A new poll conducted by the TUC and Hope Not Hate has revealed overwhelming public backing for key measures to strengthen workers’ rights across all constituencies.
Despite opposition from Conservative and Reform politicians, the survey of over 21,000 people shows that the British public—across all major political affiliations—strongly supports reforms aimed at improving job security and pay conditions.
Public Backs Key Workplace Reforms
The poll indicates strong cross-party support for policies in the Employment Rights Bill:
Banning zero-hours contracts: 72% of UK voters support a ban, including 65% of those who would vote Conservative and 67% of potential Reform voters. Only 15% oppose the policy.
Statutory sick pay from day one: 74% of voters back this measure, with 65% of Conservative-leaning and 66% of Reform-leaning voters in agreement. Just 14% are opposed.
Protection from unfair dismissal from day one: 73% of voters support immediate protection, including 65% of likely Conservative and 64% of likely Reform voters. Opposition stands at only 14%.
Greater flexibility in working hours: 74% of voters favour easier access to flexible working, with 67% of likely Conservative and 65% of likely Reform voters agreeing. Just 12% oppose the policy.
These findings highlight a significant gap between political rhetoric and voter sentiment.
Reform Party Votes Against Its Own Supporters’ Interests
The poll shows that even among Reform supporters, there is strong demand for better workplace protections.
In every constituency held by Reform—including party leader Nigel Farage’s seat—voters overwhelmingly support banning zero-hours contracts and ensuring sick pay from day one.
However, Reform MPs have consistently voted against these measures, placing them at odds with their own electorate.
Critics argue that this exposes the party’s alignment with corporate interests rather than the working people they claim to represent
Welcome to this week’s edition of Union News, your go-to source for updates and insights into the labour and trade union movement across the United Kingdom. Edited by Pat Harrington, Union News brings you the latest stories, campaigns, and developments shaping the world of workers and their rights.
In this edition:
Hairdresser Wins £90K Payout After Pregnancy Demotion
Princes Workers Strike Over Union-Busting and Broken Pay Deal
Historic Strike to Shut Down Major Museums
Thames Water Collapse Looms Amid Mounting Debts
Four-Day Week Gains Momentum as Future of Work in Britain
Tax Office Strikes Continue Over Sacking of Union Reps
and, Energy Bills Push 40% of Brits Into Financial Anxiety for 2025
Hairdresser Wins £90K Payout After Pregnancy Demotion
A senior stylist has been awarded almost £90,000 in compensation after an employment tribunal ruled that she had been “effectively demoted” following her pregnancy announcement. Kayleigh Flanagan, who worked at Envy Hair and Beauty, said she experienced a sudden change in attitude from her employer, Amy Jury, after disclosing her pregnancy via text message in December 2019. The tribunal found that her duties were reduced to those of an apprentice, including cleaning and making tea, instead of her usual role as a senior stylist and technician.
The tribunal heard that Ms. Flanagan was removed from the salon’s online booking system, stripped of her regular customers, and subjected to increased scrutiny over her work. In one instance, she was given a final written warning for allegedly being rude to a client and providing poor customer service. Although the warning was later downgraded to a first written warning after an appeal, Ms. Flanagan reported feeling undermined and isolated at work.
Her situation deteriorated further when she raised concerns about a lack of risk assessments regarding her pregnancy, as required by workplace regulations. Despite these complaints, no meaningful action was taken, and Ms. Flanagan went on maternity leave in April 2020. Feeling unsupported and fearing for her mental health and safety, she ultimately resigned from her role in November 2021, a move the tribunal deemed constructive dismissal.
In its judgment, the tribunal stated that Ms. Flanagan had been unfairly treated, noting that she was systematically demoted to tasks far below her qualifications and experience. The ruling concluded that her employer’s actions created an intolerable working environment, leaving her with no option but to resign. Ms. Flanagan described the ordeal as having a devastating impact on her mental health, adding that it forced her to prioritize her wellbeing and that of her family.
The tribunal ordered Envy Hair and Beauty to pay Ms. Flanagan £89,849 in compensation for constructive unfair dismissal. The case highlights the importance of protecting pregnant employees from discrimination and ensuring that workplace practices comply with legal obligations. Ms. Flanagan’s victory serves as a warning to employers about the consequences of failing to support staff during pregnancy and maternity leave.
Princes Workers Strike Over Union-Busting and Broken Pay Deal
Unite union members at five Princes Food factories have accused their employer of union-busting after threats to transfer jobs overseas. Workers, who previously agreed to a pay deal, say the company reneged on the agreement following a takeover by Italian food conglomerate Newlat. Strike action is underway across sites in Cardiff, Glasgow, Lincolnshire, Bradford, and Wisbech. Unite general secretary Sharon Graham called the company’s actions “shameful” and vowed to support workers “every step of the way.”
The dispute stems from a pay rise of 5 to 7 percent agreed under the company’s former ownership by Mitsubishi, which Unite says Newlat has refused to honour. Workers say this decision has eroded trust and left them struggling amid rising costs. The union claims that threats to relocate jobs overseas are a clear attempt to undermine the workforce’s collective power.
Unite has accused Princes of employing union-busting tactics to silence dissent, but workers remain defiant. “If Princes thinks its threats will weaken workers’ resolve, it has another think coming,” said Graham. She criticized the company for “pulling the rug out from under” employees and escalating tensions by refusing to negotiate in good faith.
The ongoing strikes have disrupted production at the factories, with union members urging the public to support their cause by boycotting Princes products. Calls for solidarity have grown louder as workers fight for fair pay and job security in the face of corporate indifference. Princes has been invited to comment on the situation but has yet to respond.
Historic Strike to Shut Down Major Museums
Security guards at three of London’s most iconic museums are preparing for a month-long strike, marking the longest industrial action in the history of these institutions. More than 100 workers at the Natural History, Science, and V&A Museums, represented by the United Voices of the World (UVW) union, are demanding £16 an hour and equal terms with directly employed staff.
The strike will bring total industrial action at the museums to 50 days, with workers calling on the public to avoid visiting these cultural landmarks during the dispute. Guards from the Young V&A Museum in Bethnal Green and the V&A East Museum in Stratford have also joined the fight for fair treatment.
Union representatives visited V&A trustee Amanda Levete to deliver a letter outlining their demands, but she declined to meet them face-to-face, promising only a written response. UVW general secretary Petros Elia has called the museums’ defense of outsourcing an example of institutional racism, pointing out the stark racial disparity between contracted guards and directly employed staff.
UVW member and V&A guard Edi Palalej said the lack of engagement from museum trustees was disappointing but not discouraging. “We are standing together to demand respect and equality,” Palalej stated.
The strike action has drawn widespread attention to the growing issue of pay disparities and working conditions in the UK’s cultural institutions. UVW has pledged to support workers for as long as necessary to achieve fair pay and treatment.
Thames Water Collapse Looms Amid Mounting Debts
Thames Water is on the brink of collapse, burdened with £19 billion in debt and facing a critical High Court hearing next month over a £3 billion emergency loan. The utility giant has warned it will run out of cash by March unless the court approves the loan, despite its high-interest rate of 9.75 percent and associated fees.
The government is reportedly exploring options to place Thames Water under special administration to keep services running. Campaigners argue the crisis highlights the failures of privatizing an essential monopoly.
Matthew Topham of We Own It said: “Thames Water’s impending collapse is the ultimate result of privatizing an essential monopoly like water. It’s time to bring water services into local, democratic public ownership.” He called for renationalization to stabilize the company and improve its standards.
The company’s financial woes have drawn criticism after Ofwat fined it £18.2 million last month for unjustified dividends totaling £158.3 million. Meanwhile, water company Severn Trent announced plans to increase shareholder dividends while raising customer bills by 47 percent over the next five years.
Public outcry continues to grow, with many calling for government intervention to ensure sustainable and affordable water services for all.
Four-Day Week Gains Momentum as Future of Work in Britain
The four-day working week is rapidly becoming the future of work in Britain, campaigners say, as over 200 employers, including a district council, have embraced the model.
The 4 Day Week Foundation is driving the push for a shortened workweek with no reduction in pay or benefits. Campaign director Joe Ryle argued that the five-day week, established a century ago, is outdated. He highlighted the successes seen by companies and public organizations, stating, “A four-day week with no loss of pay can be a win-win for both workers and employers. With more free time, people can live happier, more fulfilling lives.”
The Trades Union Congress (TUC) also supports the shift, citing benefits such as improved productivity, cost savings, and stronger employee retention. TUC general secretary Paul Nowak emphasized the importance of flexibility, noting that while not all jobs can support a four-day week, some form of flexible working is possible for all roles.
Campaigners and unions are calling for broader adoption of the four-day week, positioning it as a key step toward a more balanced and productive future for workers and businesses alike.
Tax Office Strikes Continue Over Sacking of Union Reps
Workers at HMRC’s Benton Park View office in Newcastle are striking for two months in protest against the sacking of three union representatives who led walkouts last year. Rachel Farmer, Gordon Askew, and Joel Hamilton were dismissed in early 2024 after spearheading national action over pay and pension restoration. The PCS union claims the dismissals are an attack on union rights.
Rachel Farmer, a 20-year civil service veteran, described the experience as a “shock to the system” but vowed to keep fighting. Acting PCS branch secretary Angie Foggett said the workplace has become toxic, with employer relations at an all-time low. “This is an attack on our branch and an attack on democracy within the civil service,” she said.
The strikes have disrupted critical services during tax self-assessment season, with customers facing long wait times due to understaffed call centers. Union members insist the campaign will continue until management agrees to negotiate.
The dispute has drawn widespread solidarity from other unions and workers, underscoring the broader fight against anti-union practices. Foggett emphasized the importance of standing together, saying, “An attack on one is an attack on us all.”
Strikes and picket lines are set to continue until February 14, with calls for unionists to show their support.
and finally,Energy Bills Push 40% of Brits Into Financial Anxiety for 2025
Over 40% of adults in Britain expect their finances to worsen this year, with rising energy bills cited as the primary cause, according to the StepChange Debt Charity. Of those anticipating financial strain, 59% blame higher energy costs, while 17% report constant money worries. Women are particularly affected, with 58% more anxious about finances compared to 48% of men.
Since 2021’s energy crisis, British energy companies have amassed £457 billion in profits by mid-2024, as reported by the End Fuel Poverty Coalition.
StepChange’s chief executive, Vikki Brownridge, warns of worsening financial uncertainty, especially for women and parents, stressing that these challenges are long-term and require urgent support. Nearly 4,000 people sought debt advice on Christmas Day alone, underscoring the strain.
The findings highlight the urgent need for action as families face another difficult year.
Welcome to Union News, your guide to what’s happening in the UK trade union and labour movement. Reporting is by Pat Harrington and music is from Tim Bragg. In this edition:
Livv Housing Workers Fight Back Against Strike-Breaking,
Dundee Workers Stand Strong Against Pay Cuts,
Princes Food Workers Demand Fair Pay,
Birmingham Bin Workers Defend Pay and Safety,
Museum Security Guards Fight for Fair Pay
and finally, Film Screening: Censoring Palestine
You can donate to the museum security workers strike fund here
Livv Housing Workers Fight Back Against Strike-Breaking
Livv Housing workers, represented by Unison and Unite, are preparing for a significant strike on Monday, 6 January, in their ongoing battle for fair treatment. This action is a direct response to Livv Housing’s refusal to engage meaningfully with their concerns. Despite holding reserves exceeding £110 million, the company has chosen to undermine the strike by bringing in contractors, a move seen by workers as an attempt to weaken their collective power.
The workers are fighting for better pay, improved working conditions, and respect for their roles. Many have expressed frustration over Livv Housing’s apparent prioritisation of financial reserves over the welfare of its workforce. This strike highlights the growing tension between corporate decision-makers and the employees who keep their operations running. Workers are standing firm, determined to push back against what they see as exploitative practices.
Solidarity is at the heart of this action. Unison and Unite have called on members of the community to join the picket line at Livv Head Office, Kings Business Park, Prescot, from 7:30 am. The visible presence of supporters sends a powerful message that the workers are not alone in their fight.
Union leaders have criticised Livv Housing’s approach as indicative of a broader trend of corporate disregard for workers’ rights. By hiring contractors to break the strike, the company risks alienating not only its staff but also the wider public, who are increasingly aware of the importance of ethical employment practices.
Supporters can follow updates on Twitter via @KnowsleyUnison and are urged to amplify the workers’ message. This strike is not just about Livv Housing—it is about setting a precedent for how workers in similar roles across the country should be treated.
Dundee Workers Stand Strong Against Pay Cuts
Technicians at Safehouse Habitats in Dundee have entered a critical phase of their strike action. The three-month strike, which began on 11 November, reflects workers’ growing anger over pay cuts and deteriorating conditions. Members of Unite are protesting against the company’s refusal to grant a pay rise and its decision to slash sick pay entitlements from six months’ full pay to the legal minimum.
This strike comes after a history of sacrifice. Workers accepted a 3% pay reduction two years ago to access the sick pay scheme, demonstrating their willingness to compromise for fairness. However, Safehouse Habitats, which boasts assets of £5.3 million, is now reneging on these commitments. Workers feel betrayed by what they see as unjust changes imposed by a profitable company.
The strike has highlighted the growing frustration among the workforce. Many technicians have described feeling undervalued despite the crucial role they play in creating shelters for oil and gas facilities. Their determination to resist these changes underscores the importance of collective action in the face of corporate intransigence.
Unite has been vocal in its criticism of the company, pointing out the stark contrast between its healthy financial position and the treatment of its workers. The union has also warned that cutting sick pay to the legal minimum could set a dangerous precedent for other industries.
The strike will continue daily until 2 February unless an agreement is reached. For updates and further coverage, supporters are encouraged to read The Morning Star and show solidarity with the workers’ fight for dignity and fairness.
Princes Food Workers Demand Fair Pay
Workers at Princes Food factories across the UK are ramping up their efforts to secure fair pay. The strikes, organised by Unite, are a direct response to the new owners, Newlat S.P.A., offering a mere 3% pay rise. This falls far short of the promises made by previous management and is inadequate given the rising cost of living.
Production at multiple facilities is expected to be disrupted throughout January as workers from locations such as Bradford, Wisbech, and Cardiff join the action. Unite has criticised Newlat for prioritising profits, with the company forecasting €188 million in annual profits while expecting its UK operations to generate 20% of its revenues.
The workers argue that their roles are physically demanding and essential to the production of household food products. They feel that the company’s current offer fails to recognise their contribution or the challenges they face in an increasingly expensive economy.
Union leaders have emphasised the need for collective action, encouraging communities to stand with the workers. The strikes are not just about a pay rise—they are about ensuring that promises made to the workforce are honoured and that workers are treated with the respect they deserve.
With strikes planned throughout January, Unite is calling on supporters to back the workers’ demands for justice and fair pay. These actions serve as a reminder of the power of collective resistance in the face of corporate indifference.
Birmingham Bin Workers Defend Pay and Safety
Birmingham bin workers are taking a stand to protect their pay and workplace safety. Over 350 Unite members are striking against Birmingham City Council’s decision to abolish the Waste Recycling and Collection Officer (WRCO) role. This move threatens to cut £8,000 a year from workers’ salaries and could significantly reduce their pensions.
The council’s decision has drawn widespread criticism for its potential to compromise safety standards in what is already a hazardous job. Workers argue that the removal of the WRCO role places undue strain on crews, increasing the risk of accidents while also impacting the quality of service delivery.
The strikes, which began in January, will continue intermittently through February and March. Alongside the walkouts, workers have implemented an overtime ban and strict work-to-rule practices, causing widespread disruption across the city. Unite has warned that the council’s actions could lead to longer-term consequences for the community.
Union leaders have called on the public to support the workers, stressing that their fight is not just about pay but about ensuring safe working conditions for all. They have also highlighted the broader implications of the council’s decision, which could set a dangerous precedent for other local authorities.
With multiple strike dates planned, workers are urging the council to reconsider its position. The public is encouraged to show solidarity and pressure the council into reversing these harmful changes.
Museum Security Guards Fight for Fair Pay
Security guards at three of the UK’s most prominent museums are striking for fair pay and better conditions. Represented by the United Voices of the World (UVW) union, the guards are demanding a wage increase to £16 an hour, improved sick pay, and an additional week of holiday to help cope with the cost-of-living crisis.
These workers, outsourced to Wilson James, have seen their wages stagnate, with only a 1.2% total increase between 2019 and 2021. Many feel their contributions to the museums’ operations are undervalued, especially given the rising costs of everyday living. UVW argues that the current pay structure fails to reflect the inflationary pressures on workers.
The strikes, planned from 17 to 21 January, will impact the Science Museum, Victoria and Albert Museum, and Natural History Museum. UVW has called on the public to support the workers by avoiding the museums during strike days and contributing to the strike fund.
The action has highlighted the exploitation often faced by outsourced workers, who are denied the benefits and protections afforded to directly employed staff. UVW has urged museums to reconsider their reliance on outsourcing and to bring these workers in-house.
Public support is vital to the success of this strike. By standing with the guards, supporters can help amplify their demands for fairness and contribute to a wider conversation about workers’ rights in cultural institutions.
and finally, Film Screening: Censoring Palestine
The powerful new film Censoring Palestine explores the silencing of Palestinian voices across media, entertainment, and education. Produced by Platform Films, it features Alexei Sayle and the mothers of imprisoned protesters.
The film premieres on Wednesday, 22 January, at Genesis Cinema in London, followed by a discussion with the filmmakers. Additional screenings are scheduled in Portsmouth on 23 and 26 January, with details available on the Platform Films Facebook page.
This is a vital opportunity to engage with the ongoing struggle for Palestinian justice and amplify silenced voices.
The fire and rescue sector is facing an escalating mental health crisis, and without immediate government intervention, the wellbeing of these critical workers—and the safety of the public they serve—will remain at grave risk, the Fire Brigades Union (FBU) warned today.
New data paints a troubling picture. Over the past three years, 458 staff members in Greater Manchester Fire Service have taken time off due to mental health struggles. Conditions such as work-related stress, depression, anxiety, and PTSD are driving these absences, according to figures obtained by Accident Claims Advice (ACA).
The situation is worsening. In 2021-22, 10 percent of staff who took mental health-related leave left the service entirely. By the following year, this figure more than doubled, with 22 percent departing. These numbers reflect not only the severe toll on individual firefighters but also the broader systemic issue of inadequate mental health support within the sector.
FBU General Secretary Matt Wrack did not mince words, stating, “The fire service is facing a mental health crisis.” He highlighted that mental health provision across the service remains inconsistent, leaving many workers to struggle alone. “After a decade of cuts to the fire and rescue service, firefighters are being pushed beyond limits to keep the public safe,” Wrack continued. “Responding to life-or-death situations without adequate resources is intensely stressful.”
This crisis cannot be separated from the broader austerity measures that have decimated the fire and rescue sector over the past decade. Years of funding cuts have stripped services to the bone, leaving crews overworked, under-resourced, and burdened with the emotional weight of their life-saving roles. Firefighters often find themselves responding to harrowing situations with little or no time for recovery or support.
Yet despite the clear evidence that workers are struggling, mental health support remains patchy and underfunded. The lack of consistent, accessible resources for fire and rescue staff compounds the issue, creating a cycle of burnout and attrition that undermines the very foundation of public safety.
This is not just a workplace issue—it is a public safety concern. Firefighters and rescue workers are society’s first line of defense in emergencies. Their ability to perform their roles effectively hinges on their mental and physical wellbeing. When they suffer, the public suffers.
The government must act decisively. Investment in mental health support for firefighters and rescue workers should not be seen as optional but as a fundamental component of a functioning emergency response system. Rebuilding the fire and rescue service requires both the funding to restore staffing levels and the creation of robust, nationwide mental health provisions. Anything less is a disservice to the brave individuals who risk their lives daily—and to the communities they serve.
This crisis did not arise overnight, nor will it be resolved without sustained commitment and action. The time for excuses and piecemeal solutions is over. The government must prioritize the mental health and wellbeing of fire and rescue workers, recognizing that a strong, resilient workforce is the backbone of public safety.
2024 will be remembered as a turning point in British politics, marking the return of a Labour government after nearly two decades. While the Keir Starmer-led Labour Party secured a landslide victory, questions remain about the legitimacy of their mandate and the direction of their policies. Despite the commanding 174-seat majority, Labour’s 33% vote share raises important questions about the fairness of our electoral system. Does this truly reflect the will of the people? Such disparities highlight the ongoing need to revisit and potentially reform our democratic processes.
Is it time to consider proportional representation to ensure all voices are heard? Labour’s honeymoon period was short-lived. Riots erupted across the United Kingdom in the wake of the tragic deaths of three young girls at a Dance and Yoga event in Southport, England. Rioting was reported in a dozen towns and cities, from Plymouth to Belfast. These events underline a growing disconnect between the government and the public, particularly on the sensitive issue of immigration. The unrest has sparked important questions: could these riots have been avoided if the government, and indeed previous ones, had been more attuned to public sentiment? Immigration remains a deeply divisive issue, with government responses often reactive rather than proactive. A comprehensive and compassionate immigration policy, paired with meaningful efforts to address public concerns, could go a long way in preventing such tragedies and fostering unity.
In brighter news, Chancellor Rachel Reeves delivered Labour’s first budget since 2010, bringing some relief to low-paid workers. The Living Wage rose from £11.44 to £12.21 an hour. While this is a step in the right direction, we at the Solidarity Trade Union must remind the Chancellor that it still falls short of the Actual Living Wage, which stands at £12.60. For workers on the frontlines of our economy, this discrepancy means continued struggles to make ends meet. Labour must do more to fulfill its promise of a fairer society.
As we reflect on the events of 2024, it’s clear we face significant challenges as a nation. However, these challenges also present opportunities for change. To achieve the fairer, more equitable society we all desire, we must remain engaged and active. Join your local union, participate in community initiatives, and make your voice heard. Together, we can shape a better future. Let us step into 2025 with determination, hope, and a shared commitment to building a society that works for everyone. Change may not come easily, but united, we can make it happen.
2024 has been a pivotal year for employment law and trade union activity in the UK. The election of the new Labour government brought fresh hopes for workers’ rights. Their manifesto promised significant reforms to improve conditions for employees and empower trade unions. Here, we review the key developments, including the new Employment Act and its proposed amendments, and assess how far they have delivered on their commitments.
The New Labour Government
The Labour Party’s victory in the general election was hailed as a turning point for workers. The party ran on a platform of fairness, job security, and empowerment for employees. Early actions by the government focused on reversing some of the anti-union measures introduced by previous administrations. There were high expectations for transformative change.
The Employment Act 2024
One of the government’s flagship policies was the introduction of the Employment Act. This comprehensive legislation aimed to tackle issues like insecure work, low pay, and lack of workplace protections. Key provisions included:
A ban on zero-hours contracts, except in specific circumstances.
A requirement for all workers to have predictable contracts.
Increased statutory sick pay and holiday entitlements.
Strengthened rights for workers to join and organise in trade unions.
These measures were welcomed by unions and advocacy groups. However, employers raised concerns about the increased costs and administrative burdens.
Proposed Amendments
The Employment Act also introduced a framework for further reforms. Proposed amendments currently under consultation include:
Mandatory recognition of trade unions in workplaces with over 50 employees.
Greater protections for gig economy workers, building on recent court rulings.
Expanded parental leave provisions, including paid leave for carers.
While these proposals signal a strong commitment to workers’ rights, their implementation faces challenges. Some employers and political opponents argue that the changes could harm business competitiveness.
Delivering on Promises
The Labour government has made progress, but significant gaps remain. Trade unions welcomed the repeal of laws that restricted industrial action.
However, delays in implementing parts of the Employment Act have caused frustration.
Workers in the gig economy have seen incremental improvements. Recent court decisions, such as the Uber ruling, have set important precedents.
Yet, unions argue that legislative backing is needed to secure long-term change.
Trade Union Activity
2024 also witnessed increased union activity. The cost-of-living crisis and high inflation led to widespread industrial action.
Strikes were held in key sectors, including health, education, and transport. Unions played a critical role in negotiating improved pay deals and working conditions.
Solidarity supported the strikes, standing with workers in their fight for fair pay and conditions.
The union’s commitment to advocacy reinforced the importance of collective action in achieving tangible results for members.
The government’s pledge to strengthen collective bargaining has seen mixed results.
The new requirement for mandatory negotiations in large workplaces is a step forward.
But unions have called for more robust enforcement mechanisms.
Solidarity Union: Punching Above Its Weight
Solidarity, though a smaller union, has made a significant impact in campaigning for workers’ rights and providing representation at meetings for its members.
The union’s Technical Advantage Group has been utilising AI to expand into videos and assist with research this year.
This innovative approach has enhanced its ability to advocate for members effectively. AI will remain a key area of development in the coming year.
Solidarity has also built alliances with other groups to promote specific campaigns. Most recently, the union partnered with the Facebook group “Great UK Products You Can Buy” to promote its “Buy British at Xmas” campaign.
Strengthening such partnerships will be a priority in the next year, helping to amplify its message and achieve greater results for workers.
Solidarity was also pleased to see legislation on the fair allocation of tips, which it and other unions had campaigned for.
This important change ensures that workers in sectors like hospitality receive the tips they earn, promoting fairness and transparency.
Looking Ahead
The Labour government’s first year has laid important groundwork for change.
The Employment Act and related measures demonstrate a clear intent to prioritise workers’ rights.
However, the road ahead remains complex. Balancing the needs of businesses and workers will require careful navigation.
Unions and workers must remain vigilant. Continued advocacy is essential to ensure the government delivers on its promises.
The next year will be crucial in determining whether 2024 marks a true turning point for employment law and rights for workers in the UK.
Patrick Harrington General Secretary Solidarity Trade Union
2024 has been a significant year for employment law in the UK. Key cases have shaped the landscape for workers and their rights. This review explores the benefits and disadvantages of these rulings, focusing on their impact on employees.
Uber BV v Aslam and Others
The ongoing gig economy debate saw another important development this year. The Supreme Court reaffirmed its decision that Uber drivers are workers, not independent contractors. This classification grants them entitlements such as minimum wage, holiday pay, and protection against discrimination.
Benefits: This ruling strengthens the rights of gig workers, offering them a safety net. For Uber drivers, it means better financial stability and fairer treatment.
Disadvantages: Some drivers expressed concern over losing flexibility. Uber responded by adjusting its app policies, which some say makes their work more rigid. The ruling could also push gig companies to automate roles, potentially reducing opportunities.
Forstater v CGD Europe
Maya Forstater’s case clarified protections for workers with gender-critical beliefs. The Employment Appeal Tribunal ruled that her beliefs fall under the Equality Act 2010.
Benefits: Employees can now feel more secure expressing lawful beliefs without fear of unfair dismissal. This case sets a precedent for freedom of thought in the workplace.
Disadvantages: Critics argue that this could create conflicts at work. Employers may struggle to balance the rights of different groups.
Kostal UK Ltd v Dunkley
This case examined collective bargaining rights. Kostal attempted to bypass union negotiations by offering deals directly to employees. The Supreme Court ruled this unlawful.
Benefits: This decision strengthens collective bargaining. It ensures that unions cannot be undermined by direct offers from employers.
Disadvantages: Some argue this could delay agreements in urgent situations. Employers might also view unions less favourably, impacting industrial relations.
Higgs v Farmor’s School
Kristie Higgs was dismissed for social media posts opposing LGBT+ education policies. The Court of Appeal ruled her dismissal lawful, citing reputational risk to the school.
Judgment Date: 16 June 2023 (Employment Appeal Tribunal); heard by the Court of Appeal on 2-3 October 2024)
Benefits: This case underscores the importance of considering workplace culture and public perception. It highlights the need for clear social media policies.
Disadvantages: Some employees feel this limits their freedom of expression. The case raises questions about where personal beliefs intersect with professional responsibilities.
Mercer v Alternative Future Group
This case addressed the right to trade union representation. A care worker faced disciplinary action without union representation. The Employment Tribunal ruled in her favour.
Benefits: The ruling reaffirms the importance of union representation. It empowers workers to seek support during disputes.
Disadvantages: Employers may view unionised staff as more challenging. This could impact hiring decisions or workplace dynamics.
Secretary of State for Business and Trade v Mercer
Judgment Date: 17 April 2024
The Supreme Court decided that under current legislation, workers have no protection against being subjected to a detriment for taking part in industrial action. As a result, the legislation was held incompatible with Article 11 of the European Convention on Human Rights (right to freedom of association).
Benefits: This case highlights gaps in protection for striking workers and signals a need for legislative reform.
Disadvantages: Until laws are updated, workers may feel vulnerable when engaging in industrial action.
Rentokil Initial UK Ltd v Miller
Judgment Date: 2024
An employer was found to have failed in its duty to make reasonable adjustments by not offering a disabled employee a trial period in a different role, when he was no longer able to continue in his original role due to the effects of his disability.
Benefits: This case reinforces the duty of employers to provide reasonable adjustments, ensuring fair treatment for disabled employees.
Disadvantages: Employers may find it challenging to accommodate such adjustments, especially in smaller organisations.
Individual Liability for Discrimination – Baldwin v Cleves School
Judgment Date: 2024
The EAT decided that when an employer was held vicariously liable for the discriminatory acts of two employees, who were both named as respondents in the claim, those individuals were also personally liable for the discrimination.
Benefits: This decision holds individuals accountable for discriminatory acts, promoting personal responsibility.
Disadvantages: It may increase workplace tensions and lead to additional legal disputes involving individual employees.
Detriment After Whistleblowing – First Greater Western Ltd v Moussa
Judgment Date: 2024
The EAT held that the employer had victimised the employee and subjected him to a detriment (by subjecting him to disciplinary proceedings) for making protected disclosures six years previously.
Benefits: This case underscores the long-term protections available for whistleblowers, encouraging transparency.
Disadvantages: Employers may face difficulties addressing historical issues related to whistleblowing.
National Minimum Wage and Travel Time – Taylors Service Ltd v HMRC
Judgment Date: 2024
The EAT held that time spent travelling to and from clients’ premises, sometimes for up to eight hours per day, was not considered ‘time work’ under the NMW Regulations, meaning workers were not entitled to be paid the NMW for this time.
Benefits: Provides clarity on the interpretation of the NMW Regulations for employers.
Disadvantages: Workers who spend significant time travelling may feel undervalued and underpaid.
Indirect Discrimination: British Airways plc v Rollett and Others
Judgment Date: 26 May 2024
The EAT confirmed that claimants who do not share a relevant protected characteristic, but who share the same disadvantage as those with that protected characteristic, are entitled to bring a claim for indirect discrimination.
Benefits: This ruling broadens the scope of indirect discrimination claims, promoting fairness for all employees.
Disadvantages: It may increase the complexity of managing workplace policies and adjustments.
Dismissal and Re-engagement – Tesco Stores Ltd v USDAW
Judgment Date: 15 June 2024
The Supreme Court upheld an injunction to prevent Tesco from ‘firing and rehiring’ a group of employees in order to remove a contractual entitlement to enhanced pay. The Court decided that as the payment was a ‘permanent’ entitlement, Tesco could not terminate the employees’ contracts with the purpose of removing it.
Benefits: This case affirms protections for long-standing contractual entitlements, boosting worker security.
Disadvantages: Employers may find it harder to adjust contracts in response to business needs.
Sex-Related Harassment – British Bung Manufacturing Company Ltd v Finn
Judgment Date: 15 November 2024
An offensive comment made about a man’s baldness by a colleague amounted to sex-related harassment, since it was inherently related to the claimant’s sex.
Benefits: This case sets a precedent for recognising less obvious forms of harassment, improving workplace respect.
Disadvantages: It may lead to heightened sensitivity and potential conflicts in some workplaces.
Pre-Termination Negotiations – Gallagher v McKinnon’s Auto and Tyres Ltd
Judgment Date: 2024
The employer, who told an employee during a ‘pre-termination negotiation’ that a formal redundancy process would be commenced if he did not accept an enhanced redundancy package, had not behaved ‘improperly’ or placed undue pressure on the employee.
Benefits: This case provides clarity on what constitutes improper behaviour during pre-termination negotiations.
Disadvantages: Employees may feel coerced even if legal thresholds for impropriety are not met.
Redundancy Consultation – De Bank Haycocks v ADP RPO UK Ltd
Judgment Date: 2024
The Court of Appeal decided that for small-scale redundancies (affecting fewer than 20 employees), it is not a requirement for employers to conduct general workforce consultation in addition to individual consultation. Consultation must take place at a ‘formative stage’ but this does not have to happen at workforce level.
Benefits: Clarifies the requirements for consultation in small-scale redundancies, reducing administrative burdens on employers.
Disadvantages: Workers may feel less represented in redundancy processes.
Looking Ahead
These cases show a complex picture. Some rulings empower workers, offering greater rights and protections. Others highlight tensions between individual beliefs and collective workplace harmony.
The balance between employer needs and worker rights remains delicate. For workers, being informed is key. Understanding these cases equips them to better advocate for their rights. At Solidarity, we continue to fight for fair treatment for all. 2024 has proven that vigilance and unity are as important as ever.
Solidarity union is proud to partner with the Facebook group Great UK Great UK products you can buy for a powerful campaign to support UK-made goods this Christmas. Together, we’ve created a video to inspire you to choose British products and show how small decisions can make a big difference.
Every time you buy British, you’re helping protect jobs in your community and reduce the environmental impact of long-distance shipping. From handmade crafts to locally grown food, there’s something extraordinary about supporting our homegrown talent.
People might talk down the UK, but we believe in the power of solidarity and positivity. Together, we can build a great nation by supporting each other and taking pride in what we create. Let’s show the world what the UK can do!
In a landmark move, the UK government has confirmed that three rail operators will be brought back under public control next year. South Western Railway, C2C, and Greater Anglia will be renationalised under the new Passenger Railway Services (Public Ownership) Act, overseen by the newly established Great British Railways.
This decision marks a significant shift in the UK’s rail policy, which has long been criticized for prioritizing private profit over public good. Solidarity, a long-time campaigner for the renationalisation of the UK rail network, has welcomed this development, emphasizing its importance for passengers, taxpayers, and workers.
A System Once Dominated by Foreign Ownership
For years, much of the UK’s rail network was owned and operated by foreign entities. Companies from Germany, France, and the Netherlands, including state-owned operators such as Deutsche Bahn, SNCF, and Nederlandse Spoorwegen, profited from UK railways while reinvesting little into the system. This fragmented, profit-driven approach led to high ticket prices, poor service, and underinvestment in infrastructure.
Unions Speak Out
Mick Lynch, General Secretary of RMT, described the renationalisation as “a significant step forward for passengers, rail workers, and those who want to see an efficient rail system run for the public good, rather than private profit.” He highlighted the benefits of harmonizing conditions for staff and prioritizing the needs of passengers under public ownership.
Mick Whelan, General Secretary of Aslef, echoed this sentiment: “The privateers have taken hundreds of millions of pounds from our railways and successive Conservative governments have pursued a policy of managed decline which has sold taxpayers, passengers, and staff short.”
Solidarity’s Call for Action
Pat Harrington, General Secretary of the Solidarity union, praised the government’s decision but stressed the need for further reforms: “The renationalisation of these rail operators is a victory for common sense and the public good. For too long, private companies—often foreign state-owned—have exploited our railways, taking profits out of the UK while delivering subpar service. Solidarity has always fought for a rail system that works for the people, not for shareholders. This is a great first step, but we need to ensure the entire network is brought back into public ownership.”
A Public System for the People
Campaign groups like We Own It have called for additional measures to make the renationalisation a success. These include bringing train leasing companies into public ownership to save £250 million annually, investing in ticket price reductions, and reopening routes like the Dartmoor and Northumberland Lines. They have also proposed creating a democratically elected watchdog to represent passengers.
The Road or Rail Ahead
The renationalisation of these rail operators is a step towards reversing decades of fragmentation and privatization. By bringing operations under one public entity, the government aims to create a more efficient, affordable, and passenger-focused railway system. Solidarity and other unions will continue to advocate for the full renationalisation of the UK’s rail network, ensuring that public transport serves as a cornerstone of a fair and sustainable future.
The Solidarity union has thrown its full weight behind the campaign to raise Statutory Sick Pay (SSP) in the UK. At just £109.40 per week, SSP currently amounts to less than £3 per hour for a full-time worker. This figure falls shockingly short of the minimum wage, leaving sick workers struggling to cover basic living costs. The inadequacy of SSP has been a long-standing issue, but the cost-of-living crisis has brought its dire consequences into sharper focus.
A Global Perspective
When compared to other developed nations, the UK’s SSP is embarrassingly low. In Germany, sick workers can receive up to 70% of their salary for a duration of up to 78 weeks. France offers 50% of the worker’s salary for up to six months, with additional employer contributions often making up the difference. Meanwhile, the UK’s flat-rate SSP not only fails to account for actual earnings but is also among the lowest in the OECD. It’s a policy that punishes the sick and entrenches inequality.
Labour’s Silence is Deafening
While unions like Solidarity are leading the call for reform, the Labour Party has been disappointingly quiet. This is particularly troubling given Labour’s historic commitment to workers’ rights. The party’s leadership has yet to outline a clear policy on SSP, leaving many to wonder whether it is truly prepared to champion the needs of working people. Solidarity is urging Labour to step up and back a meaningful increase in SSP that reflects the cost of living and restores dignity to workers.
Unions United
Solidarity is not alone in this fight. The Trades Union Congress (TUC) has repeatedly called for SSP to be raised to match the real living wage. Unite the Union and GMB have also highlighted the human cost of low SSP, citing examples of workers who have been forced to choose between health and financial survival. This coalition of voices underscores the growing recognition that the UK’s sick pay system is broken and in urgent need of reform.
A Call for Action
Pat Harrington, General Secretary of the Solidarity union, has been unequivocal in his demand for change: “The current rate of SSP is not just inadequate; it’s an insult to working people. No one should have to face financial ruin because they’re too unwell to work. Solidarity is committed to campaigning for an increase that brings SSP in line with the real living wage. We call on the government and the Labour Party to address this injustice without delay.”
What’s Next?
The campaign to raise SSP is gaining momentum, but it will take sustained pressure to achieve meaningful change. Solidarity is calling on all workers to join the fight, whether by supporting union campaigns, contacting their MPs, or sharing their stories of how low SSP has affected them. Together, we can push for a system that values health and protects the vulnerable.
It’s time for the UK to catch up with the rest of the developed world and ensure that no worker is left behind when they need support the most.
