workers – The NEN – North Edinburgh News

Almost half a million workers to benefit from Living Wage boost

LIVING WAGE MOVEMENT CONTINUES TO GROW

Almost half a million Living Wage workers are set for a pay boost as over 15,000 Living Wage Employers are signed up to pay the new rates
The real Living Wage is the only UK wage rate independently calculated based solely on the actual cost of living and is different from the government’s National Living Wage, which is the legal minimum employers must pay for over-21s
The new real Living Wage rates are now worth over £2,262 more per year in the UK than the legal minimum, and over £4,700 more in London
Nearly £3.5bn in extra wages has gone to low paid workers since 2011

The Living Wage Foundation has revealed that the Real Living Wage will increase to £12.60 next year.

Almost half a million people working for more than 15,000 real Living Wage Employers throughout the country are set for a vital cost-of-living pay boost, as the real Living Wage rates rise to £12.60 an hour across the UK (60p or 5% increase), and £13.85 an hour in London (70p or 5.3% increase).

Recent research by the Living Wage Foundation shows that despite inflation easing, many of Britain’s 3.7m low paid workers are still struggling with the impact of years of high prices, with 42% having less than £10 left each week after covering essential expenses, 39% having used a food bank in the past year and 32% have skipped meals for financial reasons.

The real Living Wage vs the ‘National Living Wage’ – the difference

The real Living Wage is different to the government’s minimum wage rate, which for those over the age of 21 is often called the “National Living Wage”. It is a higher, voluntary rate that is independently calculated based solely on the actual cost of living. The Government’s rate is the legal minimum businesses are required to pay by law.

The real Living Wage applies to all workers over the age of 18 working for a Living Wage Employer and is £12.60 an hour. The ‘National Living Wage’ applies to those over the age of 21 and is worth £11.44 an hour.

A full-time worker earning the new, real Living Wage would earn £2,262 a year more than a worker earning the current government minimum (NLW), and £1,170 more than their current pay. In London, a full-time worker on the new real Living Wage rate would earn an additional £4,700 a year compared to a worker on the current NLW, and £1,365 more than their current pay.

Despite the economic challenges, in the past three years record numbers of employers have signed up to pay the real Living Wage, including to their third-party contractors like cleaners and security guards, with 1 in 9 employees now working for an accredited Living Wage Employer.

There are now over 15,000 Living Wage Employers, with recent accreditations including Pieminister, Fred Perry and the National Theatre. They join half of the FTSE 100 companies, household names like Aviva, Everton FC, Ikea, Burberry and LUSH as well as thousands of small businesses, who are choosing to pay the real Living Wage to provide workers and families with greater security and stability.

There are now 180 Living Hours Employers, including abrdn, Aviva, and West Brom Building Society, going beyond payment of the real Living Wage to also provide a guaranteed minimum of 16 hours work a week, a month’s notice of shift patterns and a contract that reflects hours worked.

Over 50 employers who want to ensure their workers never face poverty in retirement are signed up to the Living Wage Foundation’s Living Pension accreditation. Living Pension Employers provide a Living Pension savings level using either a cash (£2,950) or percentage (12%) target, with a minimum of 7%, or £1,720, contribution coming from the employer.

Katherine Chapman, Living Wage Foundation Director, said: “Low paid workers have been hardest hit by the cost-of-living crisis and are still struggling to stay afloat amidst persistently high prices.

“The real Living Wage remains the only UK wage rate calculated based on actual living costs, and the new rates announced today will make a massive difference to almost half a million workers who will see their pay increase.

“It’s a challenging time for businesses too, which is why it is so encouraging to see the Living Wage movement continue to grow at pace. This year, we reached the major milestone of 15,000 accredited Living Wage Employers – with half of them signing up since 2021.

“Employers who want to go beyond the Government’s minimum wage and ensure their workers are paid in line with the real cost of living can look to these leading employers and accredit with the Living Wage Foundation.”

The City of Edinburgh Council is a Living Wage employer.

Responding to the news, Councillor Jane Meagher, Housing, Homelessness and Fair Work Convener, said: “Thousands of workers across Edinburgh are set for a boost in pay from May thanks to the new Living Wage rate.

“Helping our city’s workers as the cost of living soars, the rate set by the Living Wage Foundation will rise by 60p to £12.60 an hour across the UK.

“Too many people in our city have been pushed into deprivation because of insecure work. It really can happen to any of us and that is why the Living Wage is such a powerful tool for making sure people are paid fairly for their work.

“Considering the increasing pressures businesses are also under, we are so appreciative of the way Edinburgh employers continue to lead the way in Scotland, making Living Wage the norm.”

The city council is supporting calls for fairer pay in local government.

Following agreement by the Policy and Strategy Committee, the Council Leader will write to the Scottish and UK Governments requesting new funding for local councils to support a pay award for all workers, in line with calls from trade unions.

Council Leader Cammy Day said: “There are 80,000 people living in poverty in Edinburgh and because of the soaring cost of living, in-work poverty is rising. One of the most effective ways we can prevent hardship is to provide people with a fair day’s pay for a fair day’s work.

“We have close to 20,000 Council workers keeping our city clean, safe and moving and we’re calling on Government to properly and fully fund a fair pay award for each one.”

TUC: Workers “cheated” out of £2bn of holiday pay last year under Tories

New analysis shows more than a million employees didn’t get any of the paid holiday they were entitled to last year – with BME employees hardest hit

Union body says Tory failures on labour market enforcement have allowed bad bosses to exploit staff

TUC launches “five-point plan for enforcement” as new polling shows “huge support” for better enforcement from voters across the political spectrum

And union body says government’s Fair Work Agency could bring enforcement bodies together with “real teeth” to “finally hold rogue employers to account”

Workers across the UK are being “cheated” out £2 billion worth of holiday pay, according to a new report published to mark the beginning of the TUC’s 146^th annual Congress today (Sunday).

UK workers are legally entitled to 28 days paid leave for a typical five-day week, with pro-rata entitlement for those who work fewer than five days.

But research by the union body shows that 1.1 million employees (1 in 25 employees) did not get a single one of the 28 days’ paid holiday, or equivalent, they were entitled to last year.

TUC analysis shows these missing weeks add up to £2 billion in lost holiday pay – or on average £1,800 per affected employee.

BME workers and low-paid hardest hit

The research shows that Black and minority ethnic (BME) staff were hardest hit – 6% of BME employees did not get any paid holiday last year, compared to 4% of white employees.

And low-paid workers were most at risk of losing their paid holiday entitlement. The jobs with the highest numbers of staff losing out were waiters and waitresses (59,000), care workers and home carers (55,000), and kitchen and catering assistants (50,000).

Millions missing out on key employment rights

In addition to holiday pay, the union body says millions of workers are missing out on many other basic employment rights due to a lack of enforcement.

Recent analysis from the government’s Low Pay Commission found that 365,000 workers are underpaid the minimum wage – more than one in five of all workers on the wage floor.

And the Resolution Foundation also found hundreds of thousands of workers have been shut out of basic rights like access to their payslip (1.8 million) so can’t check if they are being paid correctly, and auto-enrolment into a pension scheme (600,000).

The TUC says the main reasons people are missing out on paid holiday are:

Workplace cultures where workers fear that requesting paid time off could lead to being treated unfavourably.

Workers being set unrealistic workloads that do not allow time to take leave.

Employers deliberately denying holiday requests and managing out people’s leave.

Employers not keeping up to date with the law.

Five-point plan on enforcement

To address this enforcement crisis, the TUC is today (Sunday) launching its five-point plan for effective enforcement of employment rights in the UK.

The union body says that workers are currently losing out on wages and other key entitlements, while decent employers are undercut by those that don’t meet their legal duties.

The TUC report supports the new Labour government’s pledge to introduce a Fair Work Agency bringing together several existing state enforcement bodies. It calls on ministers to:

Create a properly resourced single enforcement body with a strong union voice in its governance structures.

Recycle fines back into the enforcement system.

Increase the number of inspectors and inspections.

Extend the licensing scheme to new sectors.

Build international links and create a firewall with immigration enforcement to crack down on the exploitation of migrant workers.

The Fair Work Agency

As part of the Employment Rights Bill, Labour has pledged to create a new Fair Work Agency – a single enforcement body with power to crack down on bad employment practices, uphold rights at work and level the playing field for good employers who follow the rules.

It will help bolster the work of unions to ensure people are treated fairly at work.

TUC polling of more than 3,000 voters – conducted by Opinium on the day after the election – showed large-scale backing across the political spectrum for Labour’s Fair Work Agency.

More than six in 10 (61%) voters support introducing a single enforcement body to make sure that workers’ rights are properly enforced – with less than one in 10 (8%) against.

And the polling showed clear support for the agency across the political spectrum.

Conservative voters support the policy by a margin of around three (50%) to one (17%), and there is even more support for the Fair Work Agency amongst Reform voters (53% to 13%).

TUC General Secretary Paul Nowak said: “We all deserve a break from work to spend time off with our friends and family.

“But more than a million working people have been deprived of any of the paid leave they are due. And hundreds of thousands more have been denied basic rights like being paid the minimum wage.

“The Conservative government sat back and let bad employers cheat their staff out of their basic workplace rights.

“Tory ministers were more concerned about stopping people getting what they were due by introducing anti-union measures, than funding enforcement bodies properly.”

On the need for the new government’s Employment Bill and Fair Work Agency, Paul Nowak said: “Now it’s time to reset the dial and to end the Tories’ race to the bottom.

“This week at Congress we will be debating how we can drive up standards at work. These shocking findings show why we need the Employment Rights Bill and the Fair Work Agency.

“Working people deserve to be treated fairly and have a minimum floor of rights upheld.

“And there is huge support from the public – right across the political spectrum – for this.”

On the need for a level playing field, Paul Nowak added: “Good employers have nothing to fear as they’re already playing by the rules. Now it’s time to level the playing field.

“Labour’s Fair Work Agency must have real teeth and hold rogue employers who think they are above the law to account.”

Five-point plan:

The TUC’s five-point plan is available at:

https://www.tuc.org.uk/sites/default/files/2024-09/makingemploymentrightswork.pdf

Government rewards hard work with record tax cut for 29 million workers

29 million workers receive largest ever cut to National Insurance
Government is sticking to its economic plan and rewarding hard work in this month’s pay packet, with over £900 a year boost for typical worker
Signals government’s long-term ambition to end unfair double tax on work

29 million workers will see their hard work rewarded from tomorrow (6 April), as record tax cuts come into full force.

Since Autumn 2023, National Insurance Contributions (NICs) for workers have been slashed by a third – the largest cut to NICs in history – with a longer-term ambition to end the unfair double tax on work and abolish employee and self-employed NICs altogether.

Since January, the main rate of employee National Insurance has been cut for 27 million workers from 12% to 8%, saving the average employee on £35,400 over £900 a year.

Over 2 million self-employed people will benefit from the main rate of Class 4 NICs being cut from 9% to 6% alongside the abolition of the requirement to pay Class 2 NICs – simplifying the tax system and saving an average self-employed person on £28,000 over £650 a year.

These cuts are possible because the economy is turning a corner, thanks to the government’s decisive action to bring inflation down from 11.1% to 3.4% and ensure borrowing costs start to fall. Because of this progress, the government can now cut taxes to reward work and grow the economy.

The tax cuts – worth £20 billion a year – mean that those individuals on average salaries will now pay less in personal taxes than they would in any other G7 country.

Prime Minister Rishi Sunak said: “Hard work is one of my core values, and the progress we have made on the economy means we can reward work with a tax cut worth £900 for the average earner.

“This marks the next step in our plan to end the unfairness of double taxation of work by abolishing National Insurance in the long term.”

Chancellor of the Exchequer, Jeremy Hunt, said: “The record tax cuts taking effect tomorrow show our economic plan is working – because of the progress we’ve made we’re putting hundreds of pounds a year back into the pockets of working people across the country.

“It shows we stand behind those who work hard and fires the starting gun on our long-term ambition to end the unfair double tax on work.”

The tax cuts will also help grow the economy by bringing more people into the labour market. The Office for Budget Responsibility (OBR) expects that, as a result of these combined cuts, total hours worked will increase by the equivalent of almost 200,000 full-time workers by 2028-29.

To mark the record cuts to NICs, HMRC has launched an updated online tool to help people understand how much they personally could save in National Insurance this year.

They come into effect on the same day as an increase to the income threshold at which the High Income Child Benefit Charge (HICBC) starts – from £50,000 to £60,000 – taking 170,000 families out of paying the charge altogether.

The rate at which the HICBC is charged will also be halved from 1% of the Child Benefit payment for every additional £100 earnt above the threshold, to 1% for every £200, meaning Child Benefit will not be withdrawn in full until individuals earn £80,000 or higher.

As a result of these changes, 485,000 hard-working families will gain an average of £1,260 towards the costs of raising their children in 2024/25.

The government has also committed to consulting in due course on administering the HICBC on a household basis by April 2026, in recognition of how charging on an individual basis can sometimes lead to unfair outcomes, in particular for single parents and single earner families.

These changes to support hard-working families follow a raft of measures that came into force on 1 April that could save households up to £3,850 a year on average to help those struggling with cost-of-living while igniting the economy.

This includes a record increase in the National Living Wage from £10.42 an hour to £11.44, and a 12.3% drop in energy bills from the previous quarter. In addition, households can benefit from a separate increase to the Local Housing Allowance that will mean some of the poorest families on either Universal Credit or Housing Benefit will gain £800 a year on average.

And on Monday 8 April, the government will stand by its commitment to maintain the Triple Lock by raising the full basic State Pension by 8.5% to almost £170 a week, after the largest ever cash increase last year.

Changes like the introduction of the Triple Lock and new State Pension have meant pensioners are on average £1,000 better off than in 2010, according to the Resolution Foundation.

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: Is it too hot to work?

UK Health Security Agency (UKHSA) releases level 3 heat-health alert for parts of UK
Forecasters warn temperatures will continue to climb and soar past 30 degrees C in some parts of the country
TUC calls on employers to make sure staff are protected from the sun and heat

The TUC has urged employers to make sure their staff are protected from the sun and heat after the UK Health Security Agency (UKHSA) issued a heat-health alert yesterday.

A Level 2 heat-health alert has been issued for the South West, East Midlands, West Midlands, North West and Yorkshire and the Humber regions.

And a Level 3 alert has also been issued for the East of England, South East and London regions.

Both alert levels are in place until 9am on Friday (15 July), with warm weather forecast across the country throughout the course of next week.

Climate change means that the UK will be subject to more frequent and intense heat waves – putting workers at greater risk.

Health warning

Working in hot weather can lead to dehydration, muscle cramps, rashes, fainting, and – in the most extreme cases – loss of consciousness. Outdoor workers are three times more likely to develop skin cancer.

The TUC says employers can help their workers by:

Sun protection: Prolonged sun exposure is dangerous for outdoor workers, so employers should provide sunscreen.
Allowing flexible working: Giving staff the chance to come in earlier or stay later will let them avoid the stifling and unpleasant conditions of the rush hour commute. Bosses should also consider enabling staff to work from home while it is hot.
Keeping workplace buildings cool: Workplaces can be kept cooler and more bearable by taking simple steps such as opening windows, using fans, moving staff away from windows or sources of heat.
Climate-proofing workplaces: Preparing our buildings for increasingly hot weather, by installing ventilation, air-cooling and energy efficiency measures.
Temporarily relaxing their workplace dress codes: Encouraging staff to work in more casual clothing than normal – leaving the jackets and ties at home – will help them keep cool.
Keeping staff comfortable: Allowing staff to take frequent breaks and providing a supply of cold drinks will all help keep workers cool.
Talking and listening to staff and their union: Staff will have their own ideas about how best to cope with the excessive heat.
Sensible hours and shaded areas for outdoor workers: Outside tasks should be scheduled for early morning and late afternoon, not between 11am-3pm when UV radiation levels and temperatures are highest. Bosses should provide canopies/shades where possible.

The law

There’s no law on maximum working temperatures. However, during working hours the temperature in all indoor workplaces must be ‘reasonable’.

Employers have a duty to keep the temperature at a comfortable level and provide clean and fresh air.

The TUC would like to see a change in the law so that employers must attempt to reduce temperatures if they get above 24 degrees C and workers feel uncomfortable. And employers should be obliged to provide sun protection and water.

The TUC would also like ministers to introduce a new absolute maximum indoor temperature, set at 30 degrees C (or 27 degrees C for those doing strenuous jobs), to indicate when work should stop.

With climate change bringing higher temperatures to the UK, the government needs a plan on how to adapt and keep workers safe.

TUC General Secretary Frances O’Grady said: “We all love it when the sun comes out. But working in sweltering conditions in a baking shop or stifling office can be unbearable and dangerous.

“Indoor workplaces should be kept cool, with relaxed dress codes and flexible working to make use of the coolest hours of the day.

“And bosses must make sure outdoor workers are protected with regular breaks, lots of fluids, plenty of sunscreen and the right protective clothing.”

The UKHSA health-heat alerts are in place until Friday (15 July). More information is available at:https://www.gov.uk/government/news/heat-health-alert-issued-by-the-uk-health-security-agency

– The TUC is providing resources to workers on how to adjust workplaces to cope with extreme heat: Too hot, too cold – Too hot, too cold (tuceducation.org.uk)

TUC: A May Day to Remember

May Day is unique. It’s the day in the year when we celebrate the bonds that bring us together as workers and trade unionists. And the fundamental message of May Day – friendship between workers of all backgrounds and nationalities – resonates more strongly than ever before (writes TUC General Secretary FRANCES O’GRADY).

This year, I’m proud to be speaking at the Chesterfield May Day rally, organised by the brilliant local trades council. And I’ll be arguing that even amidst these tough times, by sticking together and organising together, working people can win together.

There’s never been more need for that unity and solidarity. The brutal war in Ukraine casts a terrible shadow. Tech change is transforming our economy and the jobs we do. And the climate emergency demands we get our act together on a just transition to net zero, with good, green, unionised jobs.

In Britain and right around the world, workers also face an intensifying cost-of-living crisis. Energy bills are now rising 14 times faster than wages. One in three parents with pre-schoolers spend over a third of their pay on childcare. And last week, the ONS found that a quarter of people are already struggling to make ends meet – and worse is on the horizon.

That’s why the TUC is demanding an Emergency Budget to boost workers’ incomes. From a real living wage and fair pay agreements to a decent rise for public sector workers, there’s plenty we can do. And action on the cost-of-living must include a windfall tax on the excess profits of the energy giants, alongside the equalisation of capital gains and income tax. It’s time to raise tax on wealth, not workers.

As workers struggle, the government is all over the place. Despite promising to upgrade our rights, ministers look set to delay the Employment Bill yet again.

For some reason, the Chancellor seems more concerned about defending legalised tax avoidance, such as non dom status, than real wages, benefits and living standards. And, as Partygate rumbles on, the PM is focused on saving on his own skin: the next “work-related” event he attends could be his own leaving do.

The recent scandal at P&O underlines why we need change. The no-notice sacking of 800 skilled seafarers, and their replacement with cheap agency labour, is gangster capitalism at its worst. I’ve been proud to speak at P&O rallies and take to the airwaves to demand the reinstatement of those workers – alongside tough action against P&O and parent firm DP World.

The TUC will always support workers taking action against injustice. Across the economy, from our railways to our universities, we’re seeing an upsurge in strikes as workers say: enough is enough. With our membership growing for each of the past four years, we are a movement on the front foot.

And on Saturday 18 June, trade unionists will be gathering in London for our national demonstration: We Demand Better. We’ll be demanding action on the cost of living, a decent pay rise for all, and a New Deal for working people. So spread the word among your friends, colleagues and members – book those coaches and trains – and let’s make this a real show of strength and unity.

Have a wonderful May Day – and solidarity to all.

Today (Sunday) is International Workers’ Day, an annual celebration of working people.

After two hard years, when many workers faced extraordinary challenges due to the pandemic, they now find themselves in the midst of a cost of living crisis.

The TUC is using today’s celebration to highlight the vital role unions play in helping their members gain fair pay rises through collective bargaining.

Unionised workers are paid on average five per cent more than other similar workers. This is equivalent to £1,285 a year based on the average wage.

TUC Deputy General Secretary Paul Nowak, who will speak at today’s May Day rally in Trafalgar Square,said: “International workers day should be a time to celebrate. And working people can be proud of how they have brought the nation through the pandemic.

“But they are now in another crisis. The cost of living is racing ahead of their pay. And our Conservative government is doing nothing to help them.

“Working people need the power of government on their side. We need an emergency budget to give direct support with surging bills. And ministers should give working people and their unions stronger powers to negotiate fair pay deals.

“Join us at our national march and rally on 18 June to demand better for working people. Better pay, better rights and a better voice at work through unions. Only stronger unions can deliver a new deal for working people. Whether it’s winning in the workplace, or influencing government, it’s unions that make the difference

“If you’re not in a unionised workplace get together with your workmates and join a union. If there are enough of you, your employer is legally required to sit down and negotiate a fair pay rise with you. But if you’re not in a union, you have little bargaining power. And you lose out – big time.”

Join the march and rally in London, 18 June

Can your employer force you back into the office?

There have been reports of people being forced back to workplaces without proper consultation, even as Covid-19 cases remain high, or forced to stay at home due to money-saving office closures (writes TUC’s ALICE ARKWRIGHT). Employers should consult with unions to manage this period positively – rather than issuing directives.

So, what can you do if you feel like you’re being forced to stay at home or go back into the office?

Talk to your colleagues

If your boss is asking you to return to the workplace or stay at home and you don’t feel comfortable, you should speak to other members and your union rep immediately – they may feel the same about the situation.

If you raise the issue collectively with your employer, they’re much more likely to listen. Employers shouldn’t be imposing changes on anyone. You and your colleagues should clearly lay out what you want and why it’s beneficial for both you and your employer.

There’s still limited access to childcare at the moment, so parents and carers may need specific arrangements. Your boss should be working with you and your workmates to understand this.

And suggesting pay cuts for home workers, as we’ve heard in the media, is the last thing employers should be doing. People have shown huge flexibility during the pandemic and worked hard to keep the country going – now is not the time to be making threats.

Brush up on health and safety

There are lots of factors that your employer needs to think about at this time. Primarily, health and safety – is your workplace safe to be in and has your employer considered the mental health impact of returning to the workplace?

This could include feelings of isolation with continued homeworking or anxiety about returning to the workplace. Our latest webinar provides all you need to know on health and safety at work since government restrictions were lifted.

Know your rights

You have certain rights when deciding where to work:

Employment contract

Check your employment contract. You might have a “place of work” included and, it could be a breach of contact if your employer unilaterally imposes a change of location, without consent. This is important if your employer is saying you must work from home permanently.

Safety

The virus hasn’t gone away, and workers will want to know what their employer is doing to keep them safe. It’s a legal requirement for bosses to carry out a workplace risk assessment. Employers must also carry out the actions that come from their risk assessment – this could include continuing with home working where possible.

If you think there is a serious or imminent danger to you or your colleagues, you may have the right to leave work depending on the specific circumstances. The relevant law is Section 44 of the Employment Act 1996 and it covers all employees. More information on your health and safety rights on returning to work can be found here.

And remember, your employer still has a duty to keep you safe when you’re working from home – see our guidance on risk assessments for homeworkers.

Flexible working requests

Under current law, all employees have the right to request flexible working arrangements, this can include a request to change your location either permanently or for part of your working time. Any employee can make a request, you don’t have to be a parent or carer, but you must have been in the job for 26 weeks and you can only make one request per year.

Employers have to review these requests fairly and respond within 3 months. They can turn down requests for ‘business reasons’ – but we’re campaigning for better flexible working rights for everyone.

Reasonable adjustments

Employers have a legal duty under the Equality Act 2010 to proactively make reasonable adjustments to remove, reduce or prevent any disadvantages that disabled workers face. The law recognises that to secure equality for disabled people, work may need to be structured differently, support given, and barriers removed. This can include working from home.

If you’re a disabled worker and have been working from home successfully during the pandemic, continuing to work from home could be a reasonable adjustment that your employer can provide, should you want it – but bosses must also provide reasonable adjustments in the workplace.

Right to time off in emergencies to look after children

There are huge gaps in childcare provision leaving parents without the support they need to juggle work and care. If your employer has given you short notice to return to the workplace, by law anyone classed as an employee has the right to take time off work to help someone who is dependent on them in an unexpected event.

A dependent includes children but also a partner, someone you live with or a person who relies on you to make care arrangements. If you’re looking at any of these options, talk to your union and they can support you.

Finally, if you’re not in a union, join one.

Unionised workplaces have negotiated for additional access to flexible work and support to manage care that goes way above what you get under the law.

You’re better off in a union – joining a union today

We’re currently running a survey on flexible working – have your say

STUC takes CBI to task for ‘highly irresponsible’ call for workers to return to offices

STUC General Secretary Roz Foyer has written to CBI Scotland calling on the organisation to reconsider its public call for a return to offices for non-essential workers.

The letter takes the business organisation to task for contradicting the Scottish Government’s view (shared by the STUC) that there should be a pause in any return to offices where working from home is possible:

Backing for staff facing abuse

Abuse directed at retail and bar staff who ask customers to comply with the law and wear face coverings will not be tolerated, Justice Secretary Keith Brown said yesterday.

It continues to be a legal requirement to wear face coverings in places such as shops and pubs and on public transport unless exempt – and Mr Brown said any form of abuse, threats or violence faced by workers as a result of simply doing their job is “completely unacceptable”.

It comes as new powers came into force in Scotland last month, making assaulting, threating or abusing certain staff a new standalone offence. Previously such conduct would be dealt with under more general offences.

Face coverings are a hugely important mitigation in the fight against COVID-19 as they create a physical barrier that helps stop the virus spreading from an infected person, while providing a degree of protection to the wearer against exposure to the virus.

Mr Brown urged people to follow the rules and treat staff with respect as Scotland continued to face high infection levels.

He said: “I would like to thank the vast majority of people who continue to wear face coverings and urge people to please follow the rules and guidelines still in place. It is still a requirement to wear face coverings in indoor public places, such as shops, public transport and when entering and moving about in hospitality settings.

“Everyone who can should wear a face covering because it is a simple and vital measure we can take to protect others and stem the spread of this deadly virus.

“Retail workers and those working in hospitality play a vital role serving our communities which has been clearly demonstrated throughout the pandemic and it’s extremely important they know they have the protection of the law when carrying out their duties.

“Any form of abuse, threats or violence faced by such workers as a result of simply doing their job is completely unacceptable and will not be tolerated.

“Parliament recently introduced a standalone law with penalties of up to 12 months in prison and fines up to £10,000 for this type of behaviour and staff serving communities across Scotland can be assured the police and prosecution services stand ready to respond to any instances as necessary.”

DCC Malcolm Graham of Police Scotland said: “Everyone has the right to go to their work without being threatened or assaulted.

“Retail workers now have added protection in law and the police will act on reports we receive about this kind of unacceptable behaviour.

“I would also continue to encourage people to follow the regulations and guidance that remain in place to help stop the spread of coronavirus.”

Solicitor General for Scotland Ruth Charteris QC said: “People in any walk of life should expect to go about their business without the fear of threats or abuse.

“This is true of shop workers who are protected in law and deserve our thanks and appreciation for the work they have done throughout the pandemic.”

By law, you must wear a face covering in certain indoor public places, including public transport, in Scotland unless an exemption applies.

See the complete list of settings where we all have to wear face coverings.

Lockdown Lowdown: Job satisfaction soars amongst young Scots – but two fifths worry about future prospects

A new study examining the impact of lockdowns on Scotland’s young people has revealed that over two-thirds (67%) feel positive about their current employment situation as lockdown eases, but only two-fifths of Scottish students are confident about securing future employment.

Commissioned by the Scottish Government and delivered by the Scottish Youth Parliament, YouthLink Scotland and Young Scot, the study of nearly 2,500 young people serves as a follow-up to previous surveys that explored young people’s concerns in response to the pandemic.

The latest LockdownLowdown research examines the lasting impact of lockdowns and comes as many young people return to in-person education and work as lockdown restrictions ease.

The results revealed that job satisfaction among young people has risen since last year, with 67% of young people feeling good about their current job situation – a 12% increase from the previous LockdownLowdown report in the winter.

However, positive sentiment waned when young people were asked about their confidence in finding a job in the future – with 2 in 5 (37%) of those currently in higher education concerned about securing graduate employment.

In general, employment and finances were leading worries among young people, with more than a third (36%) admitting that their work hours had been cut, while a fifth (22%) were placed on furlough, and 18% lost their job entirely. This comes when over a third (36%) don’t know where to access information on financial support.

The Lockdown Lowdown survey identified mental health as a further concern among young people, with over a third (35%) worried about their mental wellbeing and two fifths (40%) not confident about accessing information on mental health and wellbeing.

Following the reopening of schools and learning environments, over three quarters (76%) of young people have returned to in-person education – with 85% happy to be back. However, nearly half of respondents (44%) felt unprepared in the run-up to this year’s assessments, and only 2 in 5 (38%) were confident that the grades determined by their teachers would be delivered fairly.

Nearly 2,500 young people from across Scotland took part in the research that will be used by the Scottish Government and shared with stakeholders, including the NHS and local authorities.

Josh Kennedy MSYP, Chair of the Scottish Youth Parliament, said:“Meaningfully engaging with the views of young people is the only way to ensure that decisions are made with their views and needs at the centre.

“The latest LockdownLowdown report makes it very easy for decision-makers to find out what young people think about restrictions easing. Young people have had an incredibly challenging time over the last year and a half.

“I would encourage every decision-maker in Scotland to look at the views presented in this report and consider them when making decisions about how Scotland comes out of the Pandemic.”

Tim Frew, CEO of YouthLink Scotland, said: “As we strive to return our lives to normal after this really challenging period, it’s vital that government and other decision makers know where young people are at, and their thinking on the pandemic.

“In this latest survey there are very clear messages from young people around anxiety about future employment prospects, mental health remains a significant concern and there are clearly issues about the impact lockdown has had on assessments and results.

“As we continue to come through the pandemic, the voices of young people need to be listened to as we shape the way forward. The findings also show the importance of youth work to many young people, and demonstrates the incredible support youth workers have continued to offer in extremely difficult circumstances.”

Kirsten Urquhart, Interim CEO of Young Scot said: “Given the immense challenges young people have faced throughout the pandemic, it’s no surprise to see rising concern over future employment.

“While a surge in job satisfaction is cause for cautious optimism – we want to reassure young people that Young Scot is here to support every young person with their next steps as we begin to recover from the pandemic.”