUC has warned, referring to the unlawful mass sacking of 800 seafarers a year ago today (Friday).  

The warning comes as the TUC publishes a new report which reveals that of the four ways P&O Ferries broke the law, the government has failed to act on every single breach – both failing to punish the company and to strengthen worker protections. 

The TUC says P&O Ferries also exploited loopholes in minimum wage law, which the government has failed to close – despite the introduction of the Seafarers Bill. 

The union body warns that without government action, another P&O Ferries-style scandal could be on the cards.  

Flagrant law-breaking 

The TUC sets out four breaches of law by P&O Ferries which have gone unpunished: 

  • The duty to consult when making collective redundancies: P&O Ferries knowingly broke the law because they could price in the low cost of the financial penalties. Following the P&O Ferries scandal, the TUC called on the government to increase protective awards and sanctions to a level that would ensure employers are deterred from brazenly flouting the law. The government did nothing. 
  • Unfair dismissal of workers: Since the P&O Ferries sackings the government has taken no action to strengthen unfair dismissal protections. Ministers have launched a consultation on a draft statutory code of practice that would apply in similar situations. But even when the statutory code is in place an employer would only face a 25 per cent increase in financial sanctions, if they flouted the law – the TUC says this won’t stop rogue employers from breaking the law. 
  • Failure to notify the relevant government authorities: P&O Ferries failed to notify the correct state authorities. This meant a jobs rescue bid couldn’t be launched. Following the P&O Ferries scandal the government has failed act, meaning that any employer making large scale redundancies can price in the likely sanction for failing to notify the authorities. 
  • Breach of Director duties: P&O Ferries’ directors admitted deliberately breaching the law – and the TUC believes that the directors breached their fiduciary duties. The Insolvency Services is responsible for the initiation of director disqualification proceedings but despite serious acts of misconduct, no action has been taken against the P&O Ferries’ directors. The government has also failed to take action to deter other directors behaving like this in the future. 

The TUC adds that the government inadequately acted after P&O Ferries bypassed the law by exploiting loopholes in minimum wage legislation. 

The new Seafarers Bill widens the scope of the minimum wage, which currently has very limited application to seafarers. 

However, the TUC warns there are gaping loopholes in the Bill, including requiring ships to make a certain number of UK stops to fall within the law, meaning that employers whose ships don’t reach a required threshold of using UK ports a certain number of times could still dodge it.  

According to the union body, when the replacement crew were first introduced after the mass sacking, P&O Ferries breached international safety standards by failing to ensure that the replacement crew were properly acquainted with safety procedures.  

Maritime inspectors listed an unprecedented 31 separate failings on a P&O Ferries vessel detained last year, ranging from problems with fire safety to lifeboat drills. 

Failing working people 

The TUC has accused the government of “failing working people” following the P&O Ferries dismissals. 

The mass sacking was a national scandal, which provoked serious uproar at the time from politicians across the political spectrum – including government ministers.  

Then business secretary Grant Shapps stated that “where new laws are needed, we will create them, that where legal loopholes are cynically exploited, we will close them, and that where employment rights are too weak, we will strengthen them.” 

Paul Scully, then business secretary, conceded that unlimited fines would be in stopping another P&O Ferries-style scandal.  

The TUC says promised sanctions failed to materialise – adding the government did not rigorously pursue P&O Ferries or change the law to prevent future conduct similar to the company’s actions. 

Pete Hebblethwaite, P&O Ferries CEO, faced calls for the sack by senior government ministers – but one year on since the mass sacking, Hebbelthwaite remains in post. 

The TUC says ministers are rewarding P&O Ferries for its law breaking with government contracts.  

The company has lucrative deals including with the Ministry of Defence, and new freeports have been awarded to DP World and P&O Ferries – despite Grant Shapps pledging to review all their government contracts since March 2022. 

Urgent action needed 

The TUC says that urgent action is needed to clamp down on fire and rehire style practices and make sure another P&O Ferries-style scandal is never allowed to happen again.  

The union body is calling on government to: 

  • Increase sanctions on employers who deliberately breach the law to provide a proper deterrent 
  • Introduce fair pay agreements to help lift wages and prevent a race to the bottom, starting in  low-paid industries, including ferries 
  • Give workers protection from unfair dismissal from day one in the job 
  • Ensure employers are required to reinstate workers where employers breach consultative duties 

TUC General Secretary Paul Nowak said:  “The mass sacking by P&O Ferries was a national scandal. It should have marked a new chapter for employment rights in the UK. 

“But this Conservative government has failed working people and given rogue employers a free pass to act with impunity.  

“Despite behaving like corporate gangsters, P&O Ferries has been allowed to get away scot-free because of our lax labour laws.  

“Instead of boosting worker protections and closing legal loopholes, ministers sat on their hands and did next to nothing. 

“And to add insult to injury, ministers are now actively borrowing from the P&O Ferries playbook.  

“They are brazenly attacking the right to strike and threatening to rip up hard-won workers’ rights like holiday pay, equal pay for women and men and rest breaks.  

“Workers need more power in the workplace, not less. It’s time for the government to put in place proper protections for workers who are at the mercy of bad bosses. That starts with a fair pay agreement for the ferry sector.  

“Make no mistake. Without stronger regulation, another P&O Ferries style scandal is on the cards.” 

Neil Todd, a senior trade union lawyer at Thompsons Solicitors, who acted on behalf of the RMT union at the time, said: “P&O Ferries took the callous business decision that sacking its staff unlawfully – despite the financial penalties and public backlash it would cause – was more convenient and cheaper than engaging in meaningful consultation and complying with legal obligations.  

“What message does it send to unscrupulous employers if P&O Ferries can get away with paying out what are to them small sums and carry on trading? P&O Ferries should have been a pivotal moment in recognising UK employment law does not go far enough to protect working people, but nothing has changed and three Conservative Prime Ministers later it is clear this is not a priority for any Conservative government. 

“The financial penalties for sacking staff without notice and without any meaningful consultation need to be strengthened and there needs to be legislation that would more easily allow employees to take pre-emptive legal action before any dismissals take effect. It is only these sorts of changes which will ensure no company is emboldened ‘to do another P&O’.” 

The full report can be found here 

TUC: Women 7 times more likely than men to be out of work due to caring commitments

New TUC analysis finds more than 1.46 million women are kept out of the labour market because of their caring responsibilities

  • Women in their 30s are hardest hit – one in 10 women in this age group drop out of the jobs market because of pressures of looking after their family 
  • Union body calls for funded childcare and flexible working rights for all to keep women in work and to address the gender pay gap 

Women are around seven times more likely than men to be out of the labour market due to caring commitments, according to a new analysis published by the TUC today (Wednesday). 

The analysis of official statistics – published as the annual TUC women’s conference starts in London today – finds that more than 1.46 million women are unable to work alongside their family commitments, compared to around 230,000 men. 

Women in their 30s hardest hit 

The research shows that women in their 30s are the hardest hit compared to men of the same age. 

One in 10 women in their 30s – more than 450,000 women – is out of the labour market because of caring responsibilities – compared to just one in 100 men in their 30s. 

So, women in their 30s are 10 times more likely than men to be unable to work due to family commitments at home. 

But at every age – from the very start right through to the end of their careers – women are more likely than men to have to drop out of paid work because of caring commitments. 

The TUC says that this illustrates that high-quality childcare that is free at the point of use should be available for all parents from the end of maternity leave to the end of primary school. This would help women stay in their jobs and continue with their careers once they have children. 

The union body also found that women shoulder most of the care for older and disabled relatives too. But the TUC warned that the staffing crisis in social care was making it harder for women to stay in work alongside their caring responsibilities.  

Women and low-paid work 

The new TUC analysis also finds that women are much more likely than men to be working in low-paid jobs – and are far less likely to be in high-paid work. 

Women make up two-thirds (65%) of the 10 lowest-paid occupations in the UK, like jobs in cleaning, catering and care. 

But less than two in five (39%) women are working in the 10 highest-paid occupations, in industries like finance, law and IT. 

Gender pay gap 

The gender pay gap for all employees currently stands at 14.9%, and it widens with age.  

Analysis published last month by the TUC found that this pay gap means that the average woman in paid employment effectively works for free for nearly two months (54 days) of the year, compared to the average man in paid employment. 

The union body says that at current rates of progress, it will take more than 20 years to close the gender pay gap. 

Flexible work 

Millions of people across the UK work flexibly. The TUC says that flexible work helps parents and carers balance their work and caring commitments and stay in their jobs. 

But a survey by the union body found that half of working mums don’t get the flexibility they request at work. 

The TUC says the law needs to be changed to require all jobs to be advertised with the possible flexible working options stated – and to give all workers the legal right to work flexibly from their first day in a job. 

Normalising and improving flexible working options would also encourage more men to take up these options and share caring responsibilities, says the TUC.

 TUC General Secretary Paul Nowak said: “Women shouldn’t have to give up or cut down paid work because they can’t find or afford the right care for their children or older or disabled relatives.  

“Too many women take a financial hit from caring for the rest of their lives – and it is a key driver of the gender pay gap. At the current rate of progress, it will be 20 years before women get pay parity with men. 

“We desperately need funded high-quality childcare for all families, free at the point of use, so women can stay in work once they have kids. 

“Ministers must change the law so that every single job is advertised with the possible flexible options stated, and all workers must have the legal right to work flexibly from their first day in a job. 

“And ministers must fix the staffing crisis in social care so every family can find and afford the social care they need.”  

Government action needed 

The TUC is calling on ministers to act now to keep women in work, make sure they are paid fairly, and to properly address the gender pay gap. The union body wants the government to: 

  • Introduce funded, high-quality childcare, available to all, free at the point of use. This would begin when paid maternity leave ends and would enable women to stay in work when they have children. 
  • Create greater flexibility in all jobs. There should be a duty on employers to list the possible flexible working options for each job when it is advertised. And all workers should have a day one right to work flexibly – not just the right to ask – 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 a worker can ask for flexible working arrangements in a single year. 
  • Strengthen gender pay gap reporting:  From 1 April 2017, the government ruled that large companies must publish information about the difference between average male and female earnings. The TUC believes the government must go further and wants employers to be made to carry out equal pay audits, and to produce action plans to close the pay gap in their workplace. The TUC also wants companies that fail to comply with the law to receive instant fines.  
  • Fix the staffing crisis in social care: There are a record 165,000 vacancies across adult social care. The TUC believes this is placing a huge strain on women with caring responsibilities for family members. The TUC says the government must work with unions and employers to tackle widespread insecure work and poverty pay in the sector which are driving high staff turnover rates. 

TUC: Solidarity with Turkey

APPEAL FOR DONATIONS

The recent earthquakes are strongest to hit Turkey since 1939 and big cities such as Adana, Gaziantep, Kahramanmaraş, Kilis, Diyarbakır, Osmaniye, Şanlıurfa, Adıyaman, Malatya, or Hatay are critically affected. At the time of writing the death toll stands at over 17,500, with  many more missing and thousands displaced.

The TUC works closely with the trade union federations in Turkey DISK and KESK. DISK and ​KESK ​​​​​have many members in the concerned areas and are gathering all possible efforts to provide humanitarian aid to the trade-unionists and their families during this tragic period.

The TUC is calling for contributions from trade union branches to go to the ITUC-Asia Pacific Natural Disaster Fund to help support the relief efforts. To help ensure that donations from UK unions are earmarked for our sister unions in Turkey, please include a payment reference “DISK & KESK” with your donation.

The ITUC-AP Bank Account is as follows:

ITUC – Asia Pacific DBS Bank Limited 12 Marina Boulevard Marina Bay Financial Centre, Tower 3 Singapore 018982
Account No: 003-945670-0
Swift Code: DBSSSGSG

Payment reference: DISK & KESK

Building solidarity with Turkey is a priority for the TUC’s international work. The TUC has a history of supporting trade unions in Turkey and it is increasingly a priority for our affiliates, as recent motions to TUC Congress 2016 and 2018 demonstrate.

The TUC maintains close fraternal relations with KESK and DİSK, our sister trade union centres.

Turkey has been identified as one of the 10 worst countries for workers by the International Trade Union Confederation’s annual survey of worker’s rights, the Global Rights Index. The TUC and affiliates want to see an immediate end to abuses against workers, infringements on democratic norms and human rights, an end to the mistreatment of the Kurdish community, the release of all political prisoners, and the release of Abdullah Öcalan as a step towards peace talks, and engagement in a peace process 

Defend the Right to Strike: Day of Action across Scotland today

The STUC, along with the TUC, are coordinating a protect the right to strike day today (Wednesday 1 February). 

PM Rishi Sunak is trying to force his anti-union “sack key workers bill” through parliament in a matter of weeks. It means that when workers democratically vote to strike, they could be forced to work and sacked if they don’t.

That’s wrong, unworkable, and almost certainly illegal. We need to stop this bill.

These new laws are a direct attack on working people’s fundamental right to strike to defend their pay, terms and conditions.

EDINBURGH

Edinburgh Day of Action

The Day of Action for Edinburgh will consist of three events:

  1. Rally in the Mound at noon particularly for the PCS DWP members who will be on strike that day;
  2. Indoor rally in the Southside Community Centre at 1.00pm/1.30pm.
  3. Rally in the Mound at 5.00pm particularly for EIS members.

More events in Scotland:

GLASGOW

Book a ticket for our Defend the Right to Strike Rally in Glasgow.

Solidarity with worker striking on the 1st February

Join our solidarity rally. Scottish workers in the civil service, higher education, some schools, some rail operators and Co-op Funeral Care will all be taking industrial action on 1st.

Join our joint strike rally at the Donald Dewar Steps, Buchanan Street at 12 noon.

DUNDEE

Dundee Day of Action

Rally 1pm, City Square, Dundee

Further details on facebook

ABERDEEN

Aberdeen Trades Council will be hosting a rally at St Nicholas Square, Aberdeen at 5.30pm on 1st Feb to protect the right to strike.

Petition

Sign the petition and join the campaign.

Lobby your MP

Whatever party your MP is in, you have a part to play in stopping this bill in its tracks. Use forms to request a meeting here.

Be part of the social media storm

Get on social media channels and get the message out by using #RightToStrike. We need people to know that their right to strike is under attack.

TUC welcomes civil liberties’ groups condemnation of ministers’ attack on the right to strike

50 leading civil liberties organisations and rights groups slam the government’s strikes bill

The TUC has welcomed an open letter penned by 50 civil liberties organisations and rights groups slamming the government’s new anti-strikes bill as an attack on the fundamental right to strike.

The organisations including Liberty, Human Rights Watch, Oxfam and many more said the Bill will allow “a further significant and unjustified intrusion by the state into the freedom of association and assembly.”

The groups also warn of the “enormous scope” the legislation would give ministers to decide key provisions, including the minimum service levels, without proper parliamentary scrutiny.

The Bill was back in parliament yesterday for its third reading.

The TUC has launched a Freedom of Information (FOI) request to discover why the government published the Bill without a required impact assessment.

Previous government advice – published in the Autumn – warned that minimum service levels in transport could poison industrial relations, and lead to more frequent industrial action. 

Despite this warning, the Conservatives are now proposing to extend minimum service levels to a range of other sectors including – health, education, fire, border security and nuclear decommissioning.

TUC General Secretary Paul Nowak said: “Ministers are launching a brazen attack on the right to strike – a fundamental British liberty.

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

“It is little wonder that civil liberties organisations up and down the country are lining up to condemn this spiteful Bill.

“It is undemocratic, unworkable and almost certainly illegal. And crucially it will likely poison industrial relations and exacerbate disputes rather than help resolve them.”

On the need for ministers to come clean about the true scope of the Bill, Paul Nowak added: “Instead of levelling with the public about the bill’s draconian nature, ministers are railroading it through without proper scrutiny or consultation.

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

“It is shameful that parliamentarians are being forced to vote blindly on such far-reaching new laws. We urge MPs from all parties to vote against this nasty Bill.”

Letter in full – also found on the Liberty website

Dear Secretary of State,

Strikes (Minimum Service Levels) Bill

We are writing to you as organisations concerned with the protection of civil liberties in this country to urge you to reconsider the Strikes (Minimum Service Levels) Bill.

The right to strike is a fundamental liberty.

In Great Britain it is already highly constrained by detailed rules concerning balloting, notice periods and picketing.

We believe the proposals for minimum service levels during industrial action will unfairly constrain the activities of trade unions and their members by allowing a further significant and unjustified intrusion by the state into the freedom of association and assembly.

The government has produced no evidence that such draconian measures are necessary. Voluntary life-and-limb cover has long been a feature of industrial action by essential workers.

This Bill has the potential to cause significant damage to fair and effective industrial relations in this country by making it harder to resolve disputes. Indeed the government itself has acknowledged that minimum service levels risk leading to an increased frequency of strikes.

We are also concerned by the lack of detail in the Bill, and the enormous scope it gives you and your successors as Secretary of State to decide key provisions, including the minimum service levels themselves, free from proper Parliamentary scrutiny.

In particular, the vast power given to Ministers to amend or revoke primary legislation, including Acts that do not even exist yet, is an extraordinary denial of the duty of our elected representatives to legislate on our behalf.

The Bill will expand the power of Ministers over Parliament and employers over workers, undermine rights protections, and inject uncertainty and precarity into the lives of millions of people who may now face dismissal for going on strike.

We urge you to reconsider these plans for an unwarranted curtailment of freedom of assembly and association

Martha Spurrier, Director, Liberty

Justine Forster, CEO, Advocacy Focus

Robert Rae, Co-Director, Art27 Scotland

Clive Parry, England Director, Association for Real Change

D ame Sara Llewellin, Chief Executive, Barrow Cadbury Trust

Silkie Carlo, Director, Big Brother Watch

Rosalind Stevens, Project Manager, Civil Society Alliance

Brian Gormally, Director, Committee on the Administration of Justice (CAJ)

Isobel Ingham-Barrow, CEO, Community Policy Forum

Megan Thomas, Policy and Research Officer, Disability Wales

Ele Hicks, Engagement, Research, and Policy and Influencing Manager, Diverse Cymru

Andrea Simon, Director, End Violence Against Women Coalition

Clare Moody, Co-CEO, Equally Ours

Kyle Taylor, Founder, Fair Vote UK

Peter Wieltschnig, Policy & Networks Officer, Focus on Labour Exploitation (FLEX)

Clare Lyons, Director of Policy, Advocacy and Campaigns, Friends of the Earth (England, Wales and Northern Ireland)

Nick Dearden, Director, Global Justice Now

John Gaskell, Chair, Grassroots for Europe

Areeba Hamid & Will McCallum, Co-Executive Directors, Greenpeace UK

Declan Owens, Co-Chair, Haldane Society of Socialist Lawyers

Kevin Hanratty, Director, Human Rights Consortium Northern Ireland

Mhairi Snowden, Director, Human Rights Consortium Scotland

Yasmine Ahmed, UK Director, Human Rights Watch

Deborah Coles, Executive Director, INQUEST

Zehrah Hasan, Advocacy Director, The Joint Council for the Welfare of Immigrants (JCWI)

Jess McQuail, Director, Just Fair

Nimrod Ben-Cnaan, Head of Policy and Profile, Law Centres Network

Barry Gale, Group Leader, Mental Health Rights Scotland

Fizza Qureshi, CEO, Migrants’ Rights Network

Zara Mohammed, Secretary General, Muslim Council of Britain

Kevin Blowe, Campaigns Coordinator, Netpol

Mark Kieran, CEO, Open Britain

Kate Flannery, Secretary, Orgreave Truth and Justice Campaign

Dhananjayan Sriskandarajah, Chief Executive, Oxfam GB

Becky Peters, Director (Interim), People’s History Museum, Manchester Police Spies Out Of Lives

Lubia Begum-Rob, Director, Prisoners’ Advice Service

Ariane Adam, Legal Director, Public Law Project

Mia Hasenson-Gross, Executive Director, René Cassin, the Jewish Voice for Human Rights

Agnes Tolmie, Chair, The Scottish Women’s Convention

Sue Tibballs, Chief Executive, Sheila McKechnie Foundation

Susan Cueva, Chair, Southeast and East Asian Centre (SEEAC)

Chris Jones, Director, Statewatch

Louise Hazan, Co-Founder, Tipping Point UK

Chris Brian, Researcher, Undercover Research Group

Katrina Ffrench, Director, UNJUST C.I.C

Tom Brake, Director, Unlock Democracy

Bob Miller, Secretary, Wearside Amnesty International

Joyce Kallevik, Director, Wish

Raewyn Jones, Interim CEO, Work Rights Centre

TUC: Fighting the anti-strike law

The UK government is attempting to rush through Parliament new laws that could undermine workers’ ability to take strike action to defend their pay and conditions.

The Strikes (Minimum Service Levels) Bill is a draconian piece of legislation.  

It allows Ministers to write regulations in any services within six sectors (health, education, fire and rescue, border force, nuclear decommissioning and transport) that will force workers to work during strike action. 

Employers will then issue work notices naming who has to work and what they must do. 

Workers could be sacked and unions face huge damages if they fail to comply. 

First in the firing line will be ambulance, fire and rail workers, with the government seeking to ram through new rules by the summer. 

The TUC believes this new law is undemocratic by forcing workers to cross picket lines even if they have voted to strike in a legal ballot. 

It is counter-productive: the government’s own analysis has warned that it could lead to more strikes. 

And it ignores the steps that workers already take to ensure that life-and-limb cover is in place during industrial action. 

Workers could be sacked 

Workers could now be sacked for taking strike action that has been agreed in a democratic ballot. 

If a person specified in their employer’s work notice continues to take strike action despite being required to work during the strike, they will lose their protection from automatic unfair dismissal.  

This currently applies for first 12 weeks of a strike. 

This is a gross infringement of individuals’ freedom. 

It is also a U-turn on ministers’ initial pledge was to protect individuals from penalties. 

The significant risk of dismissal for workers who speak up about their pay and conditions will do nothing to resolve staffing shortages in public services. 

Unions might have to pay large damages 

The Bill says a union must take “reasonable steps” to ensure that all its members identified in the work notice do not take part in the strike action. 

If it doesn’t it could union could face an injunction to stop the strike or have to pay huge damages. These costs come out of members’ subs. 

The cap for damages was last year raised to £1 million. 

The legislation doesn’t say what a “reasonable step” constitutes leaving trade unions uncertain of their responsibilities. 

The TUC also believes that forcing unions to send their members across picket lines is a significant infringement of their freedoms 

Probably against international law 

Ministers claim they are following similar systems in France, Spain and Italy. 

But European unions disagree. 

The European Trades Union Congress says: “The UK already has among the most draconian restrictions on the right to strike in Europe, and the UK government’s plans would push it even further away from normal, democratic practice across Europe.” 

You can’t legislate away dissatisfaction 

Workers taking industrial action today have endured the longest wage squeeze since Napoleonic times.  

Workers in the public sector have seen their wages fall much further behind those of other workers: public sector pay rises are currently running at less than half the rate of those in the private sector. 

For example, in the NHS nurses are earning £5,000 a year less in real terms than they were in 2010. For midwives and paramedics this rises to over £6,000. 

This Bill will do nothing to help those workers, or to resolve current industrial disputes.  

And it will do nothing to support those using public services, who are seeing the consequences of a decade of austerity. 

Every working person is under attack from these new laws. Add your name and join the campaign. We must defend the right to strike.

Sign the petition