Tata Steel workers in Port Talbot, members of the Unite union, have taken a significant step by voting for industrial action. The dispute centres around Tata’s plans to replace blast furnaces with electric arc furnaces (EAFs), a move that could result in the loss of thousands of jobs.
Tata Steel, an Indian-owned company, aims to close blast furnaces in Port Talbot and Llanwern. The proposed shift to EAFs would lead to the loss of 2,500 jobs in Port Talbot and 300 jobs in Llanwern. Port Talbot steelworkers have campaigned for an integrated electric and blast furnace system throughout 2023, but this marks the first strike in over 40 years.
Unite Wales regional secretary, Peter Hughes, condemns Tata’s actions as “devastating industrial vandalism”. Tata allegedly used tactics such as bribes and threats to discourage members from taking industrial action. Unite remains resolute, emphasizing the impact on the Welsh economy and the UK’s national interest.
EAFs vs. Blast Furnaces
EAFs produce steel from scrap, not the quality virgin steel derived from raw materials that industries like rail, aerospace, and automotive sectors require. Blast furnaces, fuelled by coal and coke, provide the essential raw material for these critical industries. Pat Harrington, General Secretary of Solidarity union says:
“The shift to EAFs poses a threat to Britain’s industrial sovereignty, especially as steel demand is expected to rise significantly in the coming years. Tata is guilty of hypocrisy regarding emissions. While cutting British jobs, the company is simultaneously opening new blast furnaces in India. Their motives appear profit-driven rather than environmentally conscious.“
“The closure of blast furnaces in Port Talbot, along with similar proposals at the Chinese-owned British Steel plant in Scunthorpe, would leave the UK as the only G20 economy without the ability to make steel from scratch,”
Tata has questioned the regularity of Unite’s strike ballot, but this has not deterred fellow union members. Members of Community, who work in blast furnaces, will hold their own strike ballot. They accuse Tata of pursuing “decarbonization on the cheap”. The untested nature of EAFs raises concerns, as closure of all blast furnaces could lead to a 3-year production pause. Semi-finished steel slabs may need to be imported before EAFs become operational in 2027.
A Unite petition, signed by 30,000 people, calls for greater support for steel and the use of UK steel in domestic projects. Corby, once home to Europe’s largest integrated steel-making plant, has seen a decline in steel employment since the 1970s and 1980s. Meanwhile, British Steel (Chinese-owned) secures a contract to supply rail tracks for Egypt’s electrified mainline and freight network.
British Steel plans to demolish its blast furnaces, with EAFs operational only by late 2025. The Scunthorpe-based company’s contract for Egypt’s rail route highlights the stakes for the UK steel industry. In summary, the battle over steel production and jobs continues, with workers and unions standing up against Tata’s plans. The outcome will shape the future of Britain’s steel industry and its role in global markets.
David Carpenter, a dedicated refuse collector, met a tragic fate in Coventry. On January 19, 2023, while on his morning collection round in the Foleshill area, he was operating alongside his colleagues, driver Rafal Gancarz and fellow operative Sean Isherwood. David had been a binman since the age of 18, accumulating over 40 years of experience in this crucial yet often overlooked role.
The events leading to his untimely demise unfolded as follows: David’s coat became entangled in the lifting equipment of the bin lorry. In a horrifying turn of events, he was dropped into the back of the lorry just as the automatic compaction cycle began. The jury, after careful consideration, deemed this accident as foreseeable. They highlighted several critical points:
Safety Measures: Evidence indicated that additional mechanical and safety features could have made the refuse collection vehicle (RCV) safer. Unfortunately, a transparent screen likely impeded David’s access to an emergency stop button, leading him to believe that the vehicle’s rear was safe to enter. Risk Assessment: The risk of a person’s clothing becoming entangled was foreseeable, and the jury found the existing risk assessment inadequate and incomplete. Training Gap: There was no specific training for refuse workers on how to safely remove debris from the machinery. Underreporting Culture: A culture of underreporting incidents and near misses contributed to missed opportunities to keep David safe.
David Carpenter was more than just a binman; he was a warm, humble, and loving family man. His stepdaughter, Claire Chetwynd, emphasized that health and safety should never be taken for granted. She stated, “Health and Safety is not a luxury; it is essential to preserving the lives of every worker, especially those who perform these essential roles.” The family hopes that David’s legacy will prevent similar tragedies in the future.
The company responsible for the software on the truck, Dennis Eagle Ltd, upgraded all 52 bin lorries in Coventry with new software at a cost of £650 per lorry. However, campaigners highlight that similar lorries around the country have yet to be upgraded, raising concerns about safety and accessibility.
Ros Wynne Jones, the Daily Mirror’s Senior Feature Writer, penned a moving piece about David this Thursday in her campaigning ‘Real Britain’ column.
May his memory serve as a reminder to prioritize safety and protect those who tirelessly contribute to our communities. Let us remember him and all others who have lost their lives at work—135 in the past 12 months—today, Workers Memorial Day.
Welcome to Union News, your guide to what’s happening in the UK labour and trade union movement. Reporting is by Pat Harrington and music is by Tim Bragg. In this week’s edition: Labour’s Bold Move: Extending Public Ownership of UK Railways Faces Scrutiny, Cleaners Threaten Industrial Action Over Real Living Wage at Royal Mail, International Workers Memorial Day 2024: Honouring Lives Lost and Advocating for Safety, Nurses in England Face Intense Stress: A Disturbing Trend, and finally, £116 sick pay ‘failing those with cancer’.
Labour’s Bold Move: Extending Public Ownership of UK Railways Faces Scrutiny
In a significant development, the Labour Party has reaffirmed its commitment to expanding public ownership of Britain’s railway network. The proposal, led by Shadow Transport Secretary Louise Haigh, aims to bring train operating franchises back under public control as their current contracts expire. Here are the key points:
Despite pressure from Labour’s pro-business faction, Haigh has stood firm, resisting any dilution or abandonment of the plan. This move represents a rare instance where Labour leader Keir Starmer has not cynically abandoned election promises made in 2020.
Taking franchises back into public hands is expected to benefit passengers significantly. Integration of services and simplified ticketing are long-standing issues that the privatized industry has repeatedly promised to address but failed to deliver.
Ending payments to private shareholders will allow better investment in the rail network. This move is a departure from the system introduced by former Prime Minister John Major, which allowed private companies to profit from rail operations.
While this step is considered radical by some, it is essential. Even under Conservative governments, four train operating franchises are currently state-run due to private operators’ failures.
Network Rail, responsible for infrastructure, is already publicly owned. The government’s proposal to establish Great British Railways aims to direct the entire industry, albeit with a continued role for private capital.
Shadow Chancellor Rachel Reeves would not allow rail privatization to cost the Exchequer a penny. Her stance underscores the financial considerations behind Labour’s plans.
And there are gaps in Labour’s strategy. The rolling stock companies (Roscos), which own the trains themselves, will remain in private hands.
As the debate unfolds, the nation watches closely. Will the vision for a publicly owned railway system become a reality? Only time will tell.
Cleaners Threaten Industrial Action Over Real Living Wage at Royal Mail
In a tense standoff, cleaners employed by Royal Mail’s facilities management arm are threatening industrial action if the company abandons the Real Living Wage commitment. Here are the key details:
Members of the Communication Workers Union (CWU) have vowed to resist any attempt by Royal Mail Property and Facilities Solutions (RMPFS) to backtrack on the voluntary agreement. This move comes after a number of employers, including Capita, have already shifted away from paying the Real Living Wage.
Delegates at the CWU’s annual conference in Bournemouth approved this approach. The motion, discussed in private, expresses concern about the trend away from fair wages.
The CWU has made strides by using the voluntary agreement to ensure that its lowest-paid members receive at least £12 per hour. This includes cleaners working across RMPFS’s extensive network of over 2,600 sites, making it one of Europe’s largest corporate real estates. Ongoing Talks: While pay negotiations with RMPFS continue, the CWU remains steadfast. If RMPFS signals an intention to withdraw from paying the Real Living Wage to cleaning staff, the union will resist vigorously.
Royal Mail’s Owner: International Distribution Services (IDS), which owns Royal Mail, has yet to comment on the situation.
This is part of a wider trend. Capita, a major outsourcing company, recently joined Brewdog in abandoning the commitment to the Real Living Wage. Their rationale cites affordability concerns.
Fearing a domino effect, unions suspect that more companies may follow suit. In January, the CWU expressed strong disapproval of this “disgraceful decision” that could significantly impact workers’ livelihoods.
As the battle over fair wages unfolds, the eyes of workers and employers alike remain fixed on the outcome.
International Workers Memorial Day 2024: Honouring Lives Lost and Advocating for Safety
On April 28, 2024, the world observes International Workers Memorial Day (IWMD) —a solemn occasion to remember workers who paid the ultimate price while striving to earn a living. These are the individuals who left for work one day and never returned, leaving behind grieving families and communities.
IWMD unites the global trade union movement in a collective act of remembrance. It serves as a stark reminder that more people lose their lives at work than in wars. These aren’t mere statistics; they represent real individuals—mothers, fathers, siblings, and friends—who faced preventable tragedies due to workplace hazards.
Beyond remembrance, IWMD is a call to action. It demands that we fight for the living—to ensure that every worker returns home safely at the end of their shift. As we honor those we’ve lost, we also advocate for robust safety measures, fair wages, and dignified working conditions.
This year’s theme underscores the intersection of environmental challenges and workers’ well-being. As the climate crisis intensifies, workers face increased risks—from extreme weather events to exposure to hazardous substances. IWMD prompts us to address these issues collectively, recognizing that a healthy planet is inseparable from healthy workers.
Throughout history, employer and government failures have led to preventable worker deaths. Trade unions have fought tirelessly for legislative changes to protect safety rights. On this IWMD, we reflect on these pivotal moments and recommit ourselves to safeguarding workers’ lives.
As the sun rises on April 28, 2024, let us remember the fallen, honor their memory, and stand up for the living. Whether you’re a union member, an advocate, or an ordinary citizen, your voice matters. Together, we can create workplaces where safety is paramount and lives are valued.
Nurses in England Face Intense Stress: A Disturbing Trend
In a concerning revelation, nurses in England have been grappling with unbearable stress, leading to significant time off work. Here are the key findings:
During 2023, nurses and health visitors took a staggering 1,675,275 days off sick due to stress, anxiety, or depression. This alarming figure highlights the immense strain faced by nursing staff.
On average, each of England’s 352,125 nurses and health visitors missed approximately 4.95 days of work due to stress-related conditions. These intense pressures are taking a toll on their mental health.
The Royal College of Nursing (RCN) warns that dangerous stress levels have become normalized within an NHS struggling to cope with demand. Chronic workforce shortages exacerbate the situation, leaving nursing staff running on empty.
Many nurses experience what’s known as “moral distress”—a situation where they recognize the care a patient needs but lack the resources to provide it. Extreme workloads contribute to this distress.
In 2023, for the first time, nurses leaving the NHS cited work-life balance as the primary reason, surpassing retirement. This shift underscores the urgent need for better support and improved working conditions.
With 34,709 vacancies in England, hospitals struggle to maintain adequate staffing levels. Nurses report feeling overwhelmed by the combination of staff shortages and high service demand.
One nurse expressed feeling stressed and anxious due to financial pressures, leading to serious mental health deterioration. The system’s shortcomings are taking a toll on dedicated healthcare professionals.
As we commemorate International Workers Memorial Day, let us remember the sacrifices made by nurses and advocate for their well-being. Their tireless efforts deserve recognition and support.
and finally, £116 sick pay ‘failing those with cancer’
Around a quarter of a million UK workers living with cancer are estimated to be struggling with covering essential costs due to inadequate statutory sick pay (SSP). This issue has prompted the Safe Sick Pay campaign, backed by cancer and health charities, to advocate for change. The campaign emphasizes that SSP should rise to be in line with a worker’s wages up to the Living Wage, in order to properly support cancer patients in their recovery and safe return to work.
The group has written to both Rishi Sunak and Labour leader Sir Keir Starmer, urging them to address this critical issue. Currently, SSP is set at £116.75 per week for up to 28 weeks, covering the days when someone is off work due to illness (except for the first three days). However, this amount does not offer adequate financial support for workers most in need.
The campaigners propose several key changes:
Increase SSP: The payment should be raised to match a worker’s wages up to the Living Wage. First-Day Coverage: SSP should be payable from the first day of sickness. Earnings Threshold: Abolish the earnings threshold so that part-time workers currently ineligible can receive some sick pay entitlement. Timely Benefits: Ensure that benefits such as Personal Independence Payment (PIP) and Universal Credit (UC) are made available promptly when needed.
By reforming sick pay and providing faster support through the benefits system, we can reduce financial hardship for people during their treatment and aftercare, including those living with cancer. Moreover, these changes would benefit not only cancer patients but also individuals with other long-term conditions, enabling them to safely and securely return to work12.
It’s crucial that policymakers address this issue promptly to alleviate the financial burden faced by cancer patients and ensure their well-being during recovery and beyond.
Welcome to Union News, your guide to what’s happening in the UK labour and trade union movement. Reports are by Pat Harrington and music is by Tim Bragg. In this week’s edition: Rishi Sunak Unleashes Controversial Overhaul of Disability Benefits, SNP-Green Coalition and Tory MSPs Reject Labour’s Proposal for Enhanced Support to Injured Workers, Government Criticized as Schools Cut Teaching Assistants Amidst Funding Concerns, Supreme Court Ruling Empowers Workers Against Retaliation by Employers, and finally, Amazon Faces “Historic Blow” as Union Recognition Application Advances to Workers’ Vote.
Rishi Sunak Unleashes Controversial Overhaul of Disability Benefits
Prime Minister Rishi Sunak ignited a firestorm with his unveiling of sweeping changes to disability benefits, sparking accusations of a “full-on assault” on disabled individuals. Sunak’s proposals include stringent reforms to the Personal Independent Payment (PIP) system, aiming to tighten eligibility criteria and introduce greater medical scrutiny for claimants.
In response to what he termed a “sick-note culture,” Sunak also announced plans to shift responsibility for sick notes away from GPs, igniting concerns among mental health advocates already grappling with overstretched services. Critics argue that the proposed changes risk plunging disabled people into destitution, with some accusing the government of targeting the most vulnerable amidst economic challenges.
Furthermore, Sunak’s pledge to sanction benefits for non-compliance with work coach conditions, along with the threat of benefit removal after 12 months of unemployment, has drawn sharp rebuke from welfare organizations, who argue that punitive measures exacerbate financial insecurity and undermine public trust.
As debate intensifies, concerns over the broader impact on NHS waiting lists and workforce shortages loom large, with calls for a more compassionate approach to welfare reform that prioritizes holistic support and addresses systemic complexities.
SNP-Green Coalition and Tory MSPs Reject Labour’s Proposal for Enhanced Support to Injured Workers
In a surprising turn of events, the SNP-Green coalition in Scotland, backed by Tory MSPs, has quashed Scottish Labour MSP Mark Griffin’s bid to bolster assistance for workers injured on the job. Griffin’s Employment Injuries Advisory Council (SEIAC) Bill aimed not only to establish a new employment injury benefit but also to institute a council of experts, including trade unions, to guide its implementation and monitor progress.
Despite SNP First Minister Humza Yousaf’s recent pledges to prioritize support for workers and their families, his government’s alliance with Tory MSPs led to the rejection of the legislation. SNP social justice secretary Shirley-Anne Somerville defended the decision, stating, “We do not need this Bill,” while acknowledging Griffin’s efforts and their potential contribution to future initiatives.
Reacting to the outcome, Griffin expressed disappointment, accusing the government of abandoning frontline workers grappling with long-term effects of Covid-19, firefighters battling cancer, and former footballers afflicted by dementia. He criticized Yousaf’s administration for failing to accelerate progress toward a more equitable industrial injuries system in Scotland and vowed to continue advocating for workers’ rights.
The contentious rejection underscores tensions within Scottish politics over strategies to address worker welfare and underscores the challenges facing efforts to enact meaningful legislative reforms.
Government Criticized as Schools Cut Teaching Assistants Amidst Funding Concerns
A recent survey conducted by the Sutton Trust has shed light on the concerning trend of staff cuts in schools across the UK, prompting teaching unions to criticize the government’s handling of education funding. According to the survey, more than two-thirds of senior leaders in schools reported having to reduce the number of teaching assistants this year.
Additionally, one in three senior leaders stated that they had to cut teaching staff, while nearly half had to reduce support staff. The impact was particularly pronounced in primary schools, where teaching assistant cuts were highest, while secondary schools experienced greater losses in both teaching and support staff.
Reacting to these findings, Daniel Kebede, the general secretary of the National Education Union, expressed shock at the extent of the cuts, noting that three-quarters of primary schools had to reduce the number of teaching assistants to make ends meet. He criticized the government’s lack of seriousness regarding education funding and urged it to wake up to the reality faced by schools nationwide.
Dr. Patrick Roach, the general secretary of NASUWT, echoed similar sentiments, emphasizing that children from less affluent backgrounds are disproportionately affected by these cuts, resulting in a compromised quality of education. He criticized the government’s failure to invest adequately in education and called for a new government to address the ongoing crisis in schools.
In response, the Department for Education defended its stance, stating that school funding has been increased to £60.7 billion this year, the highest level ever in real terms per pupil. However, critics argue that despite the increase in funding, the allocation is insufficient to meet the growing needs of schools, leading to staff cuts and resource reallocation.
As the debate over education funding intensifies, the future of staffing levels and the quality of education in UK schools remains uncertain, with calls for comprehensive solutions to address the funding gap and ensure equitable access to education for all students.
Supreme Court Ruling Empowers Workers Against Retaliation by Employers
A landmark judgment delivered by the Supreme Court this week has bolstered the position of workers facing penalties or discrimination for engaging in strike action. The ruling, which criticizes British trade union laws for inadequately protecting workers’ rights, marks a significant victory for labour rights advocates.
In a scathing critique, the court highlighted the failure of current legislation to shield workers from sanctions short of dismissal during strikes, deeming it incompatible with the European Convention on Human Rights. Lady Ingrid Simler, delivering the judgment, emphasized that the ability of employers to impose punitive measures undermines the fundamental right to lawful strike action.
The case, brought forward by the Unison union on behalf of care worker Fiona Mercer, sheds light on the plight of workers facing repercussions for participating in industrial action. Mercer’s battle against her employer, Alternative Futures Group (AFG), over cuts to payments for sleep-in shifts, exemplifies the challenges workers encounter when asserting their rights.
Despite initial victories in lower courts, the intervention of high-ranking figures sought to overturn favourable rulings, prompting Unison to escalate the case to the Supreme Court. Following the verdict, Mercer expressed satisfaction, stating that while it wouldn’t change her experience, it would serve as a deterrent to unscrupulous employers.
Unison’s general secretary, Christina McAnea, hailed the ruling as the most significant industrial action case in decades, while Paul Nowak of the TUC described it as a monumental victory for the union movement. However, some caution against excessive optimism, noting that the legal landscape still poses challenges to effective labour activism.
Nevertheless, the judgment is seen as a positive step forward, prompting calls for broader campaigns to defend workers’ rights. The implications extend beyond the immediate case, with university lecturers and other workers hopeful for redress for past punitive actions taken against them.
and finally, Amazon Faces “Historic Blow” as Union Recognition Application Advances to Workers’ Vote
In a significant development, Amazon has been dealt a decisive setback as the Central Arbitration Committee (CAC) ruled in favour of GMB’s union recognition application at its Coventry warehouse. The ruling marks a milestone in GMB’s efforts and brings Europe one step closer to witnessing the first recognized union at Amazon.
After over a year of industrial action and 30 strike days, the CAC’s decision signals a turning point in the ongoing struggle for union representation at the tech giant’s facilities. The committee has mandated that an independent organization be appointed to oversee a legally binding vote of workers, indicating a crucial phase in the process.
Amanda Gearing, senior organizer at GMB, hailed the ruling as a historic moment in the battle for workers’ rights at Amazon. She likened the journey to a modern-day David and Goliath struggle, emphasizing the resilience of workers against the company’s formidable anti-union tactics.
Gearing highlighted the demands of Amazon workers for fair wages and safe working conditions, stressing the importance of dignity at work and the need for a union to advocate for their interests.
In response to the ruling, an Amazon spokesperson reiterated the company’s stance on employee rights, stating, “Our employees have the choice of whether or not to join a union. They always have.”
As the process moves forward, anticipation mounts for the upcoming ballot, with workers poised to make a crucial decision that could reshape the landscape of labour relations within Amazon’s operations. The outcome of the vote holds implications not only for the Coventry warehouse but also for the broader discourse on workers’ rights and unionization in the tech industry.
Welcome to Union News, your guide to what’s happening in the UK trade union and labour movement in the UK. Writing is by Pat Harrington and music is by Tim Bragg. In this edition: reports from the Scottish TUC conference, Parcelforce Drivers Take Royal Mail to Court, New Campaign Video says NHS staff are ‘Sicker than the patients’ and finally, Filthy Rich: Water privatisation has proved a disaster.
Scottish trade unions oppose privatizations in the healthcare and social care sectors
During the initial session of the annual Scottish Trades Union Congress (STUC), delegates voiced strong support for defending Scotland’s NHS and criticized the SNP-Green Scottish government’s longstanding plans for a national care service (NCS).
Audrey McCabe from Aberdeenshire Unison strongly criticized the NCS proposal, describing it as more of a public relations statement than a plan for improved care.
Unison has consistently raised concerns about the NCS proposals, arguing that while they suggest a publicly owned and accountable organization akin to the NHS, they would actually result in much of the care sector being controlled by the voluntary sector and private companies.
Key points of contention include the lack of national sectoral bargaining, reduced local democratic oversight, and the potential side-lining of council social work departments as primary care providers.
Despite assurances from the Scottish government that the legislation would be amended, unions were dismayed to find unchanged wording in the Bill after its first reading in Holyrood.
Concerns about increasing privatization extended beyond social care, with delegates supporting a motion by the North Lanarkshire TUC highlighting what they termed as “backdoor privatization” of Scotland’s NHS.
The motion called for the STUC to build on previous successes in advocating for progressive tax measures to generate additional funds for public services. It also proposed conducting research to expose instances of backdoor privatization within the NHS in Scotland.
Drew Gilchrist of the North Lanarkshire TUC, himself an NHS worker, stressed the importance of such research in mobilizing a campaign to stop and reverse privatization while advocating for increased investment in services and the workforce.
Gilchrist cautioned that Scotland should not rely on the notion that its healthcare system is superior to that of England, urging action to counter privatization trends.
Parcelforce Drivers Take Royal Mail to Court
Parcelforce delivery drivers, who are members of the IWGB union, are taking legal action against Royal Mail, alleging that they have been unfairly denied fundamental rights. These drivers argue that they have been misclassified in their employment status and deprived of basic entitlements. The lawsuit, which could involve thousands of Parcelforce drivers across the UK, seeks to compel Royal Mail to compensate them for potential shortfalls in their pay, which could amount to millions.
Previously categorized as self-employed ‘owner drivers,’ many Parcelforce drivers were denied rights such as the National Living Wage and holiday pay. Leigh Day, the legal firm representing the drivers, contends that they should be classified as ‘workers,’ affording them greater rights and potential compensation for past discrepancies in pay.
Concerns were initially raised by three drivers who sought assistance from their union, the Independent Workers of Great Britain (IWGB). With support from the IWGB and legal representation from Leigh Day, these drivers brought claims to the Employment Tribunal. Recognizing the broader implications of these issues, Leigh Day expanded the case into a group claim.
This legal challenge against Royal Mail follows a significant precedent set in a previous case involving Uber drivers, wherein the Supreme Court ruled in favour of classifying them as workers rather than self-employed contractors. This landmark decision laid the groundwork for similar disputes across the gig economy, offering hope to Parcelforce drivers seeking justice.
Marc Francis, a former Parcelforce delivery driver, recounts his experience of working without rights or protections, emphasizing the need for justice for himself and his fellow drivers. The IWGB echoes these sentiments, condemning Royal Mail’s alleged exploitation of its workers and urging affected drivers to join the claim for rightful compensation.
Liana Wood, a solicitor at Leigh Day, emphasizes the importance of recognizing Parcelforce drivers as entitled to workers’ rights, including holiday pay and the national minimum wage. With deteriorating working conditions and decreasing take-home pay, thousands of owner drivers are believed to be eligible to participate in the claim for fair treatment.
STUC Congress Grapples with Cuts: Calls for No-Cuts Budgets
At the STUC Congress in Dundee this month, discussions were dominated by the impact of cuts across Scottish councils, leading to significant job losses over the past 15 years. While calls to support no-cuts budgets were made, they did not gain widespread backing. Clydebank TUC proposed backing such budgets as a strategy to challenge austerity policies, but the general council raised concerns about legality and called for a more practical approach.
Despite this, trades union councils from North Lanarkshire, Fife, and Dundee supported Clydebank’s motion with fervent speeches defending council workers and services. Fife’s Tam Kirby criticized the general council’s cautious approach, arguing for a more aggressive stance against cuts, even if it meant challenging the law.
Referring to STUC president Mike Arnott’s earlier address, Dundee’s Stuart Fairweather emphasized the need for councillors to champion their areas and oppose cuts rather than passively implementing them.
Closing the debate, Clydebank’s Janet Cassidy acknowledged the likely defeat of the motion but stressed the ongoing demand for political challenge against cuts.
Despite support from most trades councils, the motion was ultimately defeated in a card vote. Reflecting on the outcome, delegate Tam Morrison highlighted the urgent need to end cuts, emphasizing that past approaches have failed to prevent significant job losses. While the vote didn’t go their way, the case against cuts remains compelling, signalling a call to grassroots action to bring about change.
Support for key postal service at STUC conference
The Scottish Trade Union Congress has unanimously supported efforts to safeguard essential postal services and protect postal workers.
There are growing concerns among both workers and customers about the potential threat to the universal service obligation (USO) provided by Royal Mail. This obligation ensures a consistent, one-price delivery service across the UK six days a week. Despite earlier assurances from former business secretary, Vince Cable, regarding the preservation of the USO following Royal Mail’s privatization, there are now indications that the company may seek to abandon this guarantee.
Craig Anderson, regional secretary of the Communication Workers Union, expressed appreciation for the congress’s endorsement of the union’s campaign to not only defend the USO but also to enhance the role of postal workers within communities. Anderson emphasized the broader significance of Royal Mail’s services beyond delivering letters and parcels, emphasizing their role in connecting and supporting communities.
He stressed the importance of prioritizing communities and preserving the USO as a crucial element in maintaining social cohesion. Anderson called for Royal Mail and regulators to support the service, support the workers, and invest in the future of public postal services rather than succumbing to cost-cutting measures.
Scottish trade unions come together to oppose privatizations in the healthcare and social care sectors
During the initial session of the annual Scottish Trades Union Congress (STUC), delegates voiced strong support for defending Scotland’s NHS and criticized the SNP-Green Scottish government’s longstanding plans for a national care service (NCS).
Audrey McCabe from Aberdeenshire Unison strongly criticized the NCS proposal, describing it as more of a public relations statement than a plan for improved care.
Unison has consistently raised concerns about the NCS proposals, arguing that while they suggest a publicly owned and accountable organization akin to the NHS, they would actually result in much of the care sector being controlled by the voluntary sector and private companies.
Key points of contention include the lack of national sectoral bargaining, reduced local democratic oversight, and the potential side-lining of council social work departments as primary care providers.
Despite assurances from the Scottish government that the legislation would be amended, unions were dismayed to find unchanged wording in the Bill after its first reading in Holyrood.
Concerns about increasing privatization extended beyond social care, with delegates supporting a motion by the North Lanarkshire TUC highlighting what they termed as “backdoor privatisation” of Scotland’s NHS.
The motion called for the STUC to build on previous successes in advocating for progressive tax measures to generate additional funds for public services. It also proposed conducting research to expose instances of backdoor privatization within the NHS in Scotland.
Drew Gilchrist of the North Lanarkshire TUC, himself an NHS worker, stressed the importance of such research in mobilizing a campaign to stop and reverse privatization while advocating for increased investment in services and the workforce.
Gilchrist cautioned that Scotland should not rely on the notion that its healthcare system is superior to that of England, urging action to counter privatization trends.
New Campaign Video says NHS staff are ‘Sicker than the patients’
Over half of NHS workers suffer from poor mental health, and one in four has even considered suicide due to the challenges they face.
NHS Charities Together say that 52 percent of staff suffer anxiety and 51 percent suffer from low mood.
Frontline 19 has a campaign highlighting that, in many cases, NHS staff are sicker than the patients they are treating.
Group founder Claire Goodwin-Fee said: “The most common reason for sickness absence was poor mental health, responsible for over half a million days lost in one month.”
You can watch the campaign video titled “Sicker Than The Patients” on their website. Frontline19 is a free and confidential service specifically designed for frontline workers, including those in the National Health Service and other frontline services in the UK.
and finally, Filthy Rich: Water privatisation has proved a disaster
Water companies have handed nearly 80 billion to investors since the industry was privatised more than 30 years ago.
Since the privatization of England’s water companies in 1989, they have consistently paid out substantial dividends to shareholders.
English water companies are estimated to pay around £14.7 billion in dividends by the end of this decade.
These dividends benefit shareholders but come at a cost to customers, who are also footing the bill for sewage cleanup and other investments.
When water companies were privatized, they were debt-free. Thatcher wrote off the industry’s £5 billion debt at public expense. However, over the years, they have accumulated significant debt again.
As of now, the big nine water companies in England have a combined debt of £54 billion. This debt burden has raised concerns, especially considering the critical role water companies play in maintaining infrastructure and environmental standards.
Gary Smith of trade union GMB said: “Splashing out fortunes in dividends while racking up enormous debts is a farce.”
The average water and sewage bill in England and Wales rose from £408 in 2021 to £448 from the start of this month. And huge bill increases are expected between 2025 and 2030 to help fund long-overdue investment.
Water companies have also faced criticism for paying large sums to executives while dealing with issues like leaky infrastructure and sewage dumping.
A Solidarity union spokeswoman commented: “Water privatisation has been a disaster. Years of under investment while debt mounted and dividends were paid out. Now customers will be asked to make that money up through higher prices. The obvious answer to this mismanagement is nationalisation but the level of debt built up is one it would be challenging for the State to take on – 54 billion, a far cry from the 5 billion debt written off in 1979 to pave the way for privatisation. Many still believe nationalisation is the way forward but it will be a difficult path now.”
Glen Nicklasson and Pat Harrington led the meeting
473 words, 3 minutes read time.
The Solidarity Annual Meeting for the year 2024 convened on April 13, embracing a hybrid format that allowed for both online participation and in-person engagement in London.
Members from various regions across the UK, including London, Northern Ireland, Birmingham, and Edinburgh, came together to discuss critical issues facing workers and the union’s role in addressing them.
Motions and Decisions
The meeting saw the discussion and passage of several motions, each addressing pressing concerns and advocating for real change.
One motion focused on reconfiguring how the numbers of economically inactive adults are measured in the UK economy. It proposed lobbying the government to change the way unemployment rates are calculated to acknowledge the true extent of economic inactivity, which currently affects 21.8% of the workforce.
Another motion condemned the government’s proposal to reintroduce fees for claimants at the Employment Tribunal. It highlighted the threat such fees pose to workers’ access to justice and called for solidarity in opposing any barriers hindering this fundamental right.
A motion warmly welcomed the introduction of five days of unpaid leave for carers, recognizing their invaluable contributions and advocating for the effective implementation of this right.
A motion condemned government efforts to impose minimum service levels, interfering with the right to strike. It reaffirmed the union’s commitment to defending workers’ rights and called for united opposition to such legislation.
Another motion focused on addressing work-related suicides through reforming the RIDDOR (Reporting of Injuries, Diseases, and Dangerous Occurrences Regulations) guidance. The motion aimed to lobby the Health and Safety Executive (HSE) for reforms that explicitly address work-related suicides. It called for prompt reporting of incidents, thorough and sensitive investigations, recommendations for good practice, and comprehensive data collection and analysis.
Address by President Glen Nicklasson
Union President Glen Nicklasson delivered a poignant address during the meeting, highlighting the current wave of strikes and industrial unrest. He emphasized the legitimate concerns behind these actions and condemned government attempts to undermine future strikes by imposing minimum service levels.
Report by the General Secretary
The General Secretary, Pat Harrington, provided a detailed report, reflecting on the various cases the union had been involved in throughout the year. These cases illustrated how Solidarity’s work gave life to the theme of the meeting, ‘Strong Enough To Care.’ The report underscored the union’s dedication to supporting workers in diverse situations and its unwavering commitment to their well-being.
The Solidarity Annual Meeting for 2024 was a testament to the union’s strength, solidarity, and unwavering commitment to its members. Through robust discussions, the passage of motions, and insightful addresses by key leaders, the meeting underscored Solidarity’s role as a champion for workers’ rights and social justice. As the union continues its vital work, it remains steadfast in its mission to create a safer, fairer, and more compassionate work environment for all.
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 by Tim Bragg. In this edition: Salaried Workers Face Minimum Wage Cheating: Unions Sound the Alarm, Teachers Rally for Fair Pay and Improved Conditions at NASUWT Conference, and GMB Secures Day One Sick Pay for 19,000 Care Workers.
Salaried Workers Face Minimum Wage Cheating: Unions Sound the Alarm
Unions are cautioning that office workers and other salaried staff may be vulnerable to being short-changed on the minimum wage.
Prior to the implementation of the new minimum wage rate on Monday, the TUC highlighted that salaried employees receive a fixed annual payment irrespective of fluctuations in their working hours.
According to the TUC, online job postings still advertise salaried positions below the upcoming minimum wage, potentially resulting in illegal underpayment for salaried workers if their salaries remain stagnant.
The TUC further warned that desk-based office workers often face expectations of unpaid overtime as part of their job responsibilities.
Paul Nowak, TUC’s general secretary, emphasized, “Employers have a legal obligation to pay their workers at least the minimum wage. However, many workers are being deprived of their rightful pay by unscrupulous employers who opt to pay unlawfully low wages. This issue affects workers across various professions, including desk-based office roles, where the expectation of unpaid overtime is common.”
Highlighting the disparity between the official adult minimum wage rate of £11.44 per hour and the voluntary “real” living wage of £12, and £13.15 in London, Katherine Chapman, director of the Living Wage Foundation, stated, “While the increase in the statutory national living wage is positive news for millions of low-paid workers, it still falls short of adequately addressing the true cost of living. Over 14,000 employers have pledged to pay the real living wage, recognizing its benefits not only for workers and their families but also for businesses in terms of improved staff retention and productivity.”
Responding to these concerns, a government spokesperson reiterated that paying the minimum wage is a legal requirement for all workers, including those in office roles. The spokesperson urged any employees who suspect they are not receiving their correct wages to either address the matter with their employer or seek assistance from Acas confidentially. Furthermore, the spokesperson highlighted the significant increase in the national living wage for workers aged 21 and above, emphasizing the positive impact this will have on their annual earnings.
Teachers Rally for Fair Pay and Improved Conditions at NASUWT Conference
At NASUWT’s annual conference, teachers unite behind a push for pay restoration and better working conditions. According to the union, classroom teachers have seen their starting salaries plummet by 21% in real terms between 2010 and 2023, adjusting for RPI inflation.
Addressing the assembly, senior vice-president Wayne Broom emphasized the urgency of tackling the crisis in teaching recruitment, retention, and morale. He pledged the union’s commitment to lobby all political parties ahead of the general election to secure a new deal for teachers, including real terms pay restoration nationwide.
The proposed deal also seeks to enhance measures protecting teachers from violence, assault, or harassment, establish a national framework for statutory contractual conditions of service, enforce a maximum 35-hour working time limit, and ensure equal rights for supply and substitute teachers.
and finally, GMB Secures Day One Sick Pay for 19,000 Care Workers
In a landmark victory for the care sector, the GMB union has secured day one sick pay for 19,000 care workers. This significant win comes as HC-One, the UK’s largest care provider, agrees to a pay deal granting carers the contractual right to receive at least Statutory Sick Pay (SSP) from the first day of any absence.
Previously, carers faced a three-day waiting period before receiving sick pay, creating a concerning incentive for workers to continue working while unwell and potentially spreading illnesses among the vulnerable individuals they care for.
The breakthrough agreement follows a GMB survey revealing that one in four HC-One care workers were contemplating leaving their jobs due to inadequate pay.
Natalie Grayson, GMB National Officer, expressed outrage at the previous lack of sick pay provisions, stating, “For any worker to suffer financial hardship due to illness is unacceptable. However, in the care sector, this issue is particularly alarming and poses a significant risk to the well-being of those under their care.”
She continued, “Day one sick pay is a fundamental right that care sector workers deserve. This victory signifies a pivotal moment in the culture of the entire care industry. But our fight doesn’t end here. GMB will continue to advocate until these dedicated professionals receive a fair wage of at least £15 per hour.”
The agreement marks a crucial step forward in ensuring the welfare of care workers and underscores the ongoing efforts to address longstanding issues within the sector.
Welcome to Union News, your guide to what’s happening in the UK labour and trade union movement. Reporting is by Pat Harrington. Music is by Tim Bragg.
Train Drivers to Strike Across 16 Companies and London Underground Next Month
Train drivers from 16 companies and the London Underground are set to stage a series of strikes next month, according to an announcement by the Associated Society of Locomotive Engineers and Firemen (Aslef).
The decision comes after tube drivers voted overwhelmingly in favour of walking out on April 8 and May 4. Their primary grievances revolve around the lack of assurances from management regarding changes to their terms and conditions. Aslef demands that any alterations be made through mutual agreement and that existing agreements be honoured.
Finn Brennan, the London Underground Aslef organizer, expressed concern over the establishment of a full-time team of managers tasked with imposing “massive changes” to drivers’ working conditions. The union fears that these changes could adversely impact their members.
In response, a Transport for London spokesperson clarified that the organization had no intentions of imposing changes unilaterally. They emphasized their commitment to safeguarding jobs and assured that discussions would precede any alterations.
Simultaneously, members of various train operators will initiate a rolling series of one-day strikes from April 5 to 8, accompanied by an overtime ban spanning April 4-6 and 8-9.
Mick Whelan, Aslef’s General Secretary, criticized the “ridiculous offer” presented by the Rail Delivery Group in April of the previous year. He called for meaningful negotiations on a new pay deal for train drivers. However, recent developments indicate that the parties involved are unwilling to resolve the dispute amicably.
The strike action will impact services across multiple companies:
April 5: Avanti West Coast, East Midlands Railway, West Midlands Trains, and CrossCountry. April 6: Chiltern, GWR, LNER, Northern, and TransPennine Trains. April 8: c2c, Greater Anglia, GTR Great Northern Thameslink, Southeastern, Southern/Gatwick Express, South Western Railway main line and depot drivers, and SWR Island Line.
Youth Wage Gap: 70% of Young Workers Face Financial Strain, TUC Analysis Reveals
The Trade Union Congress (TUC) has today revealed that seven in ten young workers are at risk of significant financial hardship due to the lower rate of the minimum wage they receive. The union federation has called for an overhaul of the “unfair” tiered rates system, which it says is penalising more than 700,000 workers aged between 18 and 20.
According to the TUC, the minimum wage pay penalty facing young workers this coming year is estimated to be £2,438 a year or £47 a week. The main rate is currently £10.42 per hour for over-23s, £10.18 for 21-22-year-olds, and just £7.49 per hour for 18-20-year-olds, with under-18s earning a mere £5.28 per hour.
Despite the rate for 21-year-olds and over due to rise to £11.44, the minimum wage for workers aged 18-20 is set to increase to just £8.60 per hour. This means they could be paid almost £3 less an hour than their older peers.
TUC General Secretary Paul Nowak commented on the issue, stating: “Everyone should be paid fairly for the job they do. But too many young workers are still being left hugely out of pocket because of outdated youth rates of the national minimum wage.”
The TUC’s analysis comes ahead of its Young Workers Conference this weekend. The union is backing Labour’s New Deal, which pledges to introduce a real living wage for workers and ban zero-hours contracts.
Tom Kerridge, Policy and Research Manager at Centrepoint, added: “In normal times it would defy logic to leave under 23s earning significantly less than older workers for the same job. At a time when inflation has soared and the price of everything from utilities and rents to everyday essentials has become unaffordable for many, it is appalling.”
Government Under Fire: PHSO Report Reveals Pension Age Hike Left Millions of Women in Financial Distress
The UK government is facing mounting pressure to apologise and compensate thousands of women whose retirement plans were abruptly disrupted due to the increase in the retirement age. A five-year investigation by the Parliamentary and Health Service Ombudsman (PHSO) released today found that the Department for Work and Pensions (DWP) failed to adequately inform about the rise in pension age.
The changes affected approximately 3.8 million women born after April 6, 1950. Many were unaware they would have to wait longer to receive their pension, leading to significant financial and emotional distress.
The 1995 Tory government’s Pension Act planned to raise the women’s state pension age from 60 to 65, aligning it with men’s. The change was to be implemented from 2010 to 2020. However, the 2011 Pension Act accelerated the timetable, bringing it forward to 2018, leaving many uninformed.
The PHSO report criticised the DWP for not acknowledging its failings and urged the department to apologise for the impact on those affected. Despite this, the DWP has indicated it will refuse to comply.
The report recommended that the affected women receive a payout between £1,000 and £2,950, falling under level four of the ombudsman’s “severity of injustice scale”. However, campaigners are calling for compensation of at least £10,000, corresponding to level six of the scale, which involves “devastating or irreversible injustice.”
The PHSO has asked Parliament to intervene and establish a compensation scheme swiftly. Angela Madden, chair of Women Against State Pension Inequality (Waspi), argued for a larger payout, stating it “far more clearly and reasonably recognises the injustice and loss of opportunities suffered.”
According to Waspi estimates, one person affected by the changes dies every 13 minutes. National Pensioners’ Convention general secretary Jan Shortt highlighted that “thousands of women have passed away since the campaign began, saving the government billions in unclaimed pension payments.”
Unite general secretary Sharon Graham labelled the DWP’s failures a “national disgrace.” The PHSO report found that the DWP’s handling of the age changes eroded the affected individuals’ sense of personal autonomy and financial control, preventing them from making informed choices about their finances.
Unison general secretary Christina McAnea said the rise had been “catastrophic for a whole generation of women” and “left their retirement plans in tatters.” She added, “It’s only right the thousands of women left in dire financial straits are given compensation now. This has all taken far too long.”
The prime minister’s official spokesman said the government would now “consider the ombudsman’s report and respond to their recommendations formally in due course.” A DWP spokesman stated, “The government has always been committed to supporting all pensioners in a sustainable way that gives them a dignified retirement.”
Protest in Leeds Demands Fair Pay and Support for Special Needs Education
School support staff and parents rallied outside Leeds Civic Hall, voicing their demands for better pay, increased funding, and improved support for children with special educational needs. The protest, organized by the General union GMB, highlighted critical issues faced by teaching assistants and students.
Key Demands: End Poverty Pay: Teaching assistants on the lowest pay grade are grappling with what the GMB calls “poverty pay.” These essential workers deserve fair compensation for their crucial roles in education. Special Needs Education: The placement of special needs children in mainstream schools has raised concerns. GMB emphasizes that this practice can lead to significant challenges and hinder effective learning. More Specialized Schools: The government must invest in building more specialized schools to cater specifically to the needs of these students. Challenges Faced: Educational Psychologists Exodus: A shortage of educational psychologists exacerbates the situation. Their departure affects the well-being of students who require specialized support. Violence and Communication: Some special needs children express themselves through aggression. Teaching assistants often lack proper training to handle such situations. Budget Constraints: Schools struggle to provide adequate resources due to insufficient funding. Many end up using their own budgets to support special needs children.
The GMB asserts that these problems extend beyond Leeds and are nationwide. Following the protest, a delegation of parents and union representatives presented their case to Leeds City Council, urging immediate action to address these pressing issues.
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 by Tim Bragg. in this edition, Railway unions express outrage over significant delays in the government’s railway overhaul plans. Rooted Finance workers prepare to strike amidst allegations of anti-union tactics. At the TUC Women’s Conference, employers’ dismissal of women’s health concerns is scrutinized, with unions urging increased awareness. The PCS General Secretary reflects on the impact of Women Against Pit Closures and emphasizes their ongoing legacy. And in Coventry, Amazon workers’ strikes result in a 20% pay increase, showcasing a triumph against the retail giant despite ongoing challenges and HR interventions.
Railway Overhaul Delay Sparks Union Outrage: Passengers and Taxpayers Suffer
Unions are slamming the government’s management of railway reforms following a damning report by the National Audit Office (NAO). The report reveals significant delays and “limited progress” in the Department for Transport’s (DfT) plans to overhaul Britain’s railways. The NAO states that the majority of changes and expected savings won’t materialize until at least the next parliament. RMT and Aslef leaders criticize the government’s focus on privatization interests, calling for a publicly owned railway to benefit passengers, workers, and taxpayers.
Rooted Finance Workers Strike Amidst Allegations of Anti-Union Tactics
Front-line workers at debt advice charity Rooted Finance are set to strike following unanimous voting by Independent Workers of Great Britain (IWGB) members. Allegations of “anti-union and intimidatory tactics” by management have fuelled the dispute, which began with concerns over low pay and inadequate training. Workers have highlighted their frustration with management’s reluctance to address concerns and engage in meaningful dialogue.
TUC Women’s Conference: Employers Dismissing Women’s Health Concerns Under Scrutiny
The TUC Women’s Conference recently addressed the dismissal of women’s health concerns by employers, resulting in many leaving their professions. Teachers’ union NASUWT leads a motion calling for greater awareness of gender-sensitive health and safety issues. GMB warns that women are being forced out of work due to inadequate support and understanding, emphasizing the need for trade unions to raise awareness of intersectional gender-sensitive issues.
PCS General Secretary Reflects on International Women’s Day: Honours Women Against Pit Closures
The PCS General Secretary reflected on International Women’s Day, which was celebrated last Wednesday, paying tribute to Women Against Pit Closures during their 40th anniversary. She highlights the pivotal role of working-class women in the miners’ strike and the transformation of the working-class and feminist movements. The legacy of fearless working-class women continues as the first woman general secretary of PCS acknowledges the progress made by women workers in various sectors. The union leader emphasized the importance of standing on the shoulders of those who fought for workers’ rights.
and finally, Amazon Workers’ Strike Success in Coventry Sparks Momentum for Recognition
In a significant victory for Amazon workers in Coventry, ongoing strikes have resulted in a 20% pay increase, marking a substantial win against the retail giant. The Coventry-based employees, represented by the GMB union, initiated strikes in January 2023, with membership growing steadily to over 1,100 members. Despite Amazon’s efforts to recruit additional workers to undermine the action, a surplus of employees has replaced the use of overtime, costing the company an estimated £500,000.
As the strikes gain momentum, discussions are underway about the future emphasis of the protests, both in Coventry and at the Minworth site near Birmingham. GMB representatives in Coventry are organizing to raise a collective grievance about issues ranging from inadequate canteen food to insufficient locker sizes for workers. Management’s response to damage or delays has often been to blame the workers, creating tension on the factory floor. Workers express concerns about constant monitoring, disciplinary measures, and the pressure to meet productivity thresholds.
The success of the strikes has prompted Amazon to offer seemingly positive benefits to workers, though critics argue that these are attempts to avoid recognizing the union. Despite these wins, workers continue to face challenges, including HR interventions and ongoing disciplinary actions. With a growing core of strike leaders in Coventry, the push for recognition gains strength, demonstrating that the union has the structures and capabilities to make recognition a reality. The Coventry Amazon workers’ story reflects a broader narrative of workers standing up against corporate giants for fair treatment and improved working conditions.
Solidarity wishes you all a Happy International Women’s Day!
Origins and Early Struggles
625 words, 3 minutes read time.
The seeds of International Women’s Day (IWD) were planted in 1908, when 15,000 women marched through the streets of New York City, demanding shorter working hours, better pay, and the right to vote. It was the Socialist Party of America that declared the first National Woman’s Day a year later.
The idea to make the day international came from a remarkable woman named Clara Zetkin. In 1910, during the International Conference of Working Women in Copenhagen, she proposed the concept. At the conference, 100 women from 17 countries unanimously agreed to her suggestion.
Global Celebration Begins
In 1911, International Women’s Day was first celebrated in Austria, Denmark, Germany, and Switzerland.
Official Recognition and UN Themes
In 1975, the United Nations officially began celebrating International Women’s Day. The first theme adopted by the UN in 1996 was “Celebrating the past, Planning for the Future.”
A Day of Reflection and Action
International Women’s Day serves as a date to celebrate how far women have come in society, politics, and economics. It also reminds us of the political roots of the day, where strikes and protests are organized to raise awareness of continued inequality. The date is March 8th.
Let’s delve into some key moments in the history of women fighting for their rights:
The Uprising of 30,000 Women Shirtwaist Makers (1908):
On March 8, 1908, thousands of women garment workers marched through the streets of New York City, demanding shorter working hours, better pay, and the right to vote.
This historic demonstration led to the formation of the first permanent trade unions for women workers in the USA.
The courage and determination of these women laid the groundwork for future labor movements and women’s rights advocacy.
The Match Girls Strike (1888):
In London’s East End, teenage girls and young women toiled in the Bryant & May matchmaking factory under appalling conditions.
They faced long working hours, fines for minor infractions, and health risks due to white phosphorus exposure.
Inspired by social reformer Annie Besant’s exposé, around 200 match workers went on strike in 1888.
Their solidarity sparked sympathy strikes by 1,400 other East End workers.
The strike resulted in improved pay, abolition of fines, and better working conditions.
In more modern times the Grunwick dispute of 1976 is an example of women fighting for their rights at work. In the hot summer of 1976, women workers from the Grunwick photo processing laboratory in London took a stand.
Most of the staff were migrants of South Asian origin, working low-paid factory jobs to support their families.
Jayaben Desai, a Grunwick worker, walked out and set up a picket line, demanding respect and fair treatment.
Joined by 137 other strikers, they formed a trade union and garnered massive support.
The Grunwick strike highlighted the intersection of gender, race, and labor rights.
Clara’s idea for an International Women’s Day had no fixed date initially. However, it gained formal recognition during a war-time strike in 1917 when Russian women demanded “bread and peace.” Four days into the women’s strike, the Tsar was forced to abdicate, and the provisional government granted women the right to vote.
The date of the women’s strike on the Julian calendar, which was then in use in Russia, was Sunday, February 23rd. In the Gregorian calendar, this corresponds to March 8th, the day we celebrate International Women’s Day today.
Solidarity’s Role
As members of Solidarity, we honour the legacy of those who fought for our rights. Let us continue to stand together, amplify women’s voices, and work toward a world where every woman’s contribution is recognized and valued.
Remember, solidarity knows no boundaries—it unites us across industries, borders, and generations. Happy International Women’s Day!
