Category: Barnet Group

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

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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.

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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

URGENT ACTION REQUIRED : Potential Equal Pay Claim

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As you may be aware, there has been a lot of recent activity regarding potential equal pay claims in the London Borough of Barnet (LBB).

As the UK’s largest union, UNISON has led on equal pay within local government for over a decade and has recovered £millions in compensation for our members. We take the issue extremely seriously.

We appreciate that the prospect of being underpaid due to your gender in a cost-of-living crisis is especially emotive, however, Equal Pay legislation is complex, and UNISON has been carrying out investigations into a number of discriminatory pay practices that have been identified.

We wanted to understand the facts and consider the legal position so we can advise members appropriately. As a result of our investigations, we understand that in the Waste & Recycling service, the Council operates a practice of task and finish and has made bonus payments.

We are now satisfied that there is evidence that is likely to give rise to equal pay claims against LBB with reasonable prospects of success. This is of course dependent on your individual circumstances, and we will require members to complete case forms so that we can confirm whether your individual circumstances are captured within the potential claims we’ve identified. You must provide details of your job role, grade and dates of your employment.

If you have multiple job roles, we need this information for all of them. In order to pursue a claim, you can download an equal pay case form along with guidance on how to complete it.

https://www.barnetunison.me.uk/wp/wp-content/uploads/2025/07/2025.07.28-Barnet-UNISON-Caseform-London-Borough-of-Barnet-updated-with-NI-number.docx

Please return your completed case form to contactus@barnetunison.org.uk

at your earliest convenience.

In tandem with the legal process, we must also exhaust internal procedures by lodging collective grievance. Once we have received your case form, we will add your name to the collective grievance that we will send to the Council. In addition, we will shortly arrange to start early conciliation on your behalf. This is the pre-requisite to starting a Tribunal claim.

Please be aware of time limits. To pursue a claim for equal pay, the claim must be lodged in the Tribunal within 6 months less one day of the end of your employment or a change in your employment. If you have left the Council in the past 6 months, or if you have changed your role in the last 6 months, please make this clear on the case form.

Please be assured that we will continue to maintain a constructive dialogue with your employer and seek to resolve matters industrially, wherever possible.

We will also keep you updated as to the progress of any negotiations/claims whenever there are any significant developments.

 

End.

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

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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;

  1. Confirm the rationale for commencing these payments from 1 April 2025;
  2. Confirm whether the Council recognises that this change arises from the 2023 Regulations and related case law;
  3. 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.

 

Barnet UNISON Warns: “Care Workforce at Risk Without Urgent Action”

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Barnet UNISON has raised urgent concerns about the sustainability of the care workforce at The Barnet Group (TBG), following the release of new data showing a heavily ageing workforce and low numbers of younger recruits.

“The age profile, published today on the Barnet UNISON website, reveals that over 60% of staff are aged 51 and above, with the largest group being 51-60. Under 22% are under the age of 40 with only 6% under the age of 30.”

Helen Davies, Branch Chair of Barnet UNISON, said:

“This data is a wake-up call. The care sector is already under pressure — and without urgent investment in recruitment, training and fair pay, we risk a workforce crisis. Many of our dedicated care staff are approaching retirement age. Who will replace them?”

The union warns that without a strategy to recruit and retain younger staff; the service could face a critical shortage of experienced carers within the next decade. It is calling on Barnet Council and The Barnet Group to:

  • Introduce a care workforce renewal plan
  • Expand apprenticeships and training pathways
  • Improve pay and conditions for frontline care workers
  • Protect services from further cuts and privatisation

Barnet UNISON will be using the data in ongoing discussions with management, councillors and the wider community to demand a properly funded and future-proofed care service.

For further information contact:
Barnet UNISON – contactus@barnetunison.org.uk
Twitter/X: @barnet_unison | www.barnetunison.me.uk

 

“3.2% is not good enough – members deserve better!”

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The news is that the response of the employers to the joint trade union National Pay claim for £3,000 is 3.2%.

Barnet UNISON members can view what 3.2% means to their grade by clicking on the link below

https://www.barnetunison.me.uk/wp/2025/04/24/national-pay-offer-3-2/

UNISON members know that their pay has fallen behind the cost of living and that they are “all now working one day a week for free.”

If we continue to fail to negotiate a pay award that directly deals with the cost-of-living crisis, soon public sector workers will be working “two days a week for free.”

We are in the worst cost-of-living crisis in 77 years.

Politicians seeking to confuse and defend poor pay talk about inflation rates falling as if that has improved things for our members.

Speaking to some of our lowest paid members in care homes, depots, and schools, they are seriously struggling to survive on poverty wages.

Inflation may go up and down, but prices are not going down and they keep rising:

  • 50% rise in local Bus Fares
  • 41% rise in Water Bills
  • 22% rise in Stamp prices
  • 18.4% rise in Energy Bills
  • 16% rise Rail Cards
  • 14% rise in Tuition Fees
  • 4.99% rise in Council Tax
  • 4.6% rise in Rail Fares

Whilst the poor are getting poorer, and the rich are getting richer.

We have been here before in 2009 our Barnet UNISON Branch Secretary set out his serious concerns in a letter to Prime Minister Gordon Brown 24 June 2009

“Barnet Council has made efficiency savings of £80.9m over 7 years, £58.8m in the last 5 years” 

https://www.barnetunison.me.uk/wp/wp-content/uploads/NO_PRIMEMINISTER_0.pdf

15 years ago, Barnet UNISON had concerns about poverty, privatisation and the emergence of the Far-Right politics. In Barnet Council we had hundreds of redundancies for several years as the Council claimed they were not being funded. Things haven’t changed and we had our first round of redundancies last December due to the current financial crisis.

What is clear is that the voices of our members across the Council across workplaces, be it a school, a depot, care home or day centre need to be heard and LOUDLY.

Barnet Council is lobbying the government for more funding, but there needs to be more pressure than that. We all need to add our voices for more funding

We are asking our members to sign the following Petition to Angela Rayner (who used to be a UNISON rep). This petition is not just for our members but can be signed by members’ family and friends or anyone who wants to see an end to the destruction of public services.

https://chng.it/6DSvxfZqhz

 

end.

 

Barnet Council: “Outsource, outsource and more outsourcing.”

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“A Labour Government would oversee the ‘biggest wave of insourcing for a generation,’ deputy leader Angela Rayner has said” (2022)

Fast forward to 2025 and here in Barnet Council the message is clear outsourcing, outsourcing and more outsourcing.

In the last 12 months our cleaners were told they would not be brought back inhouse our parking workers were told late last year that insourcing was not an option and tomorrow Wednesday 5 February Education workers were told that they would remain outside the Council, denying staff access to a public sector pension scheme.

The trade unions all lobbied the Labour Administration and were sent a very clear message that outsourcing is off the table.



We are in the worst cost of living crisis in 77 years and our lowest paid are living in daily fear as to what bills they can pay. 


Our outsourced members are the worst impacted as privatisation brings the following:


Job Insecurity and Reduced Benefits:


Private companies often prioritise profit maximisation, which can lead to job cuts, reduced wages, and fewer benefits for workers.


This can create instability and financial hardship for low-paid workers who rely on the steady employment and benefits that public sector jobs often provide.


Erosion of Worker’s Rights:


Privatisation weakens workers’ ability to collectively bargain for better wages and working conditions.


This can lead to a decline in worker’s rights and protections, making low-paid workers more vulnerable to exploitation.


Increased Inequality:


The focus on profit in privatised services can lead to a widening gap between executive pay and the wages of frontline workers.


This exacerbates existing income inequality and can make it even harder for low-paid workers to make ends meet.




We have workers delivering services for Barnet Council with no occupational sick pay, no access to a public sector pension scheme to name a few of the gross inequalities that are rife across the private sector.


UNISON represents outsourced workers in Housing, Social Care, Cleaning, Parking Enforcement, Security, Schools Catering and Education and all are being told there is no room for them in the Barnet Council workforce.


UNISON has a National Policy called Bringing Services Home and Barnet UNISON fully supports this aim and will continue to push for a clear plan and timetable for services to be brought back in-house.


 


End.

			

		

		
		


	
		
	

		
		
“Withdraw the compulsory redundancies”: £7,804,000
		
		
 
	
		Anti - Racism, Austerity, Barnet Group, Barnet Homes, Disability, Health and Safety, Housing, Local, News, Pensions, Recruitment, Repairs, Report, Schools, Solidarity, TBG Flex, UNISON Campaign, Your Choice Barnet	



	
		

			
		
					

			


Before our members read this article. It is important to note that there is no detriment to the best of our knowledge to the Pension Scheme because of the unlawful actions identified in the report going to Full Council on Tuesday 28 January 2025. This is confirmed in paragraph 10.2 of the report.


“It should also be emphasised that as the Local Government Pension Scheme (LGPS) is a defined benefit scheme there is no impact as a result of these transactions on members’ benefits.”


 


What has happened?


UNISON has only recently discovered that something unlawful has taken place involving payments to the Council’s Pension Scheme.


The matter was first publicly discussed Pension Fund Committee – Tuesday 14th January 2025 7.00 pm. 


You can listen to the discussion by clicking on the link below. You need to scroll 1 hour and 6 minutes to hear the discussion about the unlawful payments.


https://aisapps.mediasite.com/AuditelScheduler/Player/Index/?id=a1c6cfd1-5311-44ae-94fa-6aff99b35ae6&presID=11f4679ca075408d948fb7b34a51a1811d


 


The next piece of critical information came to our attention when the reports were published for the Full Council on Tuesday 28 January 2025. 


One damning paragraph stands out:


“5.2.1 After taking advice, and based on the information available the Monitoring Officer and the Section151 Officer are of the view that the Additional Payments and the Repayments were unlawful.” 


Source: Report to all Elected members of London Borough of Barnet Under Section 5(2)(a) of the local Government and Housing Act 1989 and Section 114 (2)(a) Local Government Finance Act 1988 By Jessica Farmer Monitoring Officer and Kevin Bartle Chief Finance Officer (Section 151 Officer).


https://barnet.moderngov.co.uk/documents/s87758/Appendix%20A%20joint%20report%20S5S114.pdf


The report uses the term unlawful ten times unlawfully once and unlawfulness once.


It is a shocking report.


UNISON recommends that members read the above report that is being discussed at Council meeting.


The two paragraphs set out what happened:


“4.2 The Council (acting as a scheme employer) made a one-off prepayment of £20,477,000 to the Fund in April 2020 (“the Prepayment”) instead of secondary contributions for the years 2020/21, 2021/22 and 2022/23. This was because the Council was advised that a Prepayment would save the Council money compared  with making secondary contributions over three years. The Council received leading counsel’s advice, which was taken without reference to the Monitoring Officer, that making the Prepayment was lawful in principle.”


“4.4 After the Prepayment, the Council continued to make periodic payments of (in effect) secondary contributions for the three financial years 2020/21, 2021/22 and 2022/23 (“Additional Payments”). These were made contrary to the Rates and adjustments Certificate. In effect, the Additional Payments would duplicate the Prepayment, and so officers also arranged that the Fund would repay most of the Additional Payment back to the Council in three annual repayments (“Repayments”). Because of a lack of documentation and staff turnover, the Monitoring Officer and Section 151 Officer have not been able to understand clearly when or why the Additional Payments and Repayments were arranged. As far as the Monitoring Officer and current Section 151 Officer can tell, the most likely explanation is that, at the time, officers believed that the outcome of these fund flows would be advantageous for the Council in accounting terms, while not being disadvantageous to the Fund. In any event, the Additional Payments were made and two of the three planned Repayments have also been made: £6,508,000 in October 2020 and £7,574,000 in October 2021.”


For those of us who are not financial experts the two paragraphs explain that not only was an unlawful payment of £20,477,000 made into the Pension Fund but that a further three payments were made of the next three years which resulted in effect in a double payment into the Pension Fund. Towards the end of the final paragraph the Council explains that the Council clawed back two payments back but that once the unlawful payments had been discovered everything was put on hold.


Many of our members reading this report will know that they all are expected to follow Council procedures and understand what happens if you don’t follow. Many of our members will be wondering about who has the powers to authorise spend. The responsibilities for senior managers are set out in what is referred to as the Scheme of Delegation which you can read on the Council website here https://barnet.moderngov.co.uk/documents/s24780/Appendix%20D%20-%20Scheme%20of%20Delegated%20Authority%20to%20Officers.pdf


There are a number of questions UNISON has about how this could happen, but our immediate concern is in regard to the numerous redundancy consultations taking place.


£7.8million is a lot of money that is owed to the Council.


At this moment in time the Council is coming to a close on a number of redundancy consultations which, if confirmed, are going to mean staff will be made redundant. Vacancies will be deleted in teams where there is already increasing pressure on the workforce to deliver more with less resources and to work in a job where their pay has failed to keep up with the cost-of-living crisis.


It is UNISON’s understanding, and we would be happy to publicly correct it if we have misunderstood the report above, that Barnet Council is attempting to find a way to retrieve £7,804,000 back from the Council’s Pension Fund.


£7,804,000 is a lot of money and it is UNISON’s view that if this money were back in the Council’s bank account, then it could be used to mitigate some of the redundancies/cuts to public services which are about to be signed off by Barnet Council.


In the meantime, we have several questions.


    

  1. Was there a scheme of delegation for the Pension Fund?
    2. 

  2. If not, why not?
    3. 

  3. Who made the decision to make the prepayment?
    4. 

  4. Who decided to make the decision to subsequently carry on with payments that the prepayment was intended to cover?
    5. 

  5. Who can authorise a payment of up to £20million
    6. 

  6. What was the cost of the initial legal advice in 2020?
    7. 

  7. Who has authority to seek counsel’s opinion
    8. 

  8. Who did seek counsel’s opinion in this case?
    9. 

  9. Was counsel’s opinion seen by the monitoring officer?
    10. 

  10. If yes what was their opinion, if not why not?
    11. 

  11. Was the scheme was initiated by the council acting as the fund or as the employer i.e. did the pension fund ask them to do it?
    12. 

  12. What has been the total cost of legal advice and tax advice taken so far?
    13. 

  13. Has anyone been subject to a disciplinary investigation?
    14. 



 


Recommendations: 


As a result of the breaking news UNISON is demanding the following:


    

  1. The redundancies are withdrawn in anticipation that the monies owed can mitigate the need to make the redundancies in this year.
    2. 



 


 

			

		

		
		


	

			  

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