Solidarity with British Industry: Why Buying British Is More Vital Than Ever by Pat Harrington

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All political groups and unions must unite in a ‘Buy British campaign says Pat Harrington

1,235 words, 7 minutes read time.

The call to “Buy British” has never been a matter of nostalgia or jingoism. For trade unions like Solidarity and the wider Labour movement, it’s a practical, progressive tool to protect jobs, revive our manufacturing base, and build a more self-reliant, future-ready economy. Amid the upheavals of global supply chains, mounting geopolitical tensions, and the rise of protectionist policies from international powers like the United States, the case for using our collective spending power to support British industry has never been stronger.

Solidarity union has proudly led the charge, running several public campaigns urging consumers to choose British-made goods wherever possible. These campaigns are rooted in a simple yet powerful belief: when we buy British, we invest in British jobs, communities, and skills. It’s not just about waving the flag—it’s about economic justice, sustainability, and national resilience.

Historically, the Labour Party and trade unions have often championed “Buy British” initiatives during times of industrial crisis. In the 1970s and 1980s, as traditional industries faced collapse, union campaigns highlighted the importance of keeping jobs in Britain. The Transport & General Workers’ Union, for example, actively promoted British-made vehicles and products to protect domestic manufacturing. Labour governments of the past also embraced this approach. Harold Wilson praised grassroots initiatives such as the “I’m Backing Britain” campaign in the late 1960s, and the Labour manifesto of 1983 proposed import controls and prioritising British-made goods in public procurement. While these efforts were sometimes controversial, they were rooted in a shared commitment to national industrial renewal.

In more recent years, trade union federations like the TUC have published position papers advocating for a coherent industrial strategy. These documents emphasise the need for investment in high-value manufacturing, green energy, and infrastructure—areas where government procurement can and should favour domestic suppliers. Solidarity fully supports these calls and continues to argue that only with a long-term industrial plan can Britain secure its economic independence.

That said, not all political leaders have shown the same resolve. Some voices within the Labour Party have expressed hesitation. For instance, Chancellor Rachel Reeves recently stated that she would not back a consumer-focused “Buy British” campaign, arguing that such efforts risk encouraging economic nationalism. While Solidarity recognises the dangers of xenophobia or trade isolationism, we firmly disagree with this conclusion. We believe the British public should be encouraged and empowered to support local production—not out of hostility to others, but out of loyalty to the communities in which they live and work.

It is important to state clearly: Solidarity does not base its policy on a shallow anti-Americanism or target U.S. imports specifically. Our position is motivated by a sincere desire to see an independent and prosperous United Kingdom—capable of making and trading high-quality goods, resilient in the face of global shocks, and free to pursue its own economic strategy. Buying British, in our view, is not about closing ourselves off from the world; it’s about building a strong, confident nation that can compete globally from a position of strength.

This aspiration is only possible because of the freedoms we now possess outside the European Union. Many of the measures we advocate—strategic procurement, public investment in domestic industry, and local content rules—would have been difficult, if not impossible, under EU single market and state aid rules. Whatever one’s position on Brexit, it is clear that the UK is now uniquely positioned to chart its own industrial future. That opportunity must not be wasted.

We’ve seen firsthand how offshoring and deindustrialisation have hollowed out communities. Entire generations have been robbed of the skilled, secure work that once defined working-class life in Britain. Yet, instead of despair, we see opportunity: the chance to rebuild. Rebuilding the UK’s manufacturing base is not a backward-looking project. On the contrary, it’s the only credible path to long-term prosperity, especially in a world where supply lines can snap overnight and foreign governments act unilaterally to prioritise their own industries.

Take the example of the U.S. tariffs under the Trump administration—first on steel and aluminium, then on aircraft, and now the new blanket 10% tariffs and targeted car tariffs. These are not just abstract trade disputes; they’re direct threats to British workers. When tariffs shut out our exports, our factories suffer, our jobs disappear, and our communities pay the price. The only responsible response is to fight back—not with hollow slogans, but with investment, procurement, and a serious industrial strategy.

That’s why Solidarity supports the Labour Party’s calls for strategic procurement to favour UK suppliers. Labour’s proposals to rebuild manufacturing capacity, invest in green industry, and embed “Buy British” principles in public contracts are not just welcome—they are essential. The promise to make, buy, and sell more in Britain isn’t protectionism—it’s common sense. It’s about using the enormous power of public spending—over £270 billion a year—to secure good jobs, shorten supply chains, and reduce reliance on volatile global markets.

Technology sovereignty is also at stake. The UK cannot afford to be dependent on others for semiconductors, energy components, or the tools of the future economy. If we want to lead in clean energy, digital infrastructure, or medical innovation, we need to make sure we can build the necessary parts here at home. Buying British isn’t just about steel and cars—it’s about making sure the next generation of industry is made in Britain, by British workers, under decent conditions.

Solidarity’s message is clear: every purchase is a political act. When we buy a car made in Sunderland, a steel beam forged in Port Talbot, or a jacket sewn in Leicester, we’re casting a vote for good jobs, fair pay, and national self-respect. That’s why we continue to campaign not only for better trade policy, but for better choices at the till.

We urge the government—and all political parties—to take up this cause without hesitation. We must match rhetoric with resources, and slogans with strategy. Britain needs a serious industrial policy, clear local content rules in procurement, and investment in the industries of the future. The Labour Party and trade unions are right to demand these things. Solidarity is proud to stand alongside them.

Buying British is not a luxury—it is a necessity. Let’s make it a national priority.


Footnotes

  1. Trump administration imposed 25% tariffs on steel and 10% on aluminium in 2018, affecting UK exports.
  2. UK exports of cars to the US exceed £8 billion annually; Trump threatened a 25% tariff on autos in 2019 and 2025.
  3. Labour’s 2024 industrial strategy includes proposals for strategic procurement and rebuilding domestic supply chains.
  4. Solidarity union campaigns have included local business spotlights, workplace posters, and social media campaigns to encourage consumers to buy British.
  5. The TUC has long advocated for the revival of UK manufacturing and coordinated responses to trade shocks.
  6. Labour and unions called for “Save Our Steel” procurement policies during the 2015-2016 crisis and after Trump-era tariffs.
  7. The UK’s public procurement budget is approximately £270 billion per year, presenting a major opportunity to boost domestic industry.
  8. Technology sovereignty has been cited by think tanks and unions as a key pillar of future industrial resilience.
  9. The 1983 Labour manifesto proposed import controls and prioritisation of British-made goods.
  10. Rachel Reeves, April 2025: “If every country decided to only buy things produced at home, that’s not a good way forward.”

Poll Shows Overwhelming Public Support for Workers’ Rights Reforms

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A new poll conducted by the TUC and Hope Not Hate has revealed overwhelming public backing for key measures to strengthen workers’ rights across all constituencies.

Despite opposition from Conservative and Reform politicians, the survey of over 21,000 people shows that the British public—across all major political affiliations—strongly supports reforms aimed at improving job security and pay conditions.

Public Backs Key Workplace Reforms

The poll indicates strong cross-party support for policies in the Employment Rights Bill:

  • Banning zero-hours contracts: 72% of UK voters support a ban, including 65% of those who would vote Conservative and 67% of potential Reform voters. Only 15% oppose the policy.
  • Statutory sick pay from day one: 74% of voters back this measure, with 65% of Conservative-leaning and 66% of Reform-leaning voters in agreement. Just 14% are opposed.
  • Protection from unfair dismissal from day one: 73% of voters support immediate protection, including 65% of likely Conservative and 64% of likely Reform voters. Opposition stands at only 14%.
  • Greater flexibility in working hours: 74% of voters favour easier access to flexible working, with 67% of likely Conservative and 65% of likely Reform voters agreeing. Just 12% oppose the policy.

These findings highlight a significant gap between political rhetoric and voter sentiment.

Reform Party Votes Against Its Own Supporters’ Interests

The poll shows that even among Reform supporters, there is strong demand for better workplace protections.

In every constituency held by Reform—including party leader Nigel Farage’s seat—voters overwhelmingly support banning zero-hours contracts and ensuring sick pay from day one.

However, Reform MPs have consistently voted against these measures, placing them at odds with their own electorate.

Critics argue that this exposes the party’s alignment with corporate interests rather than the working people they claim to represent

By Pat Harrington

Union News 28th of January 2025

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Welcome to this week’s edition of Union News, your go-to source for updates and insights into the labour and trade union movement across the United Kingdom. Edited by Pat Harrington, Union News brings you the latest stories, campaigns, and developments shaping the world of workers and their rights.

In this edition:

Hairdresser Wins £90K Payout After Pregnancy Demotion

Princes Workers Strike Over Union-Busting and Broken Pay Deal

Historic Strike to Shut Down Major Museums

Thames Water Collapse Looms Amid Mounting Debts

Four-Day Week Gains Momentum as Future of Work in Britain

Tax Office Strikes Continue Over Sacking of Union Reps

and, Energy Bills Push 40% of Brits Into Financial Anxiety for 2025

Hairdresser Wins £90K Payout After Pregnancy Demotion

A senior stylist has been awarded almost £90,000 in compensation after an employment tribunal ruled that she had been “effectively demoted” following her pregnancy announcement. Kayleigh Flanagan, who worked at Envy Hair and Beauty, said she experienced a sudden change in attitude from her employer, Amy Jury, after disclosing her pregnancy via text message in December 2019. The tribunal found that her duties were reduced to those of an apprentice, including cleaning and making tea, instead of her usual role as a senior stylist and technician.

The tribunal heard that Ms. Flanagan was removed from the salon’s online booking system, stripped of her regular customers, and subjected to increased scrutiny over her work. In one instance, she was given a final written warning for allegedly being rude to a client and providing poor customer service. Although the warning was later downgraded to a first written warning after an appeal, Ms. Flanagan reported feeling undermined and isolated at work.

Her situation deteriorated further when she raised concerns about a lack of risk assessments regarding her pregnancy, as required by workplace regulations. Despite these complaints, no meaningful action was taken, and Ms. Flanagan went on maternity leave in April 2020. Feeling unsupported and fearing for her mental health and safety, she ultimately resigned from her role in November 2021, a move the tribunal deemed constructive dismissal.

In its judgment, the tribunal stated that Ms. Flanagan had been unfairly treated, noting that she was systematically demoted to tasks far below her qualifications and experience. The ruling concluded that her employer’s actions created an intolerable working environment, leaving her with no option but to resign. Ms. Flanagan described the ordeal as having a devastating impact on her mental health, adding that it forced her to prioritize her wellbeing and that of her family.

The tribunal ordered Envy Hair and Beauty to pay Ms. Flanagan £89,849 in compensation for constructive unfair dismissal. The case highlights the importance of protecting pregnant employees from discrimination and ensuring that workplace practices comply with legal obligations. Ms. Flanagan’s victory serves as a warning to employers about the consequences of failing to support staff during pregnancy and maternity leave.

Princes Workers Strike Over Union-Busting and Broken Pay Deal

Unite union members at five Princes Food factories have accused their employer of union-busting after threats to transfer jobs overseas. Workers, who previously agreed to a pay deal, say the company reneged on the agreement following a takeover by Italian food conglomerate Newlat. Strike action is underway across sites in Cardiff, Glasgow, Lincolnshire, Bradford, and Wisbech. Unite general secretary Sharon Graham called the company’s actions “shameful” and vowed to support workers “every step of the way.”

The dispute stems from a pay rise of 5 to 7 percent agreed under the company’s former ownership by Mitsubishi, which Unite says Newlat has refused to honour. Workers say this decision has eroded trust and left them struggling amid rising costs. The union claims that threats to relocate jobs overseas are a clear attempt to undermine the workforce’s collective power.

Unite has accused Princes of employing union-busting tactics to silence dissent, but workers remain defiant. “If Princes thinks its threats will weaken workers’ resolve, it has another think coming,” said Graham. She criticized the company for “pulling the rug out from under” employees and escalating tensions by refusing to negotiate in good faith.

The ongoing strikes have disrupted production at the factories, with union members urging the public to support their cause by boycotting Princes products. Calls for solidarity have grown louder as workers fight for fair pay and job security in the face of corporate indifference. Princes has been invited to comment on the situation but has yet to respond.

Historic Strike to Shut Down Major Museums

Security guards at three of London’s most iconic museums are preparing for a month-long strike, marking the longest industrial action in the history of these institutions. More than 100 workers at the Natural History, Science, and V&A Museums, represented by the United Voices of the World (UVW) union, are demanding £16 an hour and equal terms with directly employed staff.

The strike will bring total industrial action at the museums to 50 days, with workers calling on the public to avoid visiting these cultural landmarks during the dispute. Guards from the Young V&A Museum in Bethnal Green and the V&A East Museum in Stratford have also joined the fight for fair treatment.

Union representatives visited V&A trustee Amanda Levete to deliver a letter outlining their demands, but she declined to meet them face-to-face, promising only a written response. UVW general secretary Petros Elia has called the museums’ defense of outsourcing an example of institutional racism, pointing out the stark racial disparity between contracted guards and directly employed staff.

UVW member and V&A guard Edi Palalej said the lack of engagement from museum trustees was disappointing but not discouraging. “We are standing together to demand respect and equality,” Palalej stated.

The strike action has drawn widespread attention to the growing issue of pay disparities and working conditions in the UK’s cultural institutions. UVW has pledged to support workers for as long as necessary to achieve fair pay and treatment.

Thames Water Collapse Looms Amid Mounting Debts

Thames Water is on the brink of collapse, burdened with £19 billion in debt and facing a critical High Court hearing next month over a £3 billion emergency loan. The utility giant has warned it will run out of cash by March unless the court approves the loan, despite its high-interest rate of 9.75 percent and associated fees.

The government is reportedly exploring options to place Thames Water under special administration to keep services running. Campaigners argue the crisis highlights the failures of privatizing an essential monopoly.

Matthew Topham of We Own It said: “Thames Water’s impending collapse is the ultimate result of privatizing an essential monopoly like water. It’s time to bring water services into local, democratic public ownership.” He called for renationalization to stabilize the company and improve its standards.

The company’s financial woes have drawn criticism after Ofwat fined it £18.2 million last month for unjustified dividends totaling £158.3 million. Meanwhile, water company Severn Trent announced plans to increase shareholder dividends while raising customer bills by 47 percent over the next five years.

Public outcry continues to grow, with many calling for government intervention to ensure sustainable and affordable water services for all.

Four-Day Week Gains Momentum as Future of Work in Britain

The four-day working week is rapidly becoming the future of work in Britain, campaigners say, as over 200 employers, including a district council, have embraced the model.

The 4 Day Week Foundation is driving the push for a shortened workweek with no reduction in pay or benefits. Campaign director Joe Ryle argued that the five-day week, established a century ago, is outdated. He highlighted the successes seen by companies and public organizations, stating, “A four-day week with no loss of pay can be a win-win for both workers and employers. With more free time, people can live happier, more fulfilling lives.”

The Trades Union Congress (TUC) also supports the shift, citing benefits such as improved productivity, cost savings, and stronger employee retention. TUC general secretary Paul Nowak emphasized the importance of flexibility, noting that while not all jobs can support a four-day week, some form of flexible working is possible for all roles.

Campaigners and unions are calling for broader adoption of the four-day week, positioning it as a key step toward a more balanced and productive future for workers and businesses alike.

Tax Office Strikes Continue Over Sacking of Union Reps

Workers at HMRC’s Benton Park View office in Newcastle are striking for two months in protest against the sacking of three union representatives who led walkouts last year. Rachel Farmer, Gordon Askew, and Joel Hamilton were dismissed in early 2024 after spearheading national action over pay and pension restoration. The PCS union claims the dismissals are an attack on union rights.

Rachel Farmer, a 20-year civil service veteran, described the experience as a “shock to the system” but vowed to keep fighting. Acting PCS branch secretary Angie Foggett said the workplace has become toxic, with employer relations at an all-time low. “This is an attack on our branch and an attack on democracy within the civil service,” she said.

The strikes have disrupted critical services during tax self-assessment season, with customers facing long wait times due to understaffed call centers. Union members insist the campaign will continue until management agrees to negotiate.

The dispute has drawn widespread solidarity from other unions and workers, underscoring the broader fight against anti-union practices. Foggett emphasized the importance of standing together, saying, “An attack on one is an attack on us all.”

Strikes and picket lines are set to continue until February 14, with calls for unionists to show their support.

and finally, Energy Bills Push 40% of Brits Into Financial Anxiety for 2025

Over 40% of adults in Britain expect their finances to worsen this year, with rising energy bills cited as the primary cause, according to the StepChange Debt Charity. Of those anticipating financial strain, 59% blame higher energy costs, while 17% report constant money worries. Women are particularly affected, with 58% more anxious about finances compared to 48% of men.

Since 2021’s energy crisis, British energy companies have amassed £457 billion in profits by mid-2024, as reported by the End Fuel Poverty Coalition.

StepChange’s chief executive, Vikki Brownridge, warns of worsening financial uncertainty, especially for women and parents, stressing that these challenges are long-term and require urgent support. Nearly 4,000 people sought debt advice on Christmas Day alone, underscoring the strain.

The findings highlight the urgent need for action as families face another difficult year.

By Maria Camara

Solidarity Union Fights for Fair Sick Pay in the UK

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The Solidarity union has thrown its full weight behind the campaign to raise Statutory Sick Pay (SSP) in the UK. At just £109.40 per week, SSP currently amounts to less than £3 per hour for a full-time worker. This figure falls shockingly short of the minimum wage, leaving sick workers struggling to cover basic living costs. The inadequacy of SSP has been a long-standing issue, but the cost-of-living crisis has brought its dire consequences into sharper focus.

A Global Perspective

When compared to other developed nations, the UK’s SSP is embarrassingly low. In Germany, sick workers can receive up to 70% of their salary for a duration of up to 78 weeks. France offers 50% of the worker’s salary for up to six months, with additional employer contributions often making up the difference. Meanwhile, the UK’s flat-rate SSP not only fails to account for actual earnings but is also among the lowest in the OECD. It’s a policy that punishes the sick and entrenches inequality.

Labour’s Silence is Deafening

While unions like Solidarity are leading the call for reform, the Labour Party has been disappointingly quiet. This is particularly troubling given Labour’s historic commitment to workers’ rights. The party’s leadership has yet to outline a clear policy on SSP, leaving many to wonder whether it is truly prepared to champion the needs of working people. Solidarity is urging Labour to step up and back a meaningful increase in SSP that reflects the cost of living and restores dignity to workers.

Unions United

Solidarity is not alone in this fight. The Trades Union Congress (TUC) has repeatedly called for SSP to be raised to match the real living wage. Unite the Union and GMB have also highlighted the human cost of low SSP, citing examples of workers who have been forced to choose between health and financial survival. This coalition of voices underscores the growing recognition that the UK’s sick pay system is broken and in urgent need of reform.

A Call for Action

Pat Harrington, General Secretary of the Solidarity union, has been unequivocal in his demand for change: “The current rate of SSP is not just inadequate; it’s an insult to working people. No one should have to face financial ruin because they’re too unwell to work. Solidarity is committed to campaigning for an increase that brings SSP in line with the real living wage. We call on the government and the Labour Party to address this injustice without delay.”

What’s Next?

The campaign to raise SSP is gaining momentum, but it will take sustained pressure to achieve meaningful change. Solidarity is calling on all workers to join the fight, whether by supporting union campaigns, contacting their MPs, or sharing their stories of how low SSP has affected them. Together, we can push for a system that values health and protects the vulnerable.

It’s time for the UK to catch up with the rest of the developed world and ensure that no worker is left behind when they need support the most.

By Maria Camara

Reform and Tories vote against workers’ rights

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328 words, 2 minutes read time.

In a significant move for workers’ rights, the Employment Rights Bill has successfully passed its second reading in the Commons, despite facing opposition from Tory and Reform MPs. This landmark bill, which enjoys widespread support from the electorate, including those who traditionally vote for right-wing parties, promises to usher in a new era of protections for workers.

The TUC has expressed its disappointment in the Tory and Reform parties stance, stating that their vote against the bill reveals a disregard for the welfare of working people. The bill’s provisions, which include immediate protection against unfair dismissal, entitlement to sick pay, and restrictions on zero-hours contracts and the controversial ‘fire and rehire’ practices, are seen as essential steps in safeguarding workers’ rights.

TUC general secretary Paul Nowak commented on the passage of the bill, highlighting the contrast between the bill’s intentions and the actions of the Conservatives and Reform. “At a time when so many are suffering in precarious and low-paid jobs, it’s disheartening to see these parties oppose measures that would improve the lives of millions,” he said.

Pat Harrington, General Secretary of Solidarity union commented, “Tories voting against the Bill was to be expected. The Reform MPs voting against shows that despite their spin that they are the champions of ordinary people they are not. They use Populist slogans but when you see how they vote it’s clear that they are no friends of the people.”

Labour MP Ian Lavery praised the bill as a pivotal move towards rectifying the injustices faced by the working class, a sentiment echoed by many of his colleagues. However, the debate also brought to light concerns over the bill’s silence on insourcing, with left MP John McDonnell cautioning that this omission could lead to industrial action within government departments.

The passage of the Employment Rights Bill marks a hopeful turning point for employment rights in the UK, signalling a commitment to creating a fairer and more secure working environment for all.

By Maria Camara

Union News 31st of July 2024

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535 words, 3 minutes read time.

Welcome to Union News, your guide to what’s happening in the UK and trade union movement. Reporting is by Pat Harrington and music is from Tim Bragg. In this weeks edition: Call for Stronger Health and Safety Laws, G4S Job Centre Guards Launch New Strike, Workers Rally to Save Grangemouth Refinery and finally, Mixed Reactions to Junior Doctors’ Pay Deal.

Call for Stronger Health and Safety Laws

Union leaders are pressing the new Labour government to enhance the Health and Safety at Work Act (HSWA) and secure funding for enforcement to cut workplace fatalities. Marking the HSWA’s 50th anniversary, the TUC emphasized the need for continued progress and investment in workplace safety. TUC General Secretary Paul Nowak highlighted the Act’s success in saving thousands of lives but warned that recent Tory cuts have put workers at risk. With Britain averaging over 100 work-related deaths annually, Nowak called for fresh funding and collaborative efforts to boost safety measures. Hazards Campaign Chair Janet Newsham echoed the need for more investment, stressing the Act’s importance and advocating for a robust health and safety system .

G4S Job Centre Guards Launch New Strike

Hundreds of G4S security guards at job centres are set for a 10-day strike demanding better pay.

Public and Commercial Services (PCS) union members employed by the private security company as job centre security guards started a week-long strike this Monday.

The union said its members will now walk out alongside colleagues in the GMB union on weeks beginning August 12 and 26.

PCS General Secretary Fran Heathcote criticized G4S for underpaying workers despite their significant profits. G4S claimed PCS lacked a recognition agreement for negotiations, but the GMB union countered, accusing G4S of offering a misleading pay deal that amounts to a real-terms cut. The dispute has seen GMB membership double, with G4S facing investigation for using agency staff to undermine the strike .

Workers Rally to Save Grangemouth Refinery

Scottish workers will gather in Grangemouth this Saturday to fight for the future of the Petroineos oil refinery and its 2,000-strong workforce. The refinery, crucial to Scotland’s economy, faces closure in 2025. Unite’s Keep Grangemouth Working Campaign is pushing for a green transition plan to save jobs. Recent discussions with the government have led to potential funding for low-carbon projects at the site. Unite’s General Secretary Sharon Graham and Scottish Secretary Derek Thomson have noted a positive shift in government attitude, emphasizing the importance of getting the transition right for workers and the community.

and finally, Mixed Reactions to Junior Doctors’ Pay Deal

Rachel Reeves described the proposed pay deal for junior doctors as a minimal cost compared to the losses from NHS strikes. The new offer, which includes a 22.3% pay package, aims to discuss the wage gap but has received mixed reactions. BMA’s junior doctors committee recommends the deal, noting it changes the current trajectory but falls short of full pay restoration. Junior doctors, who have held 44 days of strikes, will vote on the offer, with some expressing dissatisfaction and calling for continued action. The deal includes a backdated pay rise and future increases, but many argue it doesn’t adequately discuss long-term pay issues.

Picture credit
Grangemouth: By User:John, CC BY-SA 3.0, https://commons.wikimedia.org/w/index.php?curid=2459867

Union News 14th of May 2024

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1,969 words, 10 minutes read time.

Welcome to Union News This week: Government Benefit Overhaul Sparks Criticism from Campaigners, WASPI Women Await Compensation: Prime Minister Faces Tough Questions, Teachers ‘Morally Blackmailed’ into Excessive Workloads, Union Warns, High Court Greenlights Challenge to Government’s Anti-Strike Laws, Firefighters Urged to Refrain from Assisting Police in Removing Pro-Palestine Protesters, BrewDog Founder James Watt Steps Down as CEO Amid Controversy, and finally, BrewDog Founder James Watt Steps Down as CEO Amid Controversy. Reporting is by Pat Harrington and music is from Tim Bragg.

Government Benefit Overhaul Sparks Criticism from Campaigners

Campaigners are voicing sharp criticism against the government’s recent benefit overhaul, arguing that it pushes single mothers and others on razor-thin margins deeper into financial instability.

Under the new rules implemented today, universal credit claimants earning less than £892 will be required to search for additional or higher-paying work. Failure to meet these expectations could result in the loss of benefits altogether.

The threshold has notably increased from £617 for individuals and £988 for couples. Now, individuals are expected to earn at least £1,437, a significant jump.

This means that individuals working less than 18 hours a week on minimum wage will now have to actively seek more employment opportunities. Additionally, those working less than half of a full-time week will face more frequent meetings with their work coach to boost earnings or risk penalties.

The Department for Work and Pensions estimates that around 180,000 people will be affected by these changes.

Prime Minister Rishi Sunak defended the reforms, stating that “welfare should always be a safety net and not a lifestyle choice.” He believes the changes will help more people on universal credit transition into well-paid jobs and achieve financial independence.

However, Michael Clarke, head of information programmes at anti-poverty charity Turn2us, disagrees. Clarke argues that the threshold rises severely challenge those juggling jobs with irregular or fluctuating incomes and balancing responsibilities like childcare.

“For single mothers and others on razor-thin margins, these adjustments risk tipping them into crisis, exacerbating financial insecurity and mental stress as they struggle to meet the new demands,” Clarke stated.

He emphasized the importance of a support system that truly aids those in need rather than penalizing them.

These reforms come in the wake of other welfare changes announced by Mr. Sunak last month, including a review into Personal Independent Payment (PIP), a non means-tested benefit aiding individuals with extra costs due to long-term disability or ill health.

Sunak pledged to reduce the number of those with mental health conditions claiming PIP and introduce a more “rigorous” approach, sparking criticism from campaigners who accuse him of launching a “full-on assault” on disabled people.

WASPI Women Await Compensation: Prime Minister Faces Tough Questions

During this week’s Prime Minister’s Questions session, SNP MP Chris Law directed a pointed query to Prime Minister Rishi Sunak regarding the much-anticipated compensation for WASPI (Women Against State Pension Inequality) women. Law pressed, “Can the Prime Minister finally set out when the WASPI women will receive the compensation they rightly deserve?”

The discussion referenced a motion passed by the Scottish Government advocating for “compensation in full” for the 3.8 million affected women. Responding to the inquiry, Sunak acknowledged the gravity of the issue, stating, “I understand the strong feelings across the Chamber on this topic, and the desire for urgency in addressing them.” He emphasized the need to meticulously review the comprehensive findings of the ombudsman’s five-year investigation before providing an update to the House.

The awaited report from the Parliamentary and Health Service Ombudsman (PHSO), released in March, recommended payments ranging from £1,000 to £2,950, urging Parliament to take decisive action on the matter. Echoing sentiments from various MPs, who have advocated for larger payouts, the Prime Minister highlighted the government’s commitment to ensuring pensioners’ dignity and security in retirement, citing recent increases to the state pension.

Members of the PHSO, appearing before a parliamentary committee, suggested that some WASPI women might merit payments exceeding the recommended levels outlined in the report. Interim PHSO ombudsman Rebecca Hilsenrath acknowledged the possibility of direct financial loss for certain individuals beyond those included in the sample cases studied.

WASPI chair Angle Madden reiterated the urgency of the matter, underscoring the financial hardships faced by many women as a result of delayed pensions. Madden emphasized the significant impact on those who had sacrificed full-time employment to care for loved ones, asserting the tangible financial consequences of such decisions.

As pressure mounts and expectations heighten, the quest for equitable compensation for WASPI women remains at the forefront of political discourse, underscoring the need for swift and substantive action to address this longstanding injustice.

Teachers ‘Morally Blackmailed’ into Excessive Workloads, Union Warns

Amid mounting concerns over the working conditions of teachers in Scotland, the Scottish Secondary Teachers Association (SSTA) has sounded the alarm, accusing educators of being “morally blackmailed” into accepting unsustainable levels of unpaid work.

Addressing delegates at the SSTA’s annual conference, union president Stuart Hunter highlighted the pervasive culture of excessive workloads, attributing it to a sense of obligation driven by the belief that additional tasks are necessary “for the sake of the kids.” Hunter lamented the toll this phenomenon takes on teachers’ mental health and called for an end to the cycle of emotional manipulation.

In the backdrop of Glasgow’s decision to slash 450 teaching positions over the next three years, Hunter criticized the lack of support for educators, noting the absence of vital roles such as social workers and educational psychologists. He denounced budget cuts as a political tactic, accusing authorities of prioritizing austerity measures over the well-being of teachers and students.

Meanwhile, the National Association of Schoolmasters Union of Women Teachers (NASUWT), hosting its own conference, highlighted the escalating crisis of violence and abuse faced by teachers in schools. NASUWT’s Scotland official, Mike Corbett, emphasized the urgent need for measures to address the effects of this alarming trend, citing recent incidents of weapon attacks on school premises.

Teachers’ safety concerns have been met with calls for immediate action from the Scottish government. While acknowledging the need for enhanced well-being support for school staff, officials stated that over £2 million has been allocated since October 2020 to address these issues.

As teachers and unions continue to raise the alarm on unsustainable workloads and safety risks in schools, pressure mounts on authorities to prioritize the welfare of educators and students alike in Scotland’s education system.

High Court Greenlights Challenge to Government’s Anti-Strike Laws

In a significant legal development, the High Court has granted permission for a judicial review of the government’s controversial Strikes (Minimum Service Levels) Act 2023, a move hailed as a victory for workers’ rights.

Civil Service union PCS will spearhead the challenge against the legislation, which grants employers in specific sectors unprecedented powers to enforce minimum service levels during strike actions, effectively compelling workers to undermine their own protests or risk dismissal.

Both PCS and the Trades Union Congress (TUC) welcomed the court’s decision, viewing it as a crucial step in combating what they perceive as an assault on trade union freedoms.

PCS General Secretary Fran Heathcote condemned the government’s attempt to curtail workers’ right to strike, highlighting the effectiveness of previous strike actions undertaken by PCS members in securing concessions. Heathcote vowed to resist any erosion of workers’ rights and expressed gratitude for the opportunity to challenge the legislation through legal avenues.

TUC General Secretary Paul Nowak echoed these sentiments, characterizing the Strikes Act as a regressive measure that undermines the fundamental right to strike. He criticized the government’s persistence in pushing through these reforms despite warnings about their potential unlawfulness and detrimental impact on industrial relations.

This legal setback for the government comes on the heels of private rail operators’ refusal to enforce minimum service regulations on striking train drivers represented by the union Aslef. The defiance of these regulations underscores the deep-seated resistance among workers to what they perceive as unjust constraints on their ability to collectively bargain and protest.

As the legal challenge gains momentum, workers and unions remain steadfast in their commitment to safeguarding the right to strike and challenging legislative measures that impede their ability to advocate for fair wages and working conditions.

Firefighters Urged to Refrain from Assisting Police in Removing Pro-Palestine Protesters

In a show of solidarity with the pro-Palestine movement, the Fire Brigades Union (FBU) has issued a directive to its 32,000 members, urging them not to aid police in evicting protesters engaging in rooftop occupations of British factories manufacturing weapons for Israel.

The call to action comes in response to an incident in Leicester where firefighters from the Leicestershire Fire and Rescue Service were summoned by police to address an occupation staged by supporters of the direct action group Palestine Action at the Israeli-owned Elbit Tactical Systems factory.

During the operation, firefighters were observed using an aerial appliance to remove a protester from the occupied building, sparking controversy over their involvement in what some perceive as a law enforcement activity.

In a message to firefighters following the incident, FBU General Secretary Matt Wrack underscored the primary role of firefighters in saving lives and protecting communities, emphasizing that there is no justification for their involvement in the removal of protesters. Wrack reiterated the union’s stance in supporting the rights of protesters and advocating for peace and justice in Gaza.

The FBU’s directive advises members to refrain from participating in law enforcement activities alongside the police, particularly in situations involving the removal of protesters. This stance aligns with previous instances where firefighters have declined police requests for assistance during rooftop occupations of arms factories targeted by campaigners.

John Nicholson of Greater Manchester Friends of Palestine recalled an occasion when firefighters, upon being informed of the FBU’s policy on Palestine, opted not to assist police in removing protesters during an occupation at an Elbit UK factory in Oldham.

As tensions escalate in the region, pro-Palestine protests are expected to continue across Britain this weekend, highlighting ongoing international concerns over Israel’s military actions in Gaza and the plight of Palestinians seeking refuge amidst the conflict.

and finally, BrewDog Founder James Watt Steps Down as CEO Amid Controversy

James Watt, co-founder of the Scottish brewery and pub group BrewDog, has announced his decision to transition to the newly-created role of “captain and co-founder,” retaining his shares in the company. This move will see Chief Operating Officer James Arrow assume the position of CEO, marking a significant shift in leadership for the company.

Established in Fraserburgh, Aberdeenshire, in 2007 by Watt and Martin Dickie, BrewDog has grown to encompass breweries and pubs worldwide, while maintaining its headquarters in Ellon, Aberdeenshire. Reflecting on his tenure as CEO, Watt expressed gratitude for the journey of the past 17 years, acknowledging the highs and lows experienced during his time at the helm.

However, Watt’s leadership has been marred by controversy in recent years, with BrewDog facing criticism over its marketing campaigns and workplace culture. Former employees publicly accused the company of fostering a “culture of fear” and “toxic attitudes” towards junior staff in an open letter in 2021. Furthermore, BrewDog drew ire earlier this year for its decision to abandon its commitment to the real living wage in favour of the minimum wage for new hires.

The announcement of Watt’s departure has been met with celebration by members of Unite, the union representing workers across BrewDog. Bryan Simpson, lead organiser for the hospitality sector at Unite, criticized Watt for presiding over a culture of bullying and mistreatment within the company. Simpson emphasized the need for BrewDog to address the concerns raised by workers and urged the company to prioritize improving pay and conditions in collaboration with the union.

As BrewDog undergoes this transition in leadership, it faces the challenge of rebuilding trust and addressing longstanding issues to foster a more positive and inclusive workplace environment for its employees.

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By https://www.facebook.com/brewdogofficial/?brand_redir=365381716870623, Fair use, https://en.wikipedia.org/w/index.php?curid=69878398

Union News (30 March 2024)

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828 words, 4 minutes read time.

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.

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Special Congress of the TUC Addresses Legal Restrictions on Trade Unions

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552 words, 3 minutes read time.

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

Proposed Legislation Threatens Workers’ Right to Strike, Says Solidarity Union

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The government’s proposed Strikes (Minimum Service Levels) Bill has been criticised by Patrick Harrington, General Secretary of the Solidarity union, who believes that the legislation poses a threat to workers’ ability to protect their pay and working conditions through strike action. The bill grants Ministers the power to create regulations within six sectors, including health, education, and transport, which would compel workers to work during strikes. Employers would issue work notices specifying who must work and their assigned tasks. Failure to comply could result in worker dismissals and significant damages for unions. The first sectors to be affected would likely be ambulance services, fire departments, and rail networks, as the government aims to expedite the implementation of the new rules by summer.

The Trades Union Congress (TUC) contends that this legislation undermines democracy by forcing workers to cross picket lines even if they have participated in a lawful strike vote. The government’s own analysis warns that the legislation may actually lead to an increase in strikes. It also overlooks the measures workers already take to ensure essential services are maintained during industrial action. Furthermore, the bill introduces the possibility of sacking workers for engaging in strike action that has been democratically approved, removing their protection from unfair dismissal within the first 12 weeks of a strike. This reversal of the government’s initial commitment to safeguard workers from penalties is seen as a severe infringement on individual freedoms.

The legislation also places significant burdens on unions. They are required to take “reasonable steps” to prevent their members identified in work notices from participating in strikes. Failure to do so may result in injunctions halting the strike or imposing substantial damages, costs that are ultimately borne by union members through their subscriptions. The cap for damages has recently been raised to £1 million. However, the legislation lacks clarity in defining what constitutes “reasonable steps,” leaving trade unions uncertain about their responsibilities. The TUC views this requirement as a significant encroachment on union freedoms.

While ministers argue that the proposed system aligns with those in France, Spain, and Italy, European unions disagree. The European Trades Union Congress contends that the UK already has some of the most restrictive strike regulations in Europe, and the government’s plans would further deviate from democratic norms observed across the continent.

The proposed legislation fails to address the concerns of workers who have endured a prolonged wage squeeze, with public sector employees experiencing more significant wage gaps compared to their private sector counterparts. For instance, NHS nurses’ real wages have decreased by £5,000 since 2010, while midwives and paramedics face a reduction of over £6,000. The bill offers no solutions for these workers or the ongoing industrial disputes they face. Additionally, it provides no support for the public, who have borne the consequences of austerity measures over the past decade.

Solidarity urges individuals to join the campaign and defend the right to strike, emphasizing that every working person is under attack from these proposed laws.

You can start by signing the petition here.

Emergency protest: Protect the right to strike

Join the TUC organised protest in Westminster this Monday to demand that MPs reject the Strikes Bill & to demand that opposition parties commit to repeal the Strikes Bill. Date Monday, 22 May 2023 – 18:00 to 20:00
Location
Parliament Square
London
SW1P 3JX
United Kingdom