Anti – Racism – Barnet UNISON

PRESS RELEASE: Equal Pay Momentum Builds in Barnet – Care and School Staff Sign Up in Their Hundreds

13th October 2025 admin Anti - Racism, Barnet Group, Barnet Homes, Local, National, TBG Flex, Trades Dispute, UNISON Campaign, Your Choice Barnet

Barnet UNISON has revealed a surge of support for its Equal Pay campaign, with hundreds of care workers and school support staff already signed up and hundreds more contacting the branch to join the claim.

Across Barnet’s schools, care homes, and community services, women workers are taking action to protect their legal rights to equal pay.
UNISON says that the growing number of sign-ups shows the level of frustration among staff who have seen their real pay fall while the cost of living continues to rise.

Helen Davies, Branch Chair of Barnet UNISON, said:
“Our members have seen what’s happened in Southampton and Sheffield — ordinary council workers winning millions in back pay.
Now Barnet’s care workers and school staff are saying loud and clear: we deserve fairness too.”

The Equal Pay campaign has seen record engagement, with UNISON visiting schools and care workplaces across the borough to help staff complete their case forms and understand their rights under the Equality Act.

Helen Davies added:
“This is just the beginning.
Every week more members are signing up because they know that in a cost-of-living crisis, no one can afford to miss out on what they’re owed.”

📅 Equal Pay Surgeries: Every Tuesday in October
📍 UNISON Office, Colindale
📧 contactus@barnetunison.org.uk

END.

Barnet UNISON urges Council to pause welfare cut — Labour councillors and Barnet’s four Labour MPs asked to intervene

19th September 2025 admin Anti - Racism, Austerity, Local, News, Solidarity, UNISON Campaign

Barnet UNISON has today written to all Labour councillors and the four Labour MPs for Barnet constituencies, calling on them to stop a proposed cut to the Council’s Welfare Team during the height of the cost-of-living crisis.

The Council has opened a 30-day consultation (9 September–8 October 2025) to delete one full-time (36 hours) Income Maximisation Officer (Grade G) — a low-paid, high-impact frontline role that helps residents access benefits and emergency support, manage debt, and keep up with Council Tax.

Barnet UNISON Branch Secretary John Burgess said:

“This is a small saving with a huge human cost. Cutting frontline welfare capacity in the worst cost-of-living crisis in decades means longer waits, fewer successful benefit claims and more arrears. We’re asking councillors and MPs to back a pause and protect residents.”

What UNISON is asking for

Pause the restructure and any redundancy selection until after autumn national announcements on crisis-support funding/administration, so Barnet can align staffing to the confirmed model.
Fix the Equality Impact Assessment (EqIA) — complete and accurate data on staff and service users, with concrete mitigations, before any decision.
Transparency and fairness in any selection process: publish the scoring matrix; ensure fair treatment for part-time staff; allow union observation.
A workload & service-risk assessment (phones, casework, outreach) showing how residents’ needs will be met if capacity is cut.
Redeployment first: priority placement and retraining into suitable roles; freeze external recruitment to relevant posts until at-risk staff are placed.
Alternatives to redundancy: temporary bridging (including available admin funding), voluntary hours reductions, and reductions in agency/consultancy spend to preserve this low-cost post.

Why this matters

Income Maximisation Officers:

support residents to secure welfare entitlements, Discretionary Housing Payments, Council Tax Support/Discretionary Relief, Resident Support Fund, and related help;
provide debt and budgeting advice, complete complex forms, and carry out home visits for vulnerable residents;
help residents manage and pay Council Tax, preventing arrears and homelessness and reducing knock-on costs across services.

Management has acknowledged that additional posts were made permanent despite insecure funding in 2023. Proceeding now would reduce outreach to “ad-hoc” only and risks deleting experienced capacity just as national crisis-support arrangements are being redesigned.

John Burgess added:

“Our ask is simple: pause, fix the EqIA, and work with us on non-redundancy options. Protecting one Grade G post protects thousands of Barnet residents from falling through the cracks.”

Notes to Editors

Consultation window: 9 September–8 October 2025.
Proposal: delete 1.0 FTE (36 hours) Income Maximisation Officer (Grade G) in the Welfare Team.
Decision route: Chief Officer delegated powers following consultation.
Service impact: reduced capacity for benefits access, emergency support, Council Tax help, and outreach to the most deprived neighbourhoods.
UNISON has formally raised concerns that the EqIA is incomplete/inaccurate and lacks practical mitigations.

Holiday Pay and Overtime – UNISON requests meeting over pay.

16th September 2025 admin Anti - Racism, Austerity, Local, News, UNISON Campaign

Barnet UNISON has now formally requested a negotiation meeting with Barnet Council to resolve the issue of staff being underpaid holiday pay on overtime.

The Basis of the Claim

Since 2014, case law (Bear Scotland v Fulton) has made clear that holiday pay must reflect normal remuneration, including regular overtime. This was confirmed again in Flowers v East of England Ambulance Trust (2019) and written into law through the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023, which came fully into effect in April 2025.

Barnet Council only started paying holiday pay that included overtime from April 2025. That means staff who regularly worked overtime before then were underpaid for years.

How Far Back Does This Go?

Although legal claims in the Employment Tribunal are time-limited, the right itself has existed since 2014. UNISON’s position is that this must be recognised in negotiations. Staff have lost out for over a decade — and justice demands a fair settlement.

Capita’s Role

From October 2013, payroll and HR services were outsourced to Capita. It was their responsibility to ensure payroll complied with the law following the Bear Scotland judgment in 2014. Barnet Council, as the employer, must put this right for staff — and if Capita failed in its duties, the Council should recoup the costs from them, not deny staff their pay.

Our Demands

A collective compensation payment for staff who regularly worked overtime but did not receive correct holiday pay before April 2025.
Full transparency: a list of all job roles across Barnet Council where staff have worked regular overtime.
Future guarantees that holiday pay will always include overtime, in line with the law.

Next Steps for Staff

If you are an LBB employee and have regularly worked overtime, this affects you.

Please email contactus@barnetunison.org.uk for more information and to ensure you are included in our campaign.

Together we can make Barnet Council pay staff what they are owed.

In solidarity,

Barnet UNISON.

End.

PRESS RELEASE: Barnet UNISON: We Will Not Be Silenced by Facility Time Cuts

11th September 2025 admin Anti - Racism, Austerity, Health and Safety, Local, News, Trades Dispute, UNISON Campaign

On 1 August 2025, Barnet Council went ahead with a 33% cut to Barnet UNISON’s facility time.

This is an attack on our ability to support, defend, and organise our members. It is a political choice that takes us back to Tory-era cuts, at precisely the moment when staff are under the most pressure.

What the cut means for members

Facility time is what allows us to:

Represent members being bullied, harassed or disrespected at work
Defend those facing disciplinary investigations and dismissal
Support members who are not being paid properly
Take on cases of discrimination and racism
Challenge unsafe workloads, stress and health & safety risks

With a 33% cut, our ability to respond will be slowed down. Members may wait longer for casework support. Some of the key meetings and consultations we should be present in will be harder to attend.

But let’s be crystal clear: this cut will not gag Barnet UNISON. We will continue to speak out and fight back against the appalling issues our members face every single day.

The wider context

This cut comes when:

The Council has just come through a financial crisis so severe it applied for Exceptional Financial Support (EFS).

Consultants such as PeopleToo are embedded in the Council, planning further restructures and potential redundancies.

UNISON has confirmed a major Equal Pay case, which we are pursuing to protect the rights and pay of our lowest-paid workers.

Our branch is leading campaigns to defend frontline services, stop unsafe workloads, resist outsourcing, and protect the rights of disabled staff.

In other words, the demand on UNISON is growing—yet the Council has chosen to reduce the time we have to represent staff.

Our response

We are not naïve. We know the impact of this cut will be felt in longer waits, heavier workloads for our reps, and an increase in pressure. But this branch has been here before. We survived outsourcing, mass redundancies, austerity, and Tory attacks—and we are still here, still fighting.

This cut will not break us.
This cut will not silence us.
This cut will not stop Barnet UNISON organising.

A call for solidarity

We are calling on:

Our members: Stand with your branch. Show your support. Step up as reps or contacts in your teams. Together, we are stronger.
The wider trade union movement: Send messages of solidarity and amplify our campaign. Cuts to facility time anywhere are an attack on union rights everywhere.
Labour councillors, MPs, and activists: Show that Labour values mean standing with unions, not undermining them.

📩 Send solidarity to: contactus@barnetunison.org.uk

We’ve been here before – and we always have your backs

Barnet UNISON has faced attacks before, and every time we have come through stronger—because we never forget why we are here.

We are here to protect our members.
We are here to organise in every workplace.
We are here to speak truth to power.

No cut, no Council, no employer will ever take that away from us.

We will always have the backs of our members.

In solidarity,

Barnet UNISON

Barnet Council Proposes Cutting Welfare Team Post During Worst Cost of Living Crisis in 77 Years

11th September 2025 admin Anti - Racism, Austerity, Disability, Local, News, UNISON Campaign

Barnet UNISON has today (9 September 2025) raised the alarm over a Barnet Council proposal to cut a vital post in the Welfare Team – the frontline service that supports residents struggling with debt, welfare benefits, and the cost of living.

The Council has opened a 30-day consultation (closing 8 October) on a restructure that would delete the equivalent of one full-time Income Maximisation Officer post. This is a low-paid role that helps residents navigate welfare benefits, manage debt, and access emergency support funds. The financial saving to the Council is minimal, but the human cost to vulnerable residents will be devastating.

Barnet UNISON Branch Secretary said:

“This is the worst cost of living crisis in 77 years. Thousands of Barnet residents are already struggling to pay their rent, heat their homes, and put food on the table. Cutting a frontline welfare advice post at this time is indefensible.

Our Welfare Team does life-saving work. The Council should be investing in these services, not taking them away. This cut will hit the poorest residents hardest, for the sake of a small budget saving.”

The consultation document acknowledges that these posts were originally created in January 2023 to respond to the cost-of-living crisis, delivering targeted outreach in Barnet’s most deprived communities. Despite this proven need, the Council is now proposing to reduce the team’s capacity.

Barnet UNISON will be responding to the consultation by calling on the Council to:

Withdraw the proposed cut and explore alternative funding options.
Guarantee no compulsory redundancies.
Recognise the vital role of low-paid staff who keep essential services running for Barnet’s residents.

UNISON will be engaging with staff, councillors, and the local community throughout the consultation to fight for these vital services.

Notes to Editors

The consultation runs from 9 September – 8 October 2025.
The proposal would reduce the number of Income Maximisation Officers from 9 to 8.
These staff support vulnerable residents with welfare benefits, debt advice, and financial support including the Resident Support Fund, Household Support Fund, and Discretionary Housing Payments.

For further information email the branch at contactus@barnetunison.org.uk

PRESS RELEASE – Bring Barnet’s services home: UNISON calls for solidarity to insource Capita contracts

9th September 2025 admin Anti - Racism, Austerity, Local, News, Report, UNISON Campaign

Barnet UNISON is calling on residents, UNISON members, fellow branches and trade unions to stand with us as Barnet Council prepares to make a major decision on the future of local services.

At the Cabinet Committee meeting on 16 September 2025, councillors will decide the future of IT, Customer Services, and Revenues & Benefits services currently run by Capita.

Barnet UNISON has published a detailed report to Cabinet which sets out the case for insourcing and directly challenges the Council’s Cabinet report.

You can read our report using the link below.

https://www.barnetunison.me.uk/wp/wp-content/uploads/2025/09/Barnet_UNISON_Report_Final-16-Sept-2025-Capita-services.pdf

Our analysis exposes:

Barnet paid £27 million to Capita last year for these services.
The Council also spent £24 million on agency and consultancy staff, the highest level in 15 years.
That’s £51 million in one year on outsourcing and temporary provision, while the Council’s own spreadsheets show insourcing would cost just £17.5 million.
Outsourcing has failed: Council Tax collection remains below London averages, costing residents around £3 million a year.
The Cabinet report portrays insourcing as a “cost pressure,” while ignoring the hidden costs of outsourcing — supplier profits, gainshare deductions, contract management, churn, and procurement cycles.

Barnet UNISON says:

Insourcing is the only sustainable, cost-effective option in Barnet’s current financial crisis.
Labour nationally has pledged to “end the outsourcing racket” and UNISON’s Bringing Services Home campaign makes clear that public services run best in-house, accountable to residents not shareholders.
Barnet has a real opportunity to deliver on Labour and UNISON policy, and to secure better services and stronger jobs for the borough.

Call to Action

We are asking for messages of solidarity from:

Barnet residents – to show you want public money spent on public services.
UNISON members and branches – to back the case for insourcing in Barnet.
Other trade unions and allies – to stand with Barnet UNISON in this campaign.

📧 Please send messages of support to: contactus@barnetunison.org.uk

Together, we can end wasteful outsourcing in Barnet and rebuild accountable, cost-effective public services.

ENDS

UNISON calls on Barnet Council to scrap plans to close vital mental health service

9th September 2025 admin Anti - Racism, Austerity, Disability, Health and Safety, Local, National, News, Report, Solidarity, UNISON Campaign

Barnet UNISON has today published a report challenging Barnet Council’s proposal to close The Network, a long-standing community mental health prevention and recovery service.

Read our report in the link below

https://www.barnetunison.me.uk/wp/wp-content/uploads/2025/09/Barnet-UNISON-Report-The-Future-of-The-Network.pdf

The Council’s own consultation shows 73% of respondents opposed closure — including 100% of carers — yet officers are still recommending that Cabinet votes to shut the service.

Barnet UNISON’s report sets out detailed evidence showing that:

The Network prevents crisis: Service users say it has kept them out of hospital, sustained their employment, and reduced isolation. One user told the consultation: “Without The Network, I would have ended up in hospital. It kept me going when nothing else was available.”
It is cost-effective: The service costs just £0.5m annually. Preventing as few as ten 14-day hospital admissions saves £280,000, over a third of the budget.
Alternatives cannot cope: The officer report lists other providers but gives no evidence of spare capacity or commitments to take additional referrals.
Equality impacts are serious: The Equalities Impact Assessment identifies disproportionate harm to working-age disabled women, which has been downplayed.
Labour values are at stake: National Labour policy stresses prevention, early help and keeping people in work. Closing The Network contradicts those commitments and risks reputational damage for Barnet Labour.
Legal risk: Closure exposes the Council to potential challenge under the Care Act 2014 (s.2 duty to prevent and delay need) and the Public Sector Equality Duty.

The report also includes:

Appendix E – Practitioner Evidence: authored by the staff who deliver the service. It shows The Network supports 350–500 referrals annually, has one of the shortest waits in Adult Social Care, and plays a recognised role in suicide prevention.
An Addendum responding directly to the final Cabinet papers, rebutting claims of declining demand, alternative capacity, and robust transition planning.

UNISON Statement

John Burgess, Branch Secretary of Barnet UNISON, said:

“Closing The Network is a false economy. It costs very little but saves the NHS and the Council huge sums by keeping people well, in work, and out of crisis. The consultation shows residents, carers, and professionals overwhelmingly oppose closure. Labour nationally is committed to expanding mental health support. Why would a Labour council do the opposite?”

Christina McAnea, UNISON General Secretary, has said:

“Slashing vital services that keep people well and independent is a false economy. Care should be a human right and a public service.”

Jon Richards, UNISON Assistant General Secretary, has warned:

“Cutting already overstretched services abandons some of the most vulnerable people in our communities.”

UNISON’s call to Barnet Council Cabinet

Barnet UNISON is urging Cabinet members to:

Reject closure at the Cabinet meeting.
Commission a genuine options appraisal — including integration into the Prevention & Wellbeing Team, joint-funding with NHS North Central London ICB, and service redesign.
Require evidence of provider capacity before any change is considered.
Re-run the EqIA with real evidence and lived-experience testimony.

Notes for editors

Barnet UNISON’s full report “The Future of The Network” (including Appendix E – Practitioner Evidence and Addendum to the final Cabinet report) is attached and available on request.
Appendices also include: Appendix A – Consultation, Appendix B – EqIA, Appendix D – Other Services.
The Network currently supports 165 active service users, processes 350–500 referrals annually, and provides suicide prevention, recovery groups, and employment support.

Ends.

UNISON Equal Pay Claims Now Extended to The Barnet Group and BELS

8th August 2025 admin Anti - Racism, Austerity, Barnet Group, Barnet Homes, Local, News, Schools, Solidarity, TBG Flex, UNISON Campaign, Your Choice Barnet

Barnet UNISON has confirmed that our ongoing Equal Pay campaign, initially focused on London Borough of Barnet (LBB) staff, has now been extended to include our members working for The Barnet Group (TBG) and Barnet Education and Learning Skills (BELS) — both of which are Local Authority Trading Companies wholly owned by LBB.

The potential scale of the claim is significant:

London Borough of Barnet (including Community Schools): 2,700 staff
The Barnet Group: 900 staff
BELS: 250 staff

Not all of these employees will be claimants, but a substantial number could be affected.

UNISON has been at the forefront of local government equal pay claims for over a decade, securing millions in compensation for members across the UK. Our investigation in Barnet has identified practices — including the use of “task and finish” and bonus payments in Waste & Recycling — that are likely to give rise to Equal Pay claims with reasonable prospects of success.

In light of these findings, we are:

Urging all LBB members on Grades A to K to complete an Equal Pay case form.
Inviting all of our members from TBG and BELS to submit their Equal pay case forms.

To pursue a claim, members must complete the case form with details of their job role, grade, and dates of employment. If you have left or changed your role in the past six months, this must be made clear as Tribunal deadlines are strict.

Download the Equal Pay case form here:
Equal Pay Case Form – Barnet UNISON

Return completed forms to: contactus@barnetunison.org.uk

Barnet UNISON will lodge a collective grievance on behalf of claimants and begin the early conciliation process as the first step towards an Employment Tribunal claim. We will continue to engage constructively with LBB, TBG, and BELS to seek an industrial resolution wherever possible.

Ends

For further information contact:
Barnet UNISON at : contactus@barnetunison.org.uk

Barnet UNISON Launches Potential Equal Pay Claim on Behalf of its female members.

29th July 2025 admin Anti - Racism, Austerity, Barnet Group, Barnet Homes, Housing, Libraries, Local, News, Schools, Solidarity, TBG Flex, UNISON Campaign, Your Choice Barnet

Barnet UNISON is urging its female members in the London Borough of Barnet (LBB) to come forward as the union prepares to launch a collective legal challenge over potential equal pay breaches by the Council.

The move follows extensive investigations into pay practices within LBB, particularly in relation to the use of “task and finish” arrangements in the Waste & Recycling service. UNISON believes there is now sufficient evidence to support equal pay claims with reasonable prospects of success.

John Burgess, Branch Secretary of Barnet UNISON, said:

“The possibility that staff – the majority of whom are women – may have been underpaid for years is deeply concerning, especially in the midst of a cost-of-living crisis. Equal Pay is not just a legal right, it’s a fundamental matter of fairness. UNISON is committed to ensuring our members receive the pay they are legally and morally entitled to.”

The union is now asking affected members to complete an Equal Pay case form detailing their job roles, grades, and employment history. This information will allow UNISON to assess each claim and proceed with legal and procedural steps, including lodging a collective grievance and initiating early conciliation.

Barnet UNISON is also reminding staff of the strict six-month legal time limit for making an Equal Pay claim. Anyone who has recently left the Council or changed roles is urged to act quickly.

UNISON has led the fight for Equal Pay in local government for over a decade, winning millions in compensation for underpaid workers. The union will continue to engage in constructive dialogue with Barnet Council while preparing to take legal action where necessary.

ENDS

For media enquiries, please contact:

Barnet UNISON at contactus@barnetunison.org.uk

Updated : Are You Getting the Right Holiday Pay? – plus 10 FAQs

24th July 2025 admin Anti - Racism, Barnet Group, Barnet Homes, Local, News, Report, Solidarity, TBG Flex, Your Choice Barnet

A Briefing for All Barnet UNISON Members

1. If You Work Overtime, Read This!

Barnet UNISON is raising an important issue affecting many of our members.

If you regularly work overtime and take annual leave, your holiday pay should reflect your normal average earnings — not just your basic pay.

2. What the Law Says

From April 2025, UK law confirmed what courts have already made clear:

If you regularly work overtime or receive regular allowances, your holiday pay must include these payments.

This applies to at least 4 weeks of your annual leave each year.

3. What This Means for You:

When you’re on annual leave, your payslip should include:

Basic pay
Top-up for regular overtime/allowances

No top-up? You may have been underpaid.

4. Legal Backing

This is now backed by:

British Gas v Lock (2016)
Flowers v East of England Ambulance Trust (2019)
Employment Rights Regulations 2023 (in force from April 2025)

These confirmed that holiday pay must reflect what you normally earn — including regular overtime.

5. What to Look Out For

Did your pay drop while on leave?
Was there no holiday pay enhancement showing on your payslip?
Do you regularly work overtime, but see no difference in holiday pay?

If so — you may be owed back pay for up to 2 years.

6. What have Barnet UNISON done?

We have already written to Barnet Council asking the following;

Confirm the rationale for commencing these payments from 1 April 2025;
Confirm whether the Council recognises that this change arises from the 2023 Regulations and related case law;
Requested a meeting to discuss how best to resolve this issue and ensure that members are properly remunerated in line with the law.

7. Get in Touch – We Can Help

Contact us if:

You think your holiday pay is wrong
You want help checking your payslips
You’ve worked overtime and want to know your rights

Email Barnet UNISON at: contactus@barnetunison.org.uk

We are gathering information and may take collective action where members have been underpaid.

Know Your Rights. Get What You’re Owed.

You’ve earned it. Make sure you’re paid fairly — even when you’re on holiday.

Holiday Pay & Overtime – Frequently Asked Questions (FAQs)

1. I work overtime — should that be included in my holiday pay?

Yes — if you regularly work overtime, your holiday pay should reflect your normal average earnings, not just your basic contracted hours.

2. What counts as “regular” overtime?

“Regular” means any overtime that happens consistently or predictably, even if it’s voluntary. If it forms a normal part of your working pattern, it should be included.

3. What if my overtime is voluntary — does that still count?

Yes — courts have confirmed that regular voluntary overtime must be included in holiday pay if it’s worked often enough to become part of your normal pay (see Flowers v East of England Ambulance Trust).

4. How many weeks of my leave should include this enhanced pay?

At least 4 weeks per year of your annual leave must reflect your normal pay, including overtime. This is a legal minimum. Contractual leave above this may be paid at basic rate.

5. How is the holiday pay calculated?

It should be based on your average weekly earnings over the previous 52 paid weeks, including any overtime, bonuses, or allowances you normally receive.

6. How can I tell if I’ve been underpaid?

Look at your payslips during periods when you were on leave:

Was your pay lower than usual?
Was there no separate line for “holiday pay enhancement”?
If yes, you may have been underpaid.

7. Can I claim back pay if I was underpaid?

Yes — you may be entitled to up to 2 years’ back pay, but you must act quickly. Legal claims must be made within 3 months of the last underpayment.

8. I didn’t know about this before — am I out of time?

It depends. If you recently became aware of the issue or took leave recently, you may still be in time to raise a claim. Contact us for advice.

9. What should I do if I think I’ve been underpaid?

Email Barnet UNISON at: contactus@barnetunison.org.uk
We can help you check your payslips, raise it with your employer, and explore options for claiming what you’re owed.

10. 1 Does this apply to agency or casual workers?

It depends on your working pattern. If you have a pattern of regular overtime or consistent work weeks, you may still be entitled to holiday pay based on average earnings. Contact us for specific advice.

UNISON is here to make sure you’re paid fairly — even when you’re on holiday.

Barnet UNISON – Fighting for Fair Pay.

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