Category: Recruitment

Barnet UNISON Statement on Staff Parking Charges

Austerity, Local, News, Recruitment, Solidarity, UNISON Campaign

Barnet UNISON Statement on Staff Parking Charges

Barnet UNISON is very disappointed with the council’s decision to reintroduce parking charges for staff from 1 October.

We know that many of our members rely on their car to carry out their jobs – especially those visiting schools, residents and multiple sites in the borough. Introducing additional charges at a time when staff are already struggling with the cost of living crisis will only add to the financial pressure on our workforce.

While the council has acknowledged that the majority of staff who responded to the consultation opposed these proposals, they have nonetheless decided to press ahead. This raises serious questions about how much weight was given to staff feedback during the process.

We are particularly concerned about:

  • The impact of these charges on lower-paid staff.
  • The fairness of expecting staff to cover the costs of council lease arrangements while no subsidy is provided for other forms of travel.
  • The practical consequences for staff whose roles require frequent travel during the working day.
  • The effect these additional costs will have on morale, recruitment and retention.

Barnet UNISON will continue to make these concerns known directly to the Chief Executive and the Leader of the Council. To strengthen our case, we need to hear from you.

👉 Please email us your views on this decision to contactus@barnetunison.org.uk . Let us know what it will mean for you personally – whether in terms of your ability to carry out your role, your finances, or your wellbeing. We will ensure that members’ experiences are shared with senior management and elected councillors.

Your feedback is crucial. The more voices we have, the stronger we can be in challenging the impact of these charges on staff.

In solidarity,
Barnet UNISON

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.

 

“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. If not, why not?
  3. Who made the decision to make the prepayment?
  4. Who decided to make the decision to subsequently carry on with payments that the prepayment was intended to cover?
  5. Who can authorise a payment of up to £20million
  6. What was the cost of the initial legal advice in 2020?
  7. Who has authority to seek counsel’s opinion
  8. Who did seek counsel’s opinion in this case?
  9. Was counsel’s opinion seen by the monitoring officer?
  10. If yes what was their opinion, if not why not?
  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. What has been the total cost of legal advice and tax advice taken so far?
  13. Has anyone been subject to a disciplinary investigation?

 

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.

 

 

“No stone left unturned” What is The Barnet Group (TBG)? Number 6: Part Two

Anti - Racism, ASSIST, Austerity, Barnet Group, Barnet Homes, Care & Support, COVID 19, Health and Safety, Local, London Living Wage, News, Pensions, Recruitment, Repairs, TBG Flex, UNISON Campaign, Your Choice Barnet

Ever since we published our article called Three Chief Executives and a Plumber, we have been inundated with questions about The Barnet Group (TBG).

Barnet UNISON published three animations which were put together with the help of our Barnet UNISON reps in TBG

Here is Animation Number Two which appears to have been screened in London Docklands.



After watching this animation we strongly recommend you reading our article Three Chief Executives and a Plumber, here https://www.barnetunison.me.uk/wp/2024/10/18/barnet-council-the-tale-of-three-chief-executives-and-one-plumber/


End.



			

		

		
		


	
		
	

		
		
“No stone left unturned” What is The Barnet Group (TBG)? Number 5: Part One
		
		
 
	
		Anti - Racism, ASSIST, Austerity, Barnet Group, Barnet Homes, Care & Support, Health and Safety, Housing, Local, News, Pensions, Recruitment, Solidarity, TBG Flex, UNISON Campaign	



	
		

			
		
					

			
Ever since we published our article called Three Chief Executives and a Plumber, we have been inundated with questions about The Barnet Group (TBG).


Barnet UNISON published three animations which were put together with the help of our Barnet UNISON reps in TBG


Here is Animation Number One which appears to have been viewed in the Council Main Office in Colindale.




After watching this animation we strongly recommend you reading our article Three Chief Executives and a Plumber, here https://www.barnetunison.me.uk/wp/2024/10/18/barnet-council-the-tale-of-three-chief-executives-and-one-plumber/


End.



			

		

		
		


	
		
	

		
		
32 – Another mental health social worker resignation at Barnet Council
		
		
 
	
		Austerity, Health and Safety, Local, News, Recruitment, Solidarity, Trades Dispute, UNISON Campaign	



	
		

			
		
					

			


Firstly, Community Care magazine published another excellent article on the ongoing mental health social worker dispute.


You can read the article here.


‘We walked out for 81 days and the service is as unsafe as it was before’


https://www.communitycare.co.uk/2024/10/21/we-walked-out-for-81-days-and-the-service-is-as-unsafe-as-it-was-before/


See some of the quotes below


‘We walked out for 81 days and the service is as unsafe as it was before’ (former Barnet Council mental health social worker). 


“We walked out for 81 days and it made no difference. They aren’t listening to us. It’s as dangerous a service as it was when the dispute started.”


“Coming back after strike, the management don’t acknowledge it, we raise problems and they just don’t go anywhere,” says another social worker.


“My concern is, how can I practise safely as a social worker? I really can’t do a proper job. It’s just so frustrating.”


 “I’m not leaving because of the strike, I’m leaving because, through the strike, it’s become very apparent that nothing is going to get any better, as they don’t seem to value our opinion or our feedback.”




The reporting on the feedback is accurate. It is important the reasons for the exodus of social workers is recorded publicly. For some reason senior officers of the London Borough of Barnet have been ‘doubling down’ in their responses to social workers leaving. Both in meetings with senior managers and in exit interviews our members have been very clear why they have left, yet senior management is promoting a “nothing to see here, please move along” position to all press enquiries.


Feedback from our members is that morale is at rock bottom and it is highly likely more staff will be leaving as soon as they have secured their own escape plan.


The tragedy is that we are talking about mental health services. Last year the Guardian newspaper quoted hospital bosses: “Mental healthcare in England is a national emergency” https://www.theguardian.com/society/2023/oct/09/mental-healthcare-in-england-is-a-national-emergency-say-hospital-bosses


Over a decade of underfunding alongside increasing numbers of people needing mental health services has devasted the workplace and services.


Earlier this month a major strike took place, “Nurses are among a group of mental health workers in Manchester who are striking today over “unsafe” staffing levels.”


“Unison North West regional organiser Paddy Cleary said: “These early intervention mental health workers take their duties seriously, but heavy workloads, insufficient funding and unsafe staffing levels have left them with no choice but to strike.”


https://www.nursingtimes.net/mental-health/manchester-mental-health-staff-strike-over-unsafe-staffing-16-10-2024/




Back here in Barnet the indifference being shown by senior officers to the huge turnover of both permanent and agency social workers is nothing short of scandalous. Each time someone leaves it means another relationship has ended for the service user. The other worrying fact is that senior management does not appear concerned that they are unable to recruit experienced mental health social workers. They are reliant on bringing in social workers with no experience of working in mental health or taking on former student social workers with little or no experience of working with service users with complex mental health needs.


“Barnet UNISON has been clear since the beginning of this dispute on 1 September 2023, that we will not tolerate our members working in an unsafe workplace. It is bad for staff and bad for service users. We understand why social workers have left and are planning to leave. Barnet Council mental health social work teams were once a trail blazing service for crisis work. Today it is a service that is out of control and the worst part is that as our members have said ‘they don’t seem to value our opinion or our feedback’.” John Burgess, Branch Secretary Barnet UNISON.


End.


 


 

			

		

		
		


	
		
			
	

		
		
UNISON National Pay ballot : Frequently Asked Questions 2024
		
		
 
	
		Austerity, Membership, National, News, Recruitment, Schools, Solidarity, UNISON Campaign	



	
		

			
		
					

			


1. What was the UNISON pay claim?


UNISON, alongside the other Local Government trade unions Unite and GMB, submitted a claim for an increase of £3,000 or 10%, whichever is the highest at every pay point. In addition, the claim also included a 2 hour reduction in the working week with no pay detriment, an additional day annual leave, and reviews of discriminatory pay gaps


 


2. What did the employers offer?


The employers offered an increase of £1,481 or 2.5%, whichever is the highest and rejected everything else.


 


3. Why is UNISON balloting us?


Yet again, the pay offer from our employers is another pay cut in real terms. We’ve had years of pay cuts and we have to say enough is enough. School and council workers in England, Wales and Northern Ireland are being balloted.


 


4. When will I get my ballot paper?


The ballot opened on 4 September. Ballot papers will start arriving over the next few days – they are being sent out in batches because there’s about 360,000 UNISON members in schools and councils!


 


5. Is UNISON recommending how to vote?


Yes, and YES! UNISON has rejected the employers offer, and is recommending to all members to vote YES for strike action


 


6. Shouldn’t UNISON be negotiating first?


UNISON reps spent weeks negotiating with the employers, but they wouldn’t increase their offer. So now we need to make it clear how serious we are about getting a decent pay rise.


 


7. Will my vote really make a difference?


Definitely – every single vote will make a difference. That’s because we have some really restrictive anti-union laws – so we can’t vote online, and over 50% of members must vote.


 


8. How will I know when I get my ballot paper?




It will arrive in an A5 bright purple envelope, it will have the UNISON logo on the front and will also say in large letters Stand Together For Better Pay, Council and School Pay 2024 on the front. It should be hard to miss!


 


9. How do I vote?


In the bright purple envelope, you will have a ballot paper – you put a X in one of the boxes (preferably YES) and then use the pre-paid, pre-addressed envelope to post the paper back to CES who are running the ballot for UNISON.


 


10. When do I need to return my ballot paper?


Your ballot paper must be returned before 16 October 10am. CES need to have received it by then, so really just complete and post it back as soon as you receive it.


 


11. What if I don’t get a ballot paper?


If you haven’t had a ballot paper by 17 September, then call the Hotline immediately on 0800 0857 857 and they will check your address and send out a replacement paper


 


12. I’ve heard people say it’s a disaggregated ballot? What’s that?


A disaggregated ballot means that we are all being balloted by employer. So for instance in Barnet, we have over 20 separate ballots – some smaller ones in schools that pay NJC pay, plus one for council workers and school workers still employed by Barnet. This is the same in every branch in the country. We need to get over 50% in as many of those ballots as possible.


 


13. If a workmate joins now will they get a ballot paper?


Someone not already in UNISON has until 3 October to join if they want to have a vote. They can join here: Join UNISON and get essential cover


 


14. Can people not in UNISON go on strike?


Yes, but we would always encourage someone to be in a union if they are going to strike. Plus, they wouldn’t be eligible for any strike pay unless they join the union taking strike action!


 


15. Can agency/contract workers join and strike?


Yes, agency workers can join UNISON and can go on strike


 


16. Will I get strike pay?


UNISON pays £50 a day strike pay. This amount can be changed depending on how many members are taking strike action. As soon as the ballot result is known, there will be discussions and decisions made about where strikes will be and about strike pay. If we get over 50% turnout and a YES vote for action, we will keep you updated about strike dates and pay. Details on how to claim it will be available when needed.


 


17. If we strike, we’ll lose money even with strike pay. Is it worth striking?


When we take strike action, we win more money overall than we lose. We know it’s difficult to lose money, but without taking action we know we’ll be worse off this year already. However, if we stand together, get the vote out and fight back, we can win more.


 


18. When we win, will the pay be backdated?


Yes, back to 1 April 2024


 


19. Do you know when we’ll get the money?


That will depend on when the employers give in and agree to our pay claim!


 


20. If someone isn’t in UNISON will they also get the pay rise?


Yes, but we have more chance of getting a better pay rise if we are stronger, so ask anyone not in UNISON to join and get involved to help us win for everyone!


 


21. Where can I find out more?


You can come to the visit the Barnet UNISON media channels where we are publishing updated information about the strike ballot on a regular basis.


Twitter: https://twitter.com/barnet_unison


Facebook: https://www.facebook.com/BarnetUNISON


Instagram: https://www.instagram.com/barnetunison/


Website:  https://www.barnetunison.me.uk/wp/


 


End. 


 

			

		

		
		


	

			  

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