Fair Work Convention unveils Renewed Vision for a fairer, more inclusive Scotland
The Fair Work Convention has shared its renewed vision for building a fairer, more inclusive Scotland.
This refreshed direction champions workplaces where everyone has the opportunity to thrive, with fairness and respect at the heart of Scotland’s economy.
Discover what this means for workers, employers, and Scotland’s future:
The Fair Work Convention has today announced a renewed vision for Scotland’s workplaces, reaffirming its commitment to ensuring that every worker in Scotland benefits from the five dimensions of fair work; opportunity, security, respect, fulfilment, and effective voice.
Scotland stands at a defining moment in its fair work journey. Over the past decade, significant progress has been made, like reducing gender economic inactivity gaps, reducing workplace injuries and tackling low pay. Yet the work is far from complete. More needs to be done to enhance fair work across Scotland’s economy.
Building on its longstanding role as an independent advisory body, the Fair Work Convention aims to position Scotland as a global leader in fair work, with a particular focus on driving measurable improvements for workers, employers, and wider society.
Security: Ensuring stable employment with predictable hours and clear opportunities for career progression.
Respect: Promoting safe, healthy, and supportive working environments that foster wellbeing and ensure flexibility that works for everyone.
Fulfilment: Encouraging investment in skills for both the present and the future, and supporting work that offers autonomy, purpose, and opportunities to shape decisions.
Opportunity: Championing inclusive employment practices that ensure all of Scotland’s people can access fair work.
Effective Voice: Securing genuine channels for workers to be heard at every level, with a particular emphasis on strong collective bargaining structures and workplace access for trade unions.
As part of this renewed direction, the Convention will strengthen its role in providing independent scrutiny, guidance, and monitoring, supporting partners across Scotland to translate fair work principles into tangible, real‑world progress.
Fair Work Convention Co-Chair Professor Patricia Findlay said:“We know that Scotland faces ongoing economic challenges that demand resilience, adaptability and innovation. Fair work is not just a moral imperative; it is an economic necessity.
“We want Scotland to be recognised internationally as a nation where fair work is at the heart of our economic success,”
Fair Work Convention Co-Chair Chris Westcott added:“This renewed vision reinforces our commitment to ensuring that all workers, regardless of sector, background or job role experience fair and meaningful work.
“Now is the time to reaffirm our commitment to fair work and its crucial role in delivering the type of Scotland we want and need.”
Business Minister Richard Lochhead said:“The Scottish Government remains committed to fair work and has awarded £6 billion in public sector grants to organisations which follow Fair Work First criteria.
“It’s paying off. Scotland is the best performing of all four UK countries with the highest proportion of employees aged 18 or over – 88.7% – being paid the real Living Wage or more.
“This renewed direction from the Fair Work Convention helps strengthen our shared ambition to ensure workplaces across Scotland deliver security, opportunity, respect and a meaningful voice for every worker. This is central to building a stronger, more inclusive and more resilient economy for the future.”
The Fair Work Convention will continue to engage closely with workers, employers, trade unions, and policymakers as it delivers on the vision and supports Scotland’s journey towards becoming a world-leading Fair Work Nation.
Commenting on the Employment Rights Act becoming law (Thursday), TUC General Secretary Paul Nowak said: “This is a landmark day for millions of workers.
“The Employment Rights Act represents the biggest upgrade in workers’ rights in a generation.
“It will deliver common sense changes like banning exploitative zero hours contracts, protecting workers from harassment and sick pay for all – and so much more. These are hard-won rights that the union movement and workers have long campaigned for.
“For too long, we have lagged behind our European counterparts on workers’ rights. This legislation takes us closer to the mainstream.
“We are finally closing the door on the broken status quo defined by insecurity, poor pay and weak rights.
“It’s now vital the government finishes the job – ensuring workers feel the benefits of all these new protections as soon as possible. That means watertight secondary legislation, which delivers new rights fully and quickly.”
The Advisory, Conciliation and Arbitration Service (Acas) has welcomed the new Employment Rights Act, describing it as a significant opportunity for employers and staff to work together to help businesses thrive and improve working lives.
The Act, which received Royal Assent on Thursday, will update British employment law and includes the following changes:
· protection from unfair dismissal will become a right after 6 months of being in a job instead of two years
· new rules to limit “fire and rehire” practices
· the right to guaranteed hours for workers on zero hours contracts
· statutory sick pay will be paid from the first day of illness
· whistleblowing protection for disclosing sexual harassment at work
· proactive duty on employers to take all reasonable steps to prevent sexual harassment and obligations to prevent employees from 3rd party harassment
· paternity leave will become a day one right instead of needing to work for an employer for 26 weeks
· stronger protections against dismissal for pregnant workers and those returning from maternity leave
· new rules around trade unions’ right to access workplaces to meet and support workers, and simplified rules for trade unions to negotiate with employers over pay and conditions
Niall Mackenzie, Acas Chief Executive, said: “This is a once-in-a-generation change to employment law in Britain and an opportunity for employers and workers to work together to bring all workplace relations up to the standard of current best practice, and help businesses thrive and improve working lives.
“Acas will be updating its training and advice as the new laws are implemented. We stand ready to help employers, workers and their trade unions work together to make the most of the opportunity presented by these reforms to build better, healthier and more productive workplaces.”
Acas will play a crucial role in supporting the Act’s implementation, through:
· developing comprehensive advice on all aspects of the new legislation as they take effect
· producing statutory Codes of Practice to ensure employers and workers understand their legal obligations and good working practices
· providing a range of training and support, including webinars, workshops and resources
· continuing to provide expert, impartial conflict resolution through its conciliation and mediation services
Acas is working with the Department for Business and Trade, as well as other partners to provide advice and help employers and employees prepare for the changes.
Employers and workers seeking information can visit www.acas.org.uk.
Thousands more North Sea workers will be able to access tailored support to help them transition into jobs in the sustainable energy sector – thanks to an £18 million boost in funding.
The Scottish Government will invest a total of £9 million over the next three years to the Oil and Gas Transition Training Fund, matched by £9 million from the UK Government, to help oil and gas workers access careers advice and funding for training to enable them to move into roles in sustainable energy industries.
Launched as a pilot programme in June, in response to demand from oil and gas workers, the scheme has received a total of £1.39 million funding to date, with at least 300 workers in Aberdeen and Aberdeenshire set to be supported in this financial year.
The additional government funding will allow thousands of additional workers to be supported by 2029. Both Governments will now work with trade unions and industry to develop and promote the scheme and explore opportunities for additional private investment.
More than £120 million has already been invested by the Scottish Government in the North East through the Just Transition Fund and the Energy Transition Fund to support the region’s transition to net zero. This funding has helped create green jobs, support innovation, and secured the highly skilled workforce of the future.
Energy Secretary Gillian Martin said: “Scotland’s innovation, expertise and vast renewable energy resources will not only benefit the planet – but deliver new economic opportunities and new jobs for households and communities across the country.
“This continued and expanded funding to the Oil and Gas Transition Training Fund will support more offshore workers to take on different roles across the sustainable energy sector over the next three years – helping to deliver a fair and managed transition to the sector.
“We will continue to explore how best to support Scotland’s energy skills transition, working closely with the UK Government on options like guaranteed interview schemes, redeployment pools and skills passporting.”
UK Government Energy Secretary Ed Miliband said: “Communities across Scotland have long been calling out for a new generation of good industrial jobs. The clean energy jobs boom can answer that call – and today we publish a landmark national plan to make it happen and places Scotland at the very heart of the clean energy revolution this government is delivering.
“Our plans will help create an economy in which there is no need to leave your hometown just to find a decent job. Thanks to this government’s commitment to clean energy a generation of young people in Scotland can have well-paid secure jobs, from plumbers to electricians and welders.
“This is a pro-worker, pro-jobs, pro-union, agenda that will deliver the national renewal our country needs.”
All future Scottish Government funding remains dependent on the upcoming 2026/27 Scottish Budget, Scottish Spending Review and future annual Scottish Budget.
The Oil and Gas Transition Training Fund is aimed at individuals who are currently working (or have worked in the last two years) in the oil and gas industry.
Further information regarding the pilot can be found here: Home
Clean energy will bring 400,000 extra jobs by 2030, with high demand for roles including plumbers, electricians and welders
Government publishes first ever national plan to recruit workers needed for clean energy mission, with over 400,000 extra jobs by 2030
31 priority occupations such as plumbers, electricians and welders are particularly in demand
5 new clean energy Technical Excellence Colleges to train next generation of workers, as part of government’s drive for two-thirds of young people to be in higher-level learning
Energy Secretary to set out measures ensuring companies receiving public grants and contracts need to deliver good jobs across the clean energy sector
A generation of young people across Britain will benefit from the good jobs and high wages that the booming clean energy economy can bring, under new plans announced by the government today as part of the clean energy superpower mission
Backed by record government and private sector investment in clean energy such as renewables and nuclear, the clean energy economy is sparking a boom in demand for good industrial jobs in all regions and nations of the UK – with 31 priority occupations such as plumbers, electricians, and welders particularly in demand.
For the first time, government will today (Sunday 19 October) publish a comprehensive national plan to train up the next generation of clean energy workers, with employment expected to double to 860,000 by 2030, ensuring jobs are high quality and well paid.
Setting clear workforce estimates for the first time will galvanise industry, the public sector, and education providers to work together to deliver one cohesive strategy to invest in training for specific in demand occupations.
The Energy Secretary will also set out how this government sees trade unions as an essential part of the modern workplace and economy. Across the broader energy sector, trade union coverage has declined from over 70% in the mid 90’s to around 30% today. Recognising trade unions is vital to securing high pay and good conditions for workers.
Energy Secretary Ed Miliband said: “Communities have long been calling out for a new generation of good industrial jobs. The clean energy jobs boom can answer that call – and today we publish a landmark national plan to make it happen.
“Our plans will help create an economy in which there is no need to leave your hometown just to find a decent job. Thanks to this government’s commitment to clean energy, a generation of young people in our industrial heartlands can have well-paid secure jobs, from plumbers to electricians and welders.
“This is a pro-worker, pro-jobs, pro-union, agenda that will deliver the national renewal our country needs.”
Secretary of State for Work and Pensions Pat McFadden, said: “We’re giving workers the skills needed for switch to clean energy, which is good for them, good for industry – and will drive growth across the nation.
“Our new jobs plan will unlock real opportunities and ensure everyone has access to the training and support to secure the well-paid jobs that will power our country’s future, as part of our Plan for Change.”
The government’s clean energy mission is already delivering for the UK, with the certainty and stability of the government’s mission having galvanised over £50 billion of private investment since last July.
The government has also given Sizewell C the green light, which will support 10,000 jobs at peak construction, announced Rolls Royce as the preferred bidder for the small modular reactor programme to support up to 3,000 jobs, and kickstarted the Acorn and the Viking projects in Scotland and the North East that is estimated to support a combined 35,000 jobs, including 1,000 apprenticeships. This builds on the 4,000 jobs already set to be created in CCUS projects in the North West and Teesside.
For young people, these jobs can offer higher levels of pay- with entry level roles in the majority of occupations in clean energy paying 23% more than the same occupations in other sectors.
Jobs in wind, nuclear, and electricity networks all advertise average salaries of over £50,000, compared to the UK average of £37,000, and are spread across coastal and post-industrial communities.
New initiatives include:
Training up the next generation of clean energy workers – 5 new Technical Excellence Colleges will help train young people into essential roles. Skills pilots in Cheshire, Lincolnshire and Pembrokeshire will be backed by a total of £2.5 million – which could go towards new training centres, courses or career advisers
Harnessing the valuable expertise and transferrable skills of veterans – Working with Mission Renewable, the government is launching a new programme to match veterans up with careers in solar panel installation, wind turbine factories, and nuclear power stations
Tailored schemes for ex-offenders, school leavers, and the unemployed – Last year alone, 13,700 people who were out of work possessed many of the skills required for key roles in the clean energy sector, such as engineering and skilled trades
Upskill existing workers – Oil and gas workers will benefit from up to £20 million in total from the UK and Scottish governments to provide bespoke careers training for thousands of new roles in clean energy. This follows high demand for the Aberdeen skills pilot, which is already supporting workers into new careers. Government is also extending the ‘energy skills passport’, which identifies routes for oil and gas workers to easily transition into roles in offshore wind, to new sectors including nuclear and the electricity grid
The plan also includes landmark proposals to ensure that jobs in the clean energy sector have world class pay, terms and conditions.
Closing loopholes in legislation to extend employment protections enjoyed by offshore oil and gas workers working beyond UK territorial seas, including the national minimum wage, to the clean energy sector
A new Fair Work Charter between offshore wind developers and trade unions to ensure that companies benefiting from public funding provide decent wages and strong workplace rights
Workforce criteria in grants and procurements to test and pilot innovative ways to drive fair work and skills in DESNZ grants and contracts, including through the Clean Industry Bonus and Great British Energy
It comes after the Prime Minister announced a package of reforms to elevate and transform the education skills system, with a new target for two-thirds of young people to participate in higher-level learning – academic, technical or apprenticeships – by age 25, up from 50% today.
With at least 1 in 6 ex-military already armed with many of the skills needed for the clean energy sector, the government is joining forces with Mission Renewable to match them up with careers in solar panel installation, wind turbine factories, and nuclear power stations.
The pilot will initially focus on the East of England, which will benefit from the biggest increase in the size of the clean energy workforce with over 60,000 people expected to be employed in the sector by the end of the decade.
Secretary of State for Wales Jo Stevens said: Wales’s growing clean energy industry is delivering the well-paid, highly-skilled jobs of the future.
“Projects right across the country from Pembrokeshire to Flintshire are creating opportunities for hundreds of our young people and will help drive regional growth as well as accelerating our drive towards lower bills and energy security.!
Paul Nowak, General Secretary of the TUC, said: “After years of previous governments starving British industry of investment, this represents a serious plan to start to rebuild our industrial heartlands and deliver quality jobs in clean energy – as well as supporting even more in supply chains right across the country.
“Crucially, it puts decent work at the heart of our energy system. And it shows that when government makes a plan with unions and workers, the whole country can benefit.
“Whether it’s welders in Wrexham or pipefitters on Teesside, the firm commitment to clean energy jobs being good union jobs is one which will improve working lives the country over.
“We now look forward to government delivering a similarly robust and funded plan for the North Sea transition, which safeguards jobs and livelihoods.”
Charlotte Brumpton-Childs, National Officer at the GMB, said: “GMB has long campaigned for a jobs first transition. The government is listening and having a jobs plan to underpin the industrial strategy is exactly what this country needs.
“GMB welcomes this roadmap for clean energy jobs and the cast iron expectation unions and their members will be at the heart of this.
“We need fair work agreements and taxpayers’ cash has to be spend where good jobs are going to be created. Today’s plan not only sets out that expectation but crucially, how good jobs can be measured.”
Eddie Dempsey, General Secretary of the RMT, said: “RMT welcomes the government’s commitment to closing loopholes in maritime and offshore employment law, which should in turn create domestic opportunities in coastal communities that support the entirety of the offshore wind supply chain.
“This plan has the potential to create hundreds of thousands of good jobs across the UK, offering real opportunities for those wishing to transition from oil and gas and for a new generation of workers in their own communities.”
Christina McAnea, General Secretary of UNISON said: “Clean, homegrown energy is essential in tackling climate change and delivering economic growth. This plan can help create a UK workforce with highly skilled, fairly paid and secure jobs.
“Extra investment for retraining will mean experienced staff already employed in the sector are able to take on new roles. Additional funding for apprenticeships and opportunities for young people are crucial too if the UK is to have a bright and clean energy future.”
Alasdair McDiarmid, Assistant General Secretary of Community, said: “After long years of managed decline and neglect under previous governments, we now have an ambitious government which is serious about rebuilding Britain’s industrial base. Crucially, the government is also investing in the skills needed to power the future of British manufacturing – something Community has long called for.
“The push for new clean energy jobs will also support our members in both the light industries and steel sector, with steel being an essential component for green energy infrastructure and construction.
“We look forward to opportunities to collaborate with the government as they roll out this initiative across the UK, delivering for working people in the communities they live in.”
Sue Ferns OBE, Senior Deputy General Secretary at Prospect, said: “The infrastructure investment required to achieve the government’s clean energy mission must be backed by a major boost to jobs and skills.
“If this mission is to be a success, and support the wider industrial strategy and growth agendas, then we urgently need a step-change in the level of workforce development. In this context is it welcome that this Jobs Plan now exists and the new initiatives are a welcome step in the right direction.”
Frances O’Grady, Former General Secretary of the TUC, said: “Energy workers and their families are at the heart of this plan – showing the clean energy transition provides not just energy security but job security.
“Alongside this, it’s a promise that every pound of taxpayers’ money will be used to help create the decent apprenticeships, jobs, and livelihoods that Britain needs.”
Unite general secretary Sharon Graham said: “Well paid, secure work must be at the heart of any green transition. Unite members will welcome the commitment to 400,000 green jobs with strong collective bargaining rights.
“The actions set out in this plan are initial steps in what must be an ambitious strategy for tangible jobs, backed by an equally ambitious programme of public investment.
Chris O’Shea, Chief Executive of Centrica, said: “We have committed to creating a new apprenticeship for every day of this decade. These new secure, skilled, well-paid jobs are key to unlocking the economic growth the UK so desperately needs.
“Clean energy isn’t simply about new technology – it’s about renewing purpose and harnessing the skills and infrastructure that have served us for decades to power the next chapter.
“I’m proud Centrica has the largest unionised workforce in UK energy and services, and we are delighted to welcome the government’s Clean Jobs Plan as a vital step in recognising the skills, protections and careers that must underpin the energy transition.”
Keith Anderson, CEO of ScottishPower, said: “Thanks to the clear direction set out by the government’s Clean Power 2030 Mission, we’re investing at record levels in the clean electricity infrastructure the UK needs for energy security and economic growth.
“Our £24 billion investment plan is creating thousands of job opportunities. We’re recruiting for good, well-paid skilled jobs at record levels. We’re welcoming 300 new recruits in the last 3 months of 2025 alone and aim to bring on another 2,000 jobs up to 2027.
“Many of these jobs are in the communities that we serve in Scotland, England and Wales. This is on top of the benefits for local supply chain businesses across the country from our commitment to domestic procurement that currently supports 70,000 jobs in the UK supply chain.”
EDF power solutions UK CEO Matthieu Hue said: “We welcome the plan which brings clarity on the scale of the opportunity for people across the UK to work in high quality jobs which will contribute to our electric future.
“EDF power solutions has 2 GW of wind, solar and battery in operation and our goal is to have 5 times that amount by 2035, so we will need many more skilled people to help us reach our ambition.
“Our partnership with 4 trade unions, GMB, Prospect, Unison and Unite shows our commitment to working together with them to grow our business.”
Darren Davidson, Vice President of Siemens Energy UK&I, said: “Siemens Energy is a major employer in the UK with 6,500 workers at sites across the UK. We have taken on 140 new apprentices this autumn, and we currently have more than 200 active vacancies.
“The jobs plan announcement is welcome news, building on the Clean Power 2030 Action Plan that was launched at our Hull offshore wind blade factory.”
Chris Norbury, CEO of E.ON UK, said: “Clean power is a defining opportunity to grow the economy, strengthen energy security, and create skilled jobs that support communities nationwide. We welcome the Clean Energy Jobs Plan as a vital step towards building the workforce to realise that potential.
“We’re proud to already be delivering on this ambition by supporting around 800 people annually through our Net Zero Training Academy and wider skills initiatives, and welcoming over 1,300 apprentices across 100 programmes since 2018.
“Through partnerships with trade unions, schools, and local governments, we’re ensuring green jobs are good jobs, rooted in local communities with real progression, purpose, and opportunity. We look forward to working with government and industry to scale up this mission and ensure no region is left behind.”
Michael Lewis, CEO Uniper said: “We’re really pleased to see the launch of the Clean Energy Jobs Plan and the recommendations within it.
“Uniper aims to invest approximately €8 billion into growth and transformation projects by the early 2030s, including solar and onshore wind projects, hydrogen projects, and a new combined-cycle gas turbine power station with carbon capture technology at our Connah’s Quay site – contributing to the retention and creation of jobs, and supporting the regional economy.
“We recognise the need for workers to have the right skills now, and in the future, to support the UK’s and our own ambitions.”
Zac Richardson, Group Chief Engineer at National Grid, said: “Secure, affordable and clean energy is essential to unlocking UK economic growth and productivity – ambitions which are underpinned by electricity networks and the unprecedented levels of planned investment in them.
“We welcome the government’s focus on skills and training – especially for technical roles vital to our energy future – and look forward to working together to build a diverse, homegrown workforce that can deliver the grid of tomorrow.”
Tania Kumar, Director of Net Zero at the CBI, said: “The growth of the clean energy economy is creating opportunities for people and places across the whole of the UK. The launch of the Clean Energy Jobs Plan offers a tangible way to connect communities with both the opportunities emerging across the sector and the businesses at the forefront of delivering them.
“If we want people to feel invested in the transition and ensure they are able to participate in it, we must show them how they fit into the vision. This plan begins to do just that, laying out clear pathways no matter whether you’re in work, seeking employment or returning to the job market.”
Dhara Vyas, CEO of Energy UK, said: “Today’s announcement is a critical step forward in building the workforce required to deliver our future energy system. It rightly recognises the need to tackle the skills challenge collectively by investing in both new talent and our existing workforce.
“With up to 400,000 new jobs on the horizon and a clear focus on high-quality, inclusive opportunities, the Clean Energy Job Plan spotlights a once-in-a-generation opportunity to build a cleaner, fairer energy system whose benefits will be felt by people and communities across the country.”
Jane Cooper, Deputy Chief Executive at Renewable UK, said: “The Clean Energy Jobs Plan sets out the scale of the massive opportunity which the UK has to create tens of thousands of new jobs in renewables all over the country.
“It includes practical measures which will enable government and industry to work even closer together to maximise this, such as opening new Technical Excellence Colleges, building on Britain’s current success as a global leader in clean power.
“This long-awaited plan delivers on employers’ calls for a coherent government workforce strategy for clean energy and we look forward to working with Ministers to realise its ambitions.”
Katy Heidenreich Supply Chain and People Director at Offshore Energies UK, said: “Investing in skills development is essential to support the UK’s energy sector and it is encouraging to see governments recognise the huge resource of our oil and gas workforce and how their skills can be developed to provide the expertise needed for the energy mix of the future.
“Oil and gas workers have a continuing role in powering the UK today and for years to come. A successful energy future—one that is increasingly homegrown—depends on supporting the industries and people delivering energy now, alongside growing capability across all technologies.”
Claire Mack OBE, Chief Executive of Scottish Renewables, said: “The clean power mission is not just about energy security for the country, it’s about good jobs and a workforce fit the future in your locale. The scale and importance of the energy transition requires new approaches to ensure investments in skills, apprenticeships and training serve the needs of the entire economy.
“Scotland is home to world-class energy skills expertise. Working with both governments, the clean energy industry can build on this through the breadth of projects coming forward today and in the years ahead. The Clean Energy Jobs Plan is an important signal to the public and private sectors of how we must quickly strengthen our partnership on jobs and skills.”
Ben Martin, Policy Manager at the British Chambers of Commerce, said: “The net zero economy is continuing to grow, and the Clean Energy Jobs Plan clearly sets out how the government will recruit essential workers who are critical for the UK’s energy transition. This will support both net zero and economic growth across the UK, providing certainty for people and local communities.
“The plan also recognises the critical role that oil and gas workers in the North Sea will play in driving the renewable energy sector. Aligning skills standards between these 2 sectors and identifying current and future skills needs to support our low carbon future, are essential to delivering a successful UK energy transition.”
Verity Davidge, Director of Policy and Public Affairs, at Make UK said: “Manufacturers are moving at pace to invest in decarbonisation and net zero projects and the transition to clean energy offers huge opportunities for industry. To take full advantage, companies will need to have access to increasingly higher levels of skills and a talent pipeline which will fuel the growth we need to see.
“As such, this plan is a welcome recognition by government and a positive step forward that work needs to start now to get ahead of our competitors and ensure industry is equipped with the skills to do the job. In tandem with this plan we need to accelerate skills reform including ensuring that apprenticeship courses are funded to cover the real cost of training, as outlined in the clean energy sector plan.”
Clare Jackson, CEO of Hydrogen UK, said: “We welcome the Clean Energy Jobs Plan’s recognition that hydrogen will be vital to net zero and to creating high-quality jobs. Much of the oil and gas workforce already has transferable skills, and supporting their transition into hydrogen will be key to a just and rapid shift to a clean energy economy.
“The Hydrogen and Carbon Capture Skills Accelerator is a crucial first step, and over time we must move from designing courses to delivering hands-on training and upskilling to build the workforce of the future.”
Olivia Powis, CEO of the Carbon Capture and Storage Association, said: “We welcome the Clean Jobs Plan and its recognition of the vital role CCUS and hydrogen will play in achieving the UK’s growth and decarbonisation goals while keeping industries competitive. Developing the necessary skills base is crucial to unlocking these sectors’ full potential and protecting thousands of existing industrial jobs.
“Establishing a dedicated Hydrogen and CCUS Skills Accelerator, in partnership with industry, marks an important step toward creating high-quality employment and ensuring a just transition for skilled workers from the North Sea. The CCSA looks forward to collaborating with government and partners to build the workforce powering the clean energy future.”
Tom Greatrex, Chief Executive of the Nuclear Industry Association, said: “This Jobs Plan shows the huge opportunity clean power offers the UK, and the vital role nuclear will play in delivering it.
“With 100,000 people already working in nuclear in good, skilled jobs across the country, new stations like Sizewell C and a fleet of SMRs will create thousands more — especially for young people — in clean and secure energy.”
Chris Hewett, Chief Executive, Solar Energy UK, said: “Solar energy and battery energy storage already support over 20,000 British jobs, with expectations that the sectors will employ more than twice the number in 10 years’ time.
“But to reach our goals for cheaper, cleaner power, we need to redouble our efforts to attract and train staff for these fast-growing sectors. With our Solar Careers UK programme and critical support from government under the Clean Energy Jobs Plan, we have every expectation that our aspirations will be fulfilled.”
Yselkla Farmer, CEO of BEAMA, said: “We have a long heritage of manufacturing for the electricity industry in the UK. As a supply chain at the heart of the clean energy sector we know the growth potential is substantial as we electrify our energy system.
“The biggest limiting factor for investment today is the availability of a skilled workforce and therefore we welcome the focus on job creation for our supply chain. For network equipment manufacturing alone our average member expects to double employment by 2035.
“This plan sets the foundations we need to help this statistic rise further. Our members offer good jobs, in an industry rooted in local communities right across the UK, what they need is long term certainty and a commitment to support investment which this plan targets.”
Lawrence Slade, CEO of Energy Networks Association, said: “This plan is an important step towards accelerating the real economic benefits of the clean energy transition right around the country.
“Today network operators employ around 26,000 people and facilitate 1,500 apprenticeships, in order to maintain the safe, reliable operation of over 500,000 miles of wires and cables.
“Tomorrow, the clean energy transition will underpin new employment opportunities and economic expansion, with tens of thousands of jobs across the country needed to upgrade the grid, not just temporary positions, but long-term careers, from apprenticeships to advanced engineering roles.
“By working together on the Electricity Networks Sector Growth Plan, we will build on existing work and give industry and government the clarity and confidence needed to invest in the workforce, skills and supply chain capacity that will help drive us towards a clean power system.”
Lieutenant General (Retd) Richard Nugee CB CVO CBE, Chair, Mission Renewable, said: “The Clean Energy Jobs Plan reflects the valuable contributions those who have served have made and can continue to make to the nation.
“By linking veterans and their families with career opportunities in the clean energy sector, Mission Renewable helps companies tap into and retain skilled talent, while at the same time enabling Armed Forces communities to thrive and feel valued. The sector and companies benefit, the veterans benefit and ultimately the nation benefits from skilled people delivering growth and opportunity.”
Paul Cox, Group CEO of Energy & Utility Skills, said: “For the government to achieve its 2030 target, we must put people at the heart of that ambition – only by having the right people with the right skills will we deliver the UK’s energy future.
“Energy and Utility Skills Group has worked closely with the Office for Clean Energy Jobs on its plans, scoping the workforce demands as well as convening the industry to create a UK-wide awareness and attraction campaign.
“We will continue to work with purpose and pace to support the Clean Energy Jobs Plan alongside our partners in the sector.
“Together, we can turn ambition into impact.”
David Hughes, Chief Executive of Association of Colleges, said: “This exciting plan will help people get the skills they need to secure good work locally and it is great to see the investment in colleges to back the government’s ambitions on a net zero future.
“With employers stepping up as well, colleges will be able to offer the training young people need to enter the net zero construction sector, as well as the re-training adults need to move jobs.
“Colleges are ready to be at the heart of this transition, to create real career pathways and help the country lead the global green economy.”
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.”
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 146th 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.”
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.
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.”
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.”
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.”
