Workers rally in Belfast. Picture credit: David Kerr
316 words, 2 minutes read time.
Yesterday, approximately 170,000 public sector workers in Ulster staged one of the largest strikes in the region’s history, comprising teachers, civil servants, healthcare professionals, and transport workers. They united in seeking pay parity with the rest of the UK to enhance staff recruitment and retention, along with advocating for proper funding for all public services in the future.
The strikers dedicated themselves to picket lines from the early hours and later converged for a massive rally at Belfast City Hall. Notably, additional demonstrations unfolded in Enniskillen, Londonderry, and Omagh.
Patrick Harrington, General Secretary for the Solidarity union, emphatically voiced support for the strikers, condemning the “exploitation of their pay as a political tool”.
The Northern Ireland Assembly, or Stormont, has remained suspended since January 2017, when the Democratic Unionist Party (DUP) and the nationalist party Sinn Féin parted ways due to discord over the DUP’s handling of a green energy scandal. Sinn Féin insisted on the implementation of an Irish language act before considering rejoining with the DUP in a power-sharing arrangement. The issue of the Irish language has stirred strong sentiments among nationalists and some unionists, serving as a symbol of identity. However, political unionism has rebuffed prior attempts by nationalist parties to enact such legislation, leading to an impasse in restoring Stormont.
Northern Ireland Secretary Chris Heaton-Harris earmarked £3 billion for public sector pay and over £1 billion to stabilize public services. Nevertheless, he withheld these funds, linking them to the resumption of Stormont and refusing to release the money until such a time. This decision, which intertwined a constitutional issue related to the EU with social matters like pay, effectively held workers hostage to political negotiations. The refusal to allocate the funds represents sheer arrogance and obstinacy on the part of the Tory Secretary of State, ultimately placing the burden on the hardworking individuals affected.
Junior doctors throughout England are embarking on the longest strike in the history of the NHS, initiating a 144-hour action starting at 7 am today and concluding at the same time on Tuesday, January 9. This move comes amid heightened pressure on the health service during a critical period dealing with increased cases of winter viruses.
The breakdown in talks which led to the strikes came after five weeks of negotiations during which industrial action had been suspended. The BMA wants a 35% pay uplift, to make up for what it says have been below-inflation rises since 2008. This is described as “pay restoration” by unions.
Despite calls from the Department of Health and Social Care for the British Medical Association (BMA) to cease their strikes and resume negotiations, BMA junior doctors’ committee co-chairs, Dr. Rob Laurenson and Dr. Vivek Trivedi, insist that the government had the opportunity to present a credible offer, even at this late stage.
The BMA asserts that junior doctors’ pay has faced a reduction of over a quarter since 2008. While the government granted an average increase of 8.8% to junior doctors in England over the summer and a further 3% average rise, professionals argue that the raise is insufficient. They demand a pathway to full pay restoration to counter the significant decline in pay since 2008-09.
Junior doctors from the Hospital Consultants and Specialists Association union are also set to join their colleagues on picket lines. Dr. Laurenson and Dr. Trivedi express disappointment in not receiving the promised “final offer” from the Health Secretary during the holiday period, reiterating their willingness to engage in talks if a credible offer is presented.
Dr. Trevedi said the government’s offer to junior doctors – an average 3% rise on top of the 8% already imposed on them – was nowhere near enough.
Asked whether he believed junior doctors still had public support for their action, he told PA Media: “I think the public know the only way to have a healthcare system that looks after them is to have enough doctors. And they can completely appreciate when doctors graduate and they’re starting on £15.50 an hour – after the government’s latest pay uplift – and go to a maximum of £30 an hour after 10 years of working, that’s just not enough.”
The offer of a 3% average increase would mean doctors paid £15.50 an hour would only see that increase to £16. It was “not unreasonable” for doctors to want to be paid £21 an hour, Dr. Trevedi said.
He added: “While strike action is disruptive, the public are still very much aware that the government needs to get real and meet us at the table and put an offer that will end this dispute.
“That’s the only way this dispute will end: an offer that’s acceptable to our doctors which will work towards building back the value to a doctor’s life, and be able to then retain those doctors who are otherwise fleeing to places like Australia, Canada, New Zealand, Ireland. We need to do better.”
NHS Providers warns that this “unprecedented” action will result in care delays for thousands of patients and calls for a prompt resolution to prevent the escalation of the dispute, potentially leading to additional health workers participating in strikes. The NHS anticipates that the strike could involve up to half of the doctors in England, posing a significant challenge at the beginning of the year.
Various campaign groups support the union action, emphasizing the need for the government to address patient safety concerns by returning to the negotiating table. Pat Harrington, General Secretary of Solidarity union commented: “We back the Junior doctors 100 percent. They need pay restoration and they have no option but to strike if the government refuses to talk realistically.” Amid these developments, Every Doctor UK chief executive Dr. Julia Grace Patterson stresses that NHS workers are individuals and not the property of the state, challenging the perception that they have committed to a life of servitude without regard for their well-being.
The past year has been a difficult year for British workers. Inflation took off at a level not seen for half a century but rates of pay fell far behind, triggering a massive outpouring of industrial action. Junior doctors, nurses, transport workers – people lauded and applauded as ‘essential workers’ during the Covid pandemic – found themselves vilified by the government and the Tory press as selfish and callous militant thug. The government has hinted at new legal restrictions on trade unions and their members’ rights.
So, we enter 2024 with some trepidation; we expect the government to try to trample on workers’ rights, to palm workers off with less-than-inflation pay increases and poorer working conditions. However, 2023 has shown that British workers are mad as hell and we aren’t going to take it anymore.
Solidarity says it wasn’t ordinary workers who caused the massive wave of inflation. Solidarity says we won’t stand for workers being punished for the misdeeds of the so-called ‘great and the good.’ Solidarity is dedicated to fighting for the rights of its member in 2024 as it has done since its foundation. Solidarity has your back. Solidarity will stand by you. There will be a struggle ahead, but as the late Bob Crowe once said, ‘You may fight and lose, but if you don’t fight, you will definitely lose”. Finally let’s give a thought and prayer to mainly ordinary working people who are suffering due to war and conflicts around the Globe, to which there are over a 100. It’s always the Working Class that suffer the most in these conflicts and let’s hope Humanity prevails in the coming year. We can win in 2024.
Happy New Year. Together we are strong. Solidarity Forever.
As we gather together to commemorate this joyous holiday season, I wanted to take a moment to reflect on the events that unfolded throughout the year 2023. It has undoubtedly been a challenging year for the trade union movement in the United Kingdom, yet we have demonstrated our unwavering strength and dedication to supporting and caring for one another.
In the face of adversity, unions have remained resolute, ensuring that the voices of members are heard loud and clear. We have fought tirelessly for fair wages, improved working conditions, and the protection of workers’ rights. Together, we have proven that we are strong enough to care for the well-being of every individual within our unions.
Throughout 2023, we witnessed remarkable solidarity and unity. We united in rallies and on picket lines, demanding justice and recognition for the invaluable contributions made by workers across various industries. Whether it was standing with our healthcare workers, educators, or essential service providers, we exemplified the true meaning of solidarity. I know that many of you, like me, contributed to individual strike funds of other unions to support their just struggles.
I am proud to share that I personally secured the reinstatement of two members who had been wrongfully dismissed from their employment this year. Our Representatives continue to work tirelessly for members, and I want to highlight the outstanding efforts of Dr. Abbey Akinoshun in this regard. Dr. Akinoshun has achieved numerous victories for healthcare workers within our union. Our Representatives consistently dedicate themselves to resolving grievances, challenging unjust practices, and advocating for fair treatment on behalf of our members. Their commitment remains steadfast week in and week out.
Furthermore, our dedication extends beyond our members to the wider community. Many individual members have supported charities through financial donations or volunteered their time and skills to assist those in need. We take great pride in the generosity and compassion demonstrated by our members. It shows that when we say we are ‘strong enough to care’, we mean it.
I would also like to highlight the establishment of the Solidarity Benevolent Fund, supported by donations from our members. This year, the Fund provided assistance to a builder and his family who were involved in a work-related accident. The Fund offers practical and financial aid during difficult times, such as illness or unemployment. In this particular case, we were able to provide benefit advice and assistance with applications, a service we extended to several members throughout the year.
Our union officials have also played a crucial role by providing certain document witnessing services, including Passport applications, to our members free of charge. Their dedication to supporting our members in various ways has been invaluable.
In 2023, we introduced Union News, a regular video segment aimed at informing and educating trade unionists in the UK. Building on this success, we plan to expand and improve Union News in 2024. We have also started experimenting with cartoons as a simple yet effective means of conveying important information. Embracing new technologies and seeking ways to enhance our communication channels are an integral part of our ongoing efforts to serve our members better.
In looking forward to the year ahead, I am confident that together we will continue to overcome challenges and achieve even greater victories. I hope that you all have a wonderful holiday season and a happy new year!
A recent survey conducted by Acas has found that 7 out of 10 employees (70%) are unaware of their new right to request flexible working from the very first day of their job starting next year. This significant change in the law will allow employees to ask for flexible working arrangements as soon as they commence employment. Currently, this right is only available to employees who have worked for their employer for 26 weeks or more.
A Code of Practice for a Smooth Transition
To facilitate this transition and provide guidance, Acas will be producing a new statutory Code of Practice on handling requests for flexible working. This code will support both employers and employees in understanding and navigating these changes, which will be implemented next year.
According to Susan Clews, the Chief Executive of Acas, the global shift towards flexible working has already had a positive impact on work-life balance for many individuals. Employers have also benefited from being perceived as attractive places to work. Clews emphasizes the importance of everyone being prepared for the new changes to the law and highlights the recent consultation on a new draft Code of Practice that strengthens good practice in flexible working. The final version of the new Code will be published next year.
Effective Date and Additional Reforms
The right to request flexible working from day one will come into force on April 6, 2024. Alongside this change, the Employment Relations (Flexible Working) Act 2023 outlines additional reforms related to flexible working, which are also expected to be implemented at the same time.
Other Legislative Updates
Carer’s Leave
Draft regulations have been published, detailing the operation of the new statutory right to carer’s leave, which will be effective from April 6, 2024. The key points from these regulations include:
Employees with dependents requiring long-term care are entitled to up to one week of unpaid leave within a 12-month period.
Leave can be taken in one continuous block or on separate days, but a minimum of half a day must be taken at a time.
Employees must comply with certain notification requirements, and there are limited circumstances where employers can postpone requested leave.
Employers cannot demand evidence in relation to a request for carer’s leave.
To comply with these regulations, employers will need to develop a carer’s leave policy and ensure their payroll and time & attendance systems are prepared.
Redundancy Protection for Certain Employees
Further draft regulations have been published to extend redundancy protections to a wider category of employees. This extension will cover:
Pregnant employees.
Employees who have returned from statutory maternity or adoption leave.
Employees who have returned from at least 6 consecutive weeks of statutory shared parental leave (and are not already covered by maternity and adoption protection).
These changes will apply to pregnant employees from the point of informing their employer about their pregnancy and eligible parents returning from maternity, adoption, or shared parental leave for 18 months after the expected week of childbirth, the placement date for adoption, or the child’s birth.
Employers should be aware of these changes when planning restructuring exercises involving potential redundancies.
Significant Immigration Changes
The Home Secretary has announced major changes to key immigration routes with the aim of reducing net migration. The notable changes for employers include:
The minimum salary threshold for the Skilled Worker route will increase from £26,200 to £38,700.
There will no longer be a 20% reduction to the Skilled Worker minimum salary threshold for jobs on the shortage occupations list.
Overseas care workers will no longer be able to bring dependents with them under the Health and Care Worker visa route, following a similar approach to that of students.
These changes are expected to take effect in spring 2024. Employers should factor them into their recruitment planning and consider sponsoring workers at an earlier stage, or for a longer period, to adhere to existing lower salary thresholds.
Solidarity Union backs the Junior Doctor’s strike and their Just battle for pay restoration, Picture: iStock.
392 words, 2 minutes read time.
In a show of defiance against bosses, government, and right-wing pressure, thousands of junior doctors in England commenced a significant strike on Wednesday, marking the 26th day of action since the beginning of the pay dispute. The strike, scheduled to last for three days, witnessed junior doctors donning orange hats and displaying orange-lettered BMA placards as they stood on the picket line at University College Hospital in central London.
Hospital managers made provisions for senior doctors to provide emergency cover, although most planned appointments and treatments had to be cancelled. This strike, currently underway, will be followed by an unprecedented six-day walkout at the start of January, marking the longest strike in the history of the NHS.
Pat Harrington, General Secretary of Solidarity, voiced strong support for the strike, backing the junior doctors in their endeavour to bring attention to the ongoing pay dispute. Expressing solidarity with the protesters, he emphasized the need for an equitable resolution that addresses the challenges faced by the medical workforce.
The strike comes on the heels of failed negotiations between the doctors’ union, the British Medical Association (BMA), and the government earlier this month. The NHS management’s fury at the strike was evident, with strong alignment with the government’s stance. The union’s timing was labelled as a “moral issue” aimed at causing “maximum disruption,” leading to heightened tensions within the medical community.
Amid the ongoing strike, the resolve of the doctors remains unshaken, with BMA representative Dr. Robert Laurenson affirming the effectiveness of the union’s actions. Highlighting the impact of their collective strength, he emphasized their ability to compel the government to reconsider their initial stance on pay offers. The determination to continue the fight until a credible offer is presented underscores the unwavering commitment of the medical community to address the pressing challenges within the NHS.
The doctors on the picket lines displayed steadfastness in the face of criticism and received support from consultants, highlighting the unity within the health service. They emphasized the financial struggles resulting from low pay and the diminishing camaraderie within the NHS. Similarly, others echoed the challenges of dwindling resources, increased pressure, and the morale crisis among the medical workforce, underscoring the recurring theme of low pay’s impact on the well-being of NHS staff.
The historic Special Congress of the Trades Union Congress (TUC) commenced in early December, marking the first of its kind in over forty years. The central agenda of the congress revolved around the necessary response of trade unions to legal endeavours aimed at constraining their activities.
An essential legislative development was the enactment of the Strikes (Minimum Services) Act in July, with accompanying regulations coming into effect on 8 December. Notably, these regulations encompassed rail, border security, ambulance services, and forthcoming proposals pertaining to children’s education.
Expanding the coverage of sectors subject to the new law, fire and rescue services, nuclear installations, waste plants, as well as broader sectors of education and transport, were identified. It is estimated by the TUC that approximately 5.5 million workers, constituting one in five of the workforce, would be impacted by these regulations.
The concept of minimum service levels, which served as a basis for the new legislation, draws inspiration from common practices in Europe, particularly in countries such as France, Italy, and Spain, as outlined in a briefing paper from the House of Commons Library.
A significant concern raised pertains to the disregard of ballot results for strike actions, even when meeting stringent criteria. Employers retain the authority to issue notices identifying workers obligated to attend work to sustain an arbitrary level of service. Consequently, the ballot outcome is overridden, and the respective trade union may be compelled to instruct their members to disregard picket lines and report to work.
Notably, the Congress showcased remarkable unity, with representatives from nearly all affiliated unions vocalizing support for the proposals set forth by the General Council. An absence of proposed amendments further underscored this unity.
During the discussions, speakers highlighted instances of employers consistently disregarding safe staffing levels in crucial sectors like health and transport. Anecdotes included accounts from a Unison ambulance service convenor who detailed the emergency cover arrangements implemented during strikes. Notably, diligent coordination by union representatives in control rooms ensured the deployment of ambulances for those in need, resulting in no patient incidents on strike days.
In a unanimous decision, the Congress scheduled a rally for 12 noon on Saturday, 27 January 2024, in Cheltenham, the location of GCHQ. This choice holds significance as it was the site where, in 1984, Margaret Thatcher proscribed workers from union membership.
Furthermore, the TUC committed to orchestrating demonstrations and rallying support should a work notice be issued. Additionally, the organization plans to publicly call out and censure any employer resorting to the use of a work notice.
The context also highlighted the resilience and determination of workers across various sectors, including rail, NHS, schools, universities, and industry, in surpassing stringent ballot requirements imposed by earlier laws, explicitly designed to impede trade union actions.
“Acknowledging historical parallels, the newly enacted law adds to a lineage of anti-working class legislation, tracing back to the Industrial Relations Act of the 1970s and Labour’s In Place of Strife from the late 1960s. My view, in common with many others, is that this legislation cannot be effectively challenged through appeals to a hypothetical future Labour government, costly legal battles, or recourse to the EU or the ILO. The focal point should remain rooted in workplace organization, akin to strategies implemented to circumvent and oppose past laws.”
Pat Harrington, General Secretary of Solidarity union
Here are just some of the reasons Solidarity union is urging you to shop local and Buy British this festive season.
Supporting Local Businesses: Building a Sustainable and Resilient Nation
In a world driven by globalization and expansive supply chains, it is crucial that we pause and reflect on the impact of our purchasing decisions. The Solidarity union urges the people of the UK to embrace the power of shopping locally and supporting UK-produced products. This paradigm shift not only benefits our environment but also strengthens our nation’s resilience and fosters economic growth within our communities.
Ecological Impact: Rethinking Supply Chains
By choosing locally sourced products, we take a significant step towards reducing our ecological footprint. When goods are transported across long distances, they contribute to carbon emissions and pollution. On the other hand, supporting local businesses shortens supply chains, leading to decreased transportation requirements and subsequently reducing the overall environmental impact.
Self-Sufficiency: Fostering a Nation’s Resilience
Embracing local products also plays a vital role in establishing a self-sufficient nation. By reducing our dependence on imports, we become less vulnerable to global economic fluctuations and geopolitical uncertainties. Investing in domestic industries helps to strengthen our economy, ensuring a reliable and consistent supply of essential goods.
Preserving Jobs & Encouraging Investment
Supporting local businesses is a direct investment in the prosperity of our communities. Small businesses are the lifeblood of our economy, providing employment opportunities for local residents. By choosing to buy UK-produced goods, we can preserve existing jobs and create new ones, stimulating economic growth and fostering a sense of stability in our society.
The Power of Individual Choices
Sometimes, the impact of our choices may seem insignificant, but it’s important to recognize that small, consistent actions can lead to profound change. Let us consider the examples of the fair trade, organic, and vegetarian movements. These movements started with a few individuals making conscious choices, which gradually gained momentum and transformed into widespread societal changes. By choosing to shop locally, we can effectively demonstrate the demand for UK-produced goods and encourage others to follow suit.
In conclusion, it is essential that we recognize the power we possess as consumers. Engaging in conscious shopping and supporting UK-produced products not only benefits our environment but also strengthens our nation’s resilience and promotes economic growth. Let us join hands in building a sustainable and thriving future, one local purchase at a time.
Support your community. Shop local. Embrace the power of UK-produced products.
Welcome to Union News, your guide to the key stories from the UK Trade Union and labour movement. Writing is by Pat Harrington and music is by Tim Bragg.
Rail Workers Face Dilemma: Pay Cut Deal with Uncertain Future Conditions
Rail workers are set to vote on a proposed “memorandum of understanding” with rail bosses, offering a 5% pay rise or £1,750 (whichever is greater) to resolve the 2022 pay dispute. The deal falls significantly below inflation, amounting to a substantial real-terms pay cut. Although the proposal includes a temporary safeguard against compulsory redundancies, this guarantee expires in just over a year, with the potential for renewed attacks on jobs and working conditions. If accepted, the memorandum would suspend the union’s strike mandate until well into 2024, leaving members concerned about the long-term impact on their terms and conditions. Critics argue that the offer is inadequate, urging fellow members to vote against it. The Rail Delivery Group (RDG) emphasizes plans for 2023 pay talks, hinting at a focus on profit-driven changes to meet passenger needs. The e-ballot concludes on November 30.
Billions for Union Members Amid Greed Crisis
In a remarkable display of worker power, the Scottish Trades Union Congress (STUC) reveals that workers across Scotland have successfully added over £4 billion to their wages and pensions by challenging employers over the past 18 months. The victories, including the restoration of £1.9 billion to university workers’ pension schemes after 69 days of UCU action, come despite calls for “pay restraint” from both UK and Scottish governments. STUC General Secretary Roz Foyer emphasizes the importance of collective strength but warns against complacency, urging vigilance as the movement faces challenges from the anti-trade union Strike (Minimum Service Levels) Bill proposed by the Tories.
RMT Members Overwhelmingly Vote to Extend London Underground Dispute
RMT members on the London Underground have voted overwhelmingly, with a 95% “yes” vote on a 54% turnout, to continue their ongoing dispute with Transport for London (TfL) regarding jobs, conditions, and pensions. The reballot extends the mandate for strike action for another six months. While strike action was temporarily suspended in October due to concessions securing job preservation, the RMT acknowledges persistent disagreements in the broader dispute. RMT General Secretary Mick Lynch congratulates members and states that the union will now assess the results and determine the next steps in the campaign. TfL is yet to comment on the matter.
Surge in Violent Incidents Across Scotland’s Public Sector Sparks Urgent Calls for Action
Scotland has witnessed a disturbing 31% surge in violent incidents within its public sector, as reported by Unison in its annual workplace violence analysis. The data reveals a staggering increase of 12,931 cases, reaching a total of 54,684 incidents during the 2022-23 period. Approximately two-thirds of these attacks occurred in councils, with schools and nurseries within councils experiencing between 80% and 98% of the incidents.
However, the report highlights an incomplete picture due to the non-response of NHS Greater Glasgow and Clyde, the largest health board in Scotland, to freedom of information requests regarding the number of violent incidents experienced by its 43,000 staff.
Scott Donohoe, chair of Unison Scotland’s health and safety committee, emphasizes the need for immediate action to address workplace violence, rejecting the notion that it is an inherent part of the job. He calls for employers to take responsibility, advocating for stronger legislation, regulation, and government oversight.
Despite the concerning statistics, a spokesperson for the Scottish government assures that all workers, including those in the public sector, deserve protection from abuse and violence. The government underscores the robust legal powers available to address assaults, with potential sentences extending to life imprisonment.
Unison vows to pursue further action, condemning major employers who fail to respond to requests for information as indicative of a broader issue where employers neglect to gather crucial data on assaults against their staff. NHS Greater Glasgow and Clyde has been contacted for comment.
and finally, NHS Trust Director Threatens Prosecution Over Strike, Unite Condemns “Bullying Tactics”
A director at Barts Health NHS Trust, one of Britain’s largest NHS trusts, warned workers of potential prosecution for striking just hours before a three-day walkout, as revealed by the Morning Star. Unite criticized the “bullying tactics” employed by the trust, highlighting an email sent to members of the East and South East London Pathology Partnership (ESEL) by Charlotte Mustoe, ESEL’s operations director.
Mustoe’s email emphasized that workers could face prosecution for breaching a “safe level of service agreement” with unions, especially if they failed to attend critical shifts impacting patient safety. Unite condemned these tactics as a form of intimidation, expressing no surprise at such behavior.
Despite the threat, the strike by ESEL members and other workers at St Bart’s proceeded as planned, lasting from Monday to Wednesday. Unite regional officer Tabusam Ahmed warned that if Barts Health did not cease bullying tactics and start addressing members’ concerns, the dispute would escalate.
The industrial dispute centers around issues of unsafe understaffing, increased workloads, and changes to rosters eliminating night-time roles. Workers at ESEL reported inadequate facilities, including staff having to use stairwells for lunches due to limited space and exposure to health and safety risks in pathology buildings. The East and South East London Pathology Partnership, hosted by Barts Health NHS Trust, cited the need to maintain patient safety amid strike actions.
The latest data from the Office for National Statistics (ONS) has unveiled a disturbing trend in the UK job market, indicating a substantial decline in real wages since the financial crisis, with most workers still grappling with incomes that have not recovered to pre-2008 levels. The figures show that the average worker would be approximately £125 a week better off had their earnings increased at the same rate as they did between 1997 and 2010.
Alarming as it is, these revelations don’t end there. The data also exposes the Tories’ role in overseeing a drop in real weekly pay by £4.50 from 2010 to 2023. In stark contrast, in the 13 years prior to Conservative governance, real weekly pay experienced a robust growth of £99. This stark contrast between the previous administration and the current one paints a grim picture of the Tories’ approach to workers’ well-being.
The Trade Union Congress (TUC) has highlighted the transformative potential of Labour’s proposed “New Deal for Working People,” which aims to make work more rewarding, secure, and equitable. Commenting on the ONS annual pay statistics, TUC General Secretary Paul Nowak stressed the glaring disparity in living standards. He noted, “While living standards have nosedived for the vast majority of workers, those at the top have been largely insulated. Real pay in the City is above its 2008 level. But it’s a different story for most other workers, with pay packets still worth less than 15 years ago.”
Nowak went on to emphasize the exceptional nature of this situation in modern history and attributed it to a failure on the part of the Conservative Party. “The Conservatives are the party of pay cuts. Working people deserve better,” he declared.
Gender Pay Gap
The latest gender pay figures have also raised concerns, indicating that the gender pay gap currently stands at 14.3%, and at current rates of progress, it will persist until 2044. TUC General Secretary Paul Nowak expressed deep concern, saying, “Our economy isn’t working for women. At this rate, it will take decades to close the gender pay gap.”
He called for more robust action, including legal requirements for companies to disclose their strategies for closing the gender pay gap, with potential fines for non-compliance. Additionally, Nowak stressed the urgent need to address issues in the childcare and social care systems, as women continue to bear the brunt of caring responsibilities. He underlined the importance of flexible, affordable, and accessible childcare, as well as addressing the social care crisis through sectoral collective bargaining.
New Deal for Working People
The TUC’s advocacy for government intervention to tackle the gender pay gap aligns with Labour’s commitment to deliver a “New Deal for Working People.” Labour’s proposal includes significant changes to the employment landscape, such as banning zero-hours contracts, providing day one rights for all workers, introducing pay gap reporting for ethnicity and disability, strengthening collective bargaining, and bolstering flexible working rights.
In summary, the ONS ASHE figures reveal a concerning decline in workers’ real wages since the financial crash, with the Tories presiding over a drop in real weekly pay. Labour’s New Deal for Working People offers a vision for a more equitable and secure future, aimed at addressing the gender pay gap and making work fairer for all.
