Category: Solidarity
Victory for BELS Staff! Annual Leave and Paternity Rights Win for UNISON Members
Barnet UNISON is proud to announce another win for our members — this time at Barnet Education and Learning Service (BELS).
After persistent negotiation led by our BELS UNISON representative, and in collaboration with other trade unions, BELS employees will now receive 31 days of annual leave and two weeks’ paternity leave, bringing them in line with London Borough of Barnet employees.
BELS UNISON Rep said:
“I am pleased to confirm that BELS are implementing 31 days annual leave for all BELS staff. Whilst there are still areas that need to be addressed, like the inequality in the pension offering, I am happy to see that BELS have listened to UNISON members’ requests and have made a step in bringing us closer to parity with our colleagues working in Barnet Council.”
Helen Davies, Barnet UNISON Branch Chair, said:
“This is what trade union persistence looks like — real improvements in conditions for our members. Every step towards parity between BELS and Council staff matters. We will keep fighting until every member working in a council-owned company gets the full rights, pay and pensions they deserve.”
BELS is a Local Authority Trading Company (LATC), 100% owned by Barnet Council, delivering vital education services on behalf of the borough. Barnet UNISON has long campaigned to bring BELS back in-house, so staff delivering public services enjoy the same pay, pension and conditions as directly employed council workers.
Our next target is access to the Local Government Pension Scheme (LGPS) — the public service pension scheme available to council employees. Despite being wholly owned by the Council, BELS staff are currently denied access, a decision that UNISON believes is unfair and discriminatory.
An Equal Pay claim has already been registered for BELS staff, forming part of UNISON’s wider claim across Barnet Council and The Barnet Group (TBG).
This latest win shows what can be achieved when members are organised and determined.
Together, we are stronger. Join UNISON today and be part of the fight for fairness, equality and respect at work.
For more information email contactus@barnetunison.org.uk
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Barnet launches major Equal Pay action spanning council and LATCs — ‘EasyCouncil’ faces first London-wide test case
PRESS RELEASE: For immediate release:
Barnet launches major Equal Pay action spanning council and LATCs — ‘EasyCouncil’ faces first London-wide test case
Barnet UNISON has today submitted three collective grievances triggering a borough-wide Equal Pay claim across the London Borough of Barnet, The Barnet Group (TBG) and Barnet Education & Learning Service (BELS) — the council’s two wholly owned arm’s-length companies (LATCs).
Branded “EasyCouncil” during its peak outsourcing years, Barnet now faces an Equal Pay challenge that cuts across council services and its LATCs, echoing the ground-breaking 2023 Glasgow decision confirming that local authority trading companies are not a shield against Equal Pay liability where the council is the single source capable of rectifying pay inequality.
Helen Davies, Branch Chair, Barnet UNISON, said:
“Women in Barnet’s schools, care and community services have waited long enough. We’ve now filed Equal Pay grievances with all three employers because the evidence is overwhelming — and because LATC status doesn’t make discrimination disappear. If Southampton, Sheffield and Birmingham can settle multi-million-pound claims, so can Barnet.”
Barnet UNISON’s case covers multiple strands including task-and-finish uplifts, Christmas bonus payments, DLO payments, and pension access issues for LATC staff. The union is seeking a negotiated, borough-wide settlement framework that treats council and LATC workers consistently, rather than siloed processes.
A fast-growing national picture
Barnet’s action lands as councils across Britain confront Equal Pay liabilities:
- Southampton City Council – Settlement agreed (July 2025) for ~800 staff; task-and-finish disparity.
- Sheffield City Council – Agreement (Sept 2025): ~3,600 staff / ~260 roles; ~£36m redress.
- Birmingham City Council – Framework to settle (Dec 2024) following Section 114.
- Coventry City Council – ~680 claims ongoing (2025); >£30m exposure; ET listed Nov 2026.
- Brighton & Hove City Council – Claims lodged/flagged (2024–25), thousands indicated.
- Bradford MDC – Legal action launched (July 2025) for female-dominated roles.
- Knowsley Council – Union warns of “tens of millions” exposure (Oct 2025).
- Leeds City Council – Unions inviting case forms (2024–25).
- Derby City Council – Ongoing disputes; >£1.5m spent defending cases.
- BCP Council – Corporate papers flag equal-pay litigation risk (2024–25).
Scotland: - Glasgow City Council – Continuing settlements/updates (2023–25); key LATC precedent.
- Fife Council – Tribunal success reported (July 2022); further claims lodged.
- Falkirk, Renfrewshire, West Dunbartonshire – Equal-pay disputes/strikes (2024).
Helen Davies added:
“This could be the first of several London Equal Pay cases. Barnet helped pioneer outsourcing; now it should lead on putting pay equality right — across the council and the companies it owns.”
Call to the employer
Barnet UNISON has invited the Council, TBG and BELS to enter a Memorandum of Understanding for structured negotiations covering data disclosure, scope, timelines and remedies, so staff don’t wait years for justice.
Media contact:
Barnet UNISON – contactus@barnetunison.org.uk
Notes to editors:
- Recent settlements referenced include Southampton (UNISON South East), Sheffield (Sheffield City Council), and Birmingham (City Council/union statements).
- Barnet UNISON represents staff employed by Barnet Council, The Barnet Group, and BELS.
- The Glasgow (2023) Equal Pay outcome reinforced that council-owned LATCs can fall within the single-source test for Equal Pay liability.
Holiday Pay Update – UNISON Awaits Council Response
Barnet UNISON has formally requested a meeting with Barnet Council to begin negotiations over back pay for staff who were underpaid holiday pay on overtime.
We first raised this issue in July 2025, when we informed members that the law has been clear since 2014 (Bear Scotland v Fulton) — holiday pay must include regular overtime. Despite this, Barnet Council only started making correct payments from April 2025.
UNISON’s position remains that staff have been underpaid for years, and we are seeking a collective compensation payment for all affected workers.
Payroll and HR services were run by Capita when the legal duty first arose, and we believe Barnet Council should seek to recoup any costs from Capita, not deny staff what they are owed.
Management has told us they are “considering legal issues” and will arrange a meeting, but UNISON has been waiting since July for this response. Our members deserve answers, not delays.
If you regularly work overtime, this issue affects you.
👉 Email contactus@barnetunison.org.uk for updates and to make sure you are part of the campaign.
✊ Holiday Pay Delayed is Holiday Pay Denied.
Barnet UNISON will continue to fight until staff are paid what they are owed.
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UNISON Raises Alarm Over Plan to Record Workers and Residents All Day
Barnet UNISON has raised serious concerns about a new requirement for parking enforcement staff to wear body-worn cameras that are switched on for the entire duration of their shifts.
The change, reportedly requested by senior officers at Barnet Council and being implemented by private contractor APCOA, marks a significant departure from the current practice — where body cameras are only activated when a Penalty Charge Notice is issued.
John Burgess, Branch Secretary of Barnet UNISON, said:
“We are deeply concerned about the impact this could have on our members’ right to privacy at work — as well as on the rights of Barnet residents, including children and vulnerable people, who may be filmed without their knowledge or consent.
We believe this change is excessive and disproportionate, and we’ve asked for an urgent explanation from both APCOA and Barnet Council. We are still waiting for a response.”
UNISON recognises that body-worn cameras can play a role in supporting staff safety in certain situations. However, blanket surveillance throughout an entire shift risks creating a culture of mistrust and surveillance, without evidence that it improves outcomes.
The union has now launched a consultation with its members on the contract to seek their views on the change.
“We want to hear directly from the staff affected. We’ve launched a confidential survey asking if they support having the camera on all day — and if they’d be prepared to take further action if this policy is forced through without proper consultation,” said Burgess.
UNISON has called on both APCOA and Barnet Council to pause implementation of the policy until full consultation has taken place and the privacy and data protection implications have been properly addressed.
Notes to editors:
- UNISON is the recognised trade union for parking enforcement officers in Barnet.
- TUPE consultation is legally required when contracts are transferred between employers.
- The proposed change in camera usage was raised less than four weeks before the planned contract handover on 1 November 2025.
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Barnet UNISON Statement on Staff Parking Charges
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 urges Council to pause welfare cut — Labour councillors and Barnet’s four Labour MPs asked to intervene
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.
UNISON calls on Barnet Council to scrap plans to close vital mental health service
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.
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UNISON Equal Pay Claims Now Extended to The Barnet Group and BELS
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.
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For further information contact:
Barnet UNISON at : contactus@barnetunison.org.uk
Message from Barnet UNISON Members: Staff Parking Charges – We Want to Hear from You
Dear Barnet UNISON Members,
Barnet UNISON is asking for your feedback on Barnet Council’s latest proposal to reintroduce parking charges for staff at Colindale from 1 October 2025. We believe this proposal is not only unfair and unjustified in the current economic climate, but also ignores the pressure staff are already under from rising living costs, stagnant wages, and ongoing cuts to services.
We urge all members to read our latest article:
👉 Money for Agency Companies and Capita – But Not for Our Members or Services
This article outlines how the Council continues to divert millions of pounds to private agencies and contractors like Capita, while claiming it cannot afford to support its own staff. Now they want staff—many on modest wages—to pay up to £900 a year just to park at work.
Let’s be clear: this is a pay cut by stealth, and it will hit low-paid workers and disabled staff the hardest.
We want your feedback
Please send us:
- Your thoughts on the proposal
- Anonymous quotes we can use in our response
- Any alternative proposals you want the Council to consider (e.g. banded rates by income, daily capped rates, or free parking on days when public transport is not viable)
- Specific impacts on disabled colleagues, carers, and those who rely on driving due to limited transport options
Barnet UNISON’s response
We are strongly opposed to this parking charge proposal and will be tabling a formal response to the Council. Our key concerns include:
- Inequality: This policy disproportionately affects lower-paid and disabled workers, particularly those without realistic alternatives to driving.
- Cost-of-living crisis: Members are already struggling with food, fuel and housing costs. Charging for parking is adding insult to injury.
- Service impact: Staff morale and retention will suffer, especially in frontline services where staff are expected to come in frequently.
- False economy: The Council claims this will not raise income, yet continues to waste millions on outsourcing and agency staff, instead of investing in its own workforce.
We believe parking for essential workers should be free or affordable, especially where public transport is not a safe or accessible option.
Please email us or speak to your local rep with your feedback. All responses will be anonymised unless you state otherwise. We will be tabling member comments as part of our submission to the Council.
Let’s make sure our voices are heard. This affects us all.
In solidarity,
Barnet UNISON.