Category: News

Non UNISON news

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

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

URGENT ACTION REQUIRED : Potential Equal Pay Claim

Austerity, Barnet Group, Barnet Homes, Housing, Local, Membership, News, Schools, Solidarity, Trades Dispute, UNISON Campaign, Your Choice Barnet

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

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;

  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.

 

Breaking News: “Outsourcing Has Failed Our Children and Our Workers – Bring School Catering Back In-House Now”

Anti - Racism, Austerity, Health and Safety, Local, News, Schools, Solidarity, UNISON Campaign

Barnet UNISON is calling on Barnet Council to end the failed outsourcing of school catering and bring the service back in-house.

At the upcoming Cabinet Committee meeting on 21 July 2025, Barnet Council will be asked to approve the continuation of an outsourced school meals contract. Barnet UNISON is demanding the Council reverse this recommendation and recognise the devastating impact outsourcing has had on schoolchildren, workers, and Barnet’s local economy.



John Burgess, Barnet UNISON Branch Secretary, said:

“For over a decade Barnet UNISON has warned of the dangers of outsourcing. Those warnings were ignored – and the result has been catastrophic. Low-paid Black women workers dismissed, children denied hot meals, and a kosher kitchen built with public money now left empty. Enough is enough.”


 


The Case Against Outsourcing:


    

  • ❌ Children Left Without Hot Meals: Barnet pupils were denied nutritious school meals due to the collapse of the kosher meal service.
    • 

  • ❌ Black Female Workers Dismissed: 41 Black catering staff lost their jobs when the kosher kitchen service collapsed. Only the trade union fought to secure their redundancy pay.
    • 

  • ❌ Wasted Public Assets: Barnet now has a kosher kitchen standing idle – a visible symbol of outsourcing gone wrong.
    • 

  • ❌ Poor Pay and No Pensions: Catering workers are excluded from the Local Government Pension Scheme and face poverty wages, resulting in reliance on housing benefits and in-work support – costs borne by the taxpayer.
    • 

  • ❌ A False Economy: Barnet claims savings, but the reality is a transfer of cost from the Council to the welfare state, undermining long-term financial sustainability.
    • 





A Better Alternative: In-House Services


Barnet Council ran a successful in-house school catering service for decades. In 2014–15, it generated a £190,000 surplus. Schools had confidence in the service and trusted its quality and reliability.


There has been no serious financial modelling on bringing the service back in-house. Despite citing inflation and “market pressures,” the current Cabinet report presents no updated analysis of how in-house provision could now be rebuilt to meet modern needs.


Council Equality Commitments Undermined


Barnet Council’s corporate values include a commitment to equality and inclusion, yet outsourcing has overwhelmingly harmed Black, female, low-paid workers – a group protected under the Equality Act 2010.


“This decision contradicts the Council’s equality duties,”. 


“How can you talk about inclusion while outsourcing continues to hurt the very communities you claim to support?”




Labour Party Policy Backs Our Call


    

  • Ending Outsourcing: Labour’s 2021 Conference endorsed the “biggest wave of insourcing in a generation,” including school services such as catering.
    • 

  • Tackling In-Work Poverty: Labour’s platform includes stronger rights at work, a real living wage, secure pensions, and an end to exploitative contracts.
    • 

  • Racial Justice at Work: Outsourcing has been shown to disproportionately harm Black workers. Labour-aligned campaigns highlight insourcing as a racial justice imperative.
    • 

  • Community Wealth Building: Labour supports local procurement and public ownership to retain wealth and secure good jobs in our communities.
    • 



Continuing to outsource the school meals contract undermines Labour values in one of the most diverse boroughs in the UK.




UNISON Demands:


    

  • Immediately halt the outsourcing procurement.
    • 

  • Publish a full Equality Impact Assessment.
    • 

  • Commission an updated in-house service feasibility report.
    • 

  • Bring Barnet’s school meals service back in-house.
    • 



 


For further information or interview requests, please contact:


Barnet UNISON at contactus@barnetunison.org.uk


To read Barnet UNISON report submitted to Cabinet Committee 22 July 2025 click on link below


https://www.barnetunison.me.uk/wp/wp-content/uploads/2025/07/Barnet-UNISON-Report-Schools-Catering-2025.pdf


 


End.


 


 

			

		

		
		


	
		
	

		
		
South Cambridgeshire Council Votes for a 4 Day Week — It’s Time to Fight for Ours
		
		
 
	
		Anti - Racism, Austerity, Health and Safety, Housing, Local, News, Solidarity, UNISON Campaign	



	
		

			
		
					

			


Dear members,


We are proud to report that South Cambridgeshire District Council has become the first council in the UK to adopt a four-day week as permanent policy — on full pay, for all staff. This is a landmark moment in the fight for a better work/life balance and stronger public services.


Barnet UNISON visited this council and spoke directly with staff and trade union colleagues. Their message was clear: this is not a gimmick — it’s a serious, evidence-based reform that has delivered for staff, services, and residents alike.


What the report shows


The official Council report presented on 17 July 2025 outlines clear, independent evidence https://scambs.moderngov.co.uk/documents/b50013885/Four-day%20Week%20Update%20and%20Future%20Arrangements%20-%20Update%20from%20Scrutiny%20and%20Overview%20Committee%20Thursday.pdf?T=9 :


    

  • 100% pay for 32 hours (86.5% of a 37-hour week), across all roles
    • 

  • 22 of 24 service KPIs maintained or improved; 9 showed statistically significant improvement — including faster planning decisions, quicker benefit processing, and higher rates of emergency repairs completed on time
    • 

  • £399,263 annual savings from reduced agency reliance and improved recruitment
    • 

  • 123% increase in job applications and 41% drop in voluntary resignations
    • 

  • Staff health and wellbeing scores — mental health, physical health, motivation, and intent to stay — all improved significantly
    • 



This was not a “soft” trial. It included independent analysis by the Universities of Cambridge, Salford, and Bradford, and national performance benchmarks. A public consultation — despite predictable scaremongering from anti-public sector groups — found no evidence of serious decline in services and strong public support in many areas.


When we win, expect pushback


Already, opponents of decent working conditions are attacking this result.


Let’s be honest — this isn’t new.


When trade unions first demanded:


    

  • Holiday pay — we were told the economy would collapse.
    • 

  • Sick pay — we were told people would take advantage.
    • 

  • Health and safety laws — we were told it was red tape.
    • 

  • Pensions — we were told it was unaffordable.
    • 



But unions stood strong. Members like you fought back. And we won every time.


The same fear tactics are being recycled today — against a four-day week.


What Barnet UNISON will do


This win matters. And it’s achievable here too.


Barnet UNISON will:


    

  • Campaign to trial four-day week working with full pay across council and Barnet Group services
    • 

  • Work with members to identify how services can adapt and innovate
    • 

  • Push employers to engage with staff and trade unions, just like South Cambs did
    • 

  • Show the evidence works, and challenge the myths when critics come calling
    • 



A union is for fighting


A trade union is not just a grievance handler — it’s a fighting force for better pay, safer work, and better lives. The four-day week is the next big leap.


Change never comes without a fight — but this shows it can come. And Barnet UNISON is ready.


In solidarity,


Barnet UNISON Branch


 


 

			

		

		
		


	
		
			
	

		
		
Barnet UNISON Warns: “Care Workforce at Risk Without Urgent Action”
		
		
 
	
		Anti - Racism, Austerity, Barnet Group, Barnet Homes, Care & Support, Local, News, Recruitment, Solidarity, UNISON Campaign, Your Choice Barnet	



	
		

			
		
					

			
 




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


 

			

		

		
		


	
		
	

		
		
Barnet UNISON Member Briefing: Understanding TUPE Transfers.
		
		
 
	
		Anti - Racism, Austerity, Local, News, Recruitment, Solidarity, UNISON Campaign	



	
		

			
		
					

			


1.What is TUPE?


TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations 2006. It’s a law that protects your job, pay, and rights if your employer changes—whether due to outsourcing, bringing services back in-house, or changing contractors.


If you’re being transferred to a new employer, your contract of employment moves with you.


 


2. Key Protections Under TUPE


✅ Your job transfers automatically to the new employer

✅ Your terms and conditions stay the same, including pay, hours, holiday, and sick leave

✅ Your continuous service is protected – no reset on your length of service

✅ Unfair dismissal protections – you can’t be dismissed because of the transfer

✅ Trade union recognition can continue, depending on the situation.


 


3. What Can the New Employer Change?


✋ The new employer cannot make changes to your contract just because of the transfer.

Changes are only lawful if there is a valid economic, technical, or organisational (ETO) reason and you agree to it.


Examples of ETO reasons:


    

  • Economic: loss of funding
    • 

  • Technical: new IT systems
    • 

  • Organisational: restructuring of teams
    • 



📢 Your Rights During the Consultation Process


Under the law, the employer must:


    

  • Inform UNISON (your union) in writing about:

      

    • The fact and date of the transfer
      • 

    • The reasons for it
      • 

    • Any impact on staff (legal, economic, social)
      • 

    • Any proposed changes or ‘measures’
      • 

    

    • 

  • Consult with UNISON before any changes happen
    • 



🗣️ You have the right to:


    

  • Be kept informed through your union
    • 

  • Ask questions and raise concerns
    • 

  • Be represented by UNISON in any meetings
    • 



 


TUPE Frequently Asked Questions


Q: Will I lose my job?


No, not automatically. Your job transfers to the new employer. However, if the new employer proposes redundancies for valid business reasons, they must follow a fair process.


 


Q: Can they reduce my pay or holiday?


No. Your contractual terms transfer with you. They can’t change them just because of the transfer.


 


Q: Do I have to accept the transfer?


You can object, but:


    

  • You will be treated as if you resigned
    • 

  • You won’t usually get redundancy pay
    • 



UNISON strongly advises you to speak to your rep before making any decision.


 


Q: Will I still be in a union?


If UNISON is recognised in the new organisation, recognition should continue. If not, we’ll support you in seeking recognition or retaining collective bargaining rights.


 


Q: What if they say there are ‘measures’ after the transfer?


Any proposed changes (called “measures”) must be consulted on in advance. Examples include:


    

  • Changes to rotas
    • 

  • New reporting structures
    • 

  • Office relocations
    • 



UNISON will push back on any negative or unfair proposals.


 


What You Should Do Now


🔍 Stay informed – check your emails or noticeboard for updates

🤝 Talk to your UNISON rep with questions or concerns

📝 Make notes of anything you are told in meetings

📢 Speak up early if something doesn’t seem right


📬 Contact Your UNISON Rep


If you have any concerns about the TUPE transfer, changes to your job, or the consultation process, contact your rep immediately. We’re here to defend your rights.


Or contact the branch at contactus@barnetunison.org.uk


End. 


 

			

		

		
		


	
		
	

		
		
Special Offer to Barnet UNISON members – Your health and wellbeing
		
		
 
	
		Austerity, Health and Safety, Local, Membership, News, Schools, Solidarity, UNISON Campaign	



	
		

			
		
					

			


Barnet UNISON Supporting Statement:


Barnet UNISON is pleased to share the launch of the WorkWell North-Central London programme with our members. This free, government-funded initiative offers vital early-intervention support for workers managing health and wellbeing challenges in the workplace.


We know how important it is for our members to have access to timely, practical support—especially when facing health-related barriers to work. WorkWell provides personalised coaching, expert referrals, and connections to local services, all designed to help employees stay well at work or return to work with confidence.


We strongly encourage any members living in or registered with a GP in Barnet, Enfield, Haringey, Camden, or Islington to consider this opportunity. Whether you’re currently off work or simply looking for support to stay well in your role, WorkWell could make a real difference.


Barnet UNISON is proud to support initiatives like this that prioritise the health and dignity of workers. If you have any questions or need help with a referral, please don’t hesitate to contact us.


Please seee details of the offer below


In solidarity,


Barnet UNISON Branch


WorkWell North-Central London Offer 


Members of Barnet UNSION and beyond are invited to take part in WorkWell North-Central London, a free, government funded, pilot work and health programme. WorkWell aims to help employees manage their health and wellbeing at work, reduce sickness absences, and enable a faster return to work for those who are signed off sick.


We are an early-intervention service, focused on positive health outcomes. Employees who join our programme will be offered 8, weekly coaching sessions to help them identify their health barriers and come up with a plan to overcome them.


On top of personalised coaching sessions, WorkWell helps people navigate the various local provisions on offer through our connections with publicly funded services and voluntary/community organisations. The programme also makes internal referrals to our team of experts in the fields of physical health, mental health, and employment. At the end of the 8 weeks with WorkWell, employees can expect to be equipped with an action plan and signposting to a more specialist service if required.


Employees can refer themselves directly, or UNISON reps are welcome to make referrals on behalf of their colleagues so long as they have their express permission. This can be done:



WorkWell is free to use as it is funded by the Department for Work and Pensions and the Department for Health and Social Care. Shaw Trust has been commissioned to deliver WorkWell North-Central London by the North Central London Integrated Care System.


At present we can accept referrals from people living in, or with a GP in: Barnet, Enfield, Haringey, Camden, and Islington. For those in Westminster, Kensington & Chealsea, Brent, Hammersmith & Fulham, Ealing, Harrow, Hounslow, and Hillingdon, we will gladly make an onward referral to WorkWell West-Central London.


End.

			

		

		
		


	
		
	

		
		
The Biggest Conspiracy Theory Is That There Isn’t Enough Money to Pay for Public Services
		
		
 
	
		Anti - Racism, Austerity, Local, News, Solidarity, UNISON Campaign	



	
		

			
		
					

			


Barnet UNISON reps are having conversations every week with low-paid members who are exhausted, demoralised, and afraid for their children’s future. They see prices rising, wages stuck, and public services falling apart. And they hear, again and again, the same excuse: “There’s no money.”


That’s the biggest conspiracy theory of our time.


There is money. In fact, the UK is wealthier than ever before—just not for the people who make it work. Billionaires in this country have more than doubled their wealth since 2008.


During the pandemic, the richest 1% grew even richer while key workers—care staff, cleaners, school catering workers, housing and security staff—were thanked with applause, then handed real-terms pay cuts.


In Barnet, we see how this lie plays out. Council services have been outsourced to private companies on the promise of efficiency and cost savings. The reality? Poorer working conditions, lower pay, and services run for profit, not people.


That’s why Barnet UNISON is demanding that school catering, cleaning, care work, housing services, parking enforcement and security staff all be brought back in-house. Public money should be spent on public services—not drained off into shareholders’ pockets.


When services are outsourced, it’s not just workers who lose out. Residents get less accountable, more fragmented services.


UNISON nationally is clear: We want proper funding for local government, fair and inflation-proofed pay awards, and an end to outsourcing. And we in Barnet are fighting to make that a reality in our own borough.


But there’s a deeper issue we need to confront: why so many of our lowest-paid colleagues have come to believe the lie that there simply isn’t enough money.


It’s not just bad economics—it’s psychological warfare.


After a decade of austerity, the working class has been made to believe the idea that they must sacrifice, while the rich are told they deserve more.


It doesn’t have to be this way.


A wealth tax—just a small one—on the richest 1% could raise tens of billions every year. Even a 1% tax on wealth above £10 million could help rebuild our services and give dignity to our most vital workers. But the political will is missing, because the people at the top benefit from the status quo.


The role of our union is not just to negotiate pay—it’s to organise hope. To help members imagine something better. To challenge the story that poverty is inevitable.


Poverty is political, not natural. It’s a choice.


The truth is simple: the money is there. What’s missing is justice, courage, and power in the hands of the workers who keep our communities alive.


That’s why we’re fighting. To end outsourcing. To win fair pay. To bring services back in-house. And to expose the cruelest conspiracy of all: that we must settle for less while the super-rich keep more money than they can ever use.


Solidarity.


Barnet UNISON.

			

		

		
		


	

			  

					
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