Jun 25, 2021

Since the beginning of the pandemic, we’ve been fighting to protect UNISON members who are at the forefront of the COVID-19 response. We are working proactively with the UK governments, employers, and other bodies to keep you safe at work and will continue to do so as lockdown measures ease across the UK. However, easing measures across the UK may be delayed or altered as circumstances change, with new concerns about the spread of variants of the virus.

All four governments continue to advise that people work from home if it is reasonable to do so, but ‘shielding’ for vulnerable people has been paused since 1 April 2021.

Latest government advice for England

Do I need to have the COVID-19 vaccine?

The COVID-19 vaccine has now been offered to most people in the over-50 age groups, as well as care home residents, health and care staff, and the clinically extremely vulnerable. It is now being extended to all people over 18 in many areas of the UK.

The vaccine will be administered in two doses.

Even if you and the people you work with have been vaccinated, you should continue to follow infection prevention control measures and wear appropriate PPE. The vaccine provides increased protection, but the safety measures that have been in place since the start of the pandemic are still necessary.

If your employer is asking you to reduce safety measures after being vaccinated, you should contact your UNISON branch for advice.

Please see specific information for healthcare staff on our Health sector page

Social care workers who have not yet received a vaccine can book one directly on the NHS website; see our specific information for social care staff.

The TUC’s view is that getting vaccinated must not be made a condition of employment or access to public services and that staff should be given paid time-off to get vaccinated.

National information on the vaccination programmes in:

Our statement on the Vaccination Programme

We fully support a speedy, safe and effective roll-out of the Government’s vaccination programme.

The programme should continue to be under the management and direction of the NHS, and we acknowledge a clear role for other partners such as pharmacies and local authorities in delivering the vaccine locally.

We believe the programme is the light at the end of the tunnel and we are happy to work with others to play our part.

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Can I get tested for COVID-19?

Find out if you are eligible for a test and get Guidance on coronavirus testing.

You can get regular rapid lateral flow tests if you do not have symptoms of coronavirus (COVID-19).

Find out more and book test or order home test

If you test positive for COVID-19 with a lateral flow test you will need to self-isolate and book a PCR test to confirm the result.

Testing is voluntary and your employer should not insist you request a test.

See more information for the devolved nations:

Does mass testing make it safe for me to return to work?

Staff who can work from home should continue to do so during the current lockdown.

Mass testing should not be used by your employer to require you to come into the workplace.

Current advice is that mass testing currently does not eliminate risk, and there is still uncertainty regarding the accuracy of the methods currently in use.

Where it is necessary for you to go to work, any mass testing (such as “lateral flow” tests) must be used along with infection prevention and control measures, as required by government guidance and workplace risk assessments.

Where an employer uses PCR testing this should remain in place.

If you think you or someone you live with has coronavirus

For the latest information on symptoms, what you should do and how long you should self-isolate, see the “staying at home information” from the NHS:




Northern Ireland

The self-isolation period is now 10 days.

What should my employer do if any staff test positive for COVID-19?

Employers in England must ensure any of their staff self-isolate if they have

  •  tested positive for coronavirus
  • been in close recent contact with someone who has tested positive and received a notification to self-isolate from NHS Test and Trace

Employers may need to keep staff informed about COVID-19 cases in their workplace but should not name the individual. In any case, employers should take all reasonable steps to prevent infection by regular cleaning and by encouraging good hygiene practice.

If there is more than one case of COVID-19 in a workplace, employers should contact their local health protection team to report the suspected outbreak who then will then undertake their own risk assessment, advise the employer on what further steps may be required.

Further advice on what employers should do, including the support they should provide for staff who are required to self-isolate is available on the government website.

There may be additional steps your employer is required to take depending on the sector you work in.

If you work in Scotland, Wales or Northern Ireland you should go your own country’s advice pages. See the links at the top of the page.

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If I have to self-isolate, will I be paid?

If you can’t work?while you are?self-isolating because? of? COVID-19, statutory sick pay (SSP) is now available from the first day you are off sick.  If you are self-?isolating but you are not sick, you may be expected to work from home, on full pay.

Speak to your UNISON branch if you need help to understand what pay you are entitled to or if you are concerned that your employer is not following the guidance on self-isolation.

If you live with someone who has symptoms of coronavirus, you can get an isolation note to send to your employer as proof you need to stay off work.? You do not need to get a note from a GP.

Get an isolation note

If you are paid less than £120 a week you will be able to access Universal Credit or Contributory Employment and Support Allowance more easily.

If you’re on a zero-hours contract you are not entitled to statutory sick pay unless you can demonstrate that you earn at least £120 per week from your employer.

We’re urging the government to help those on zero-hours contracts.

If you get contractual sick pay (a rate agreed by your employer), it’s good practice to ensure that such absence is not counted towards any sickness absence policy triggers points.

This has been agreed for NHS staff and the majority of local government staff (ie those covered by national joint council (NJC) terms and conditions and the Scottish Joint Council).

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If you are disabled, over 70 or have an underlying health condition or were previously told to shield

People who are disabled, pregnant, over 70 or have an underlying health condition should take extra precautions to stay safe during the coronavirus pandemic and may have previously been told to ‘shield’.

On 1 April 2021 government advice on ‘shielding’ for disabled and vulnerable people changed, as ‘shielding’ was paused. People in this group should have received letters from the NHS informing them of the new advice.

Read our updated advice for people who are vulnerable, were previously shielding, or have family members who were previously shielding.

If you have been asked to shield and you work in a school, please see the joint union guidance for vulnerable workers (PDF).

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Should I be working from home?

During the current lockdown, the governments in all four nations advise that you should stay at home, and that includes working from home where it is reasonably possible for you to do so.

Read our Coronavirus and home-working guidance

What if I have to go to my regular workplace?

Your employers must have carried out a risk assessment to ensure that your workplace meets government guidelines and do everything they reasonably can to make your workplace ‘COVID-secure’.

Read’s up to date guidance on what employers need to do to make workplaces ‘COVID-secure’.

Employers should consult staff and union safety reps on any proposals regarding making the workplace safe, regarding making the workplace safe, before you return to the workplace.

With schools now open, we have specific advice for schools and early years workers.

See also the joint union safety checklist for schools (PDF)

If you have concerns about attending your workplace speak to your local UNISON rep and discuss any issues with your employer.

Employers must, in particular, consider the risks to staff who are most vulnerable to infection, so please refer to our advice for those are Black, disabled, over 70 or have an underlying health condition.

If you work in Scotland, Wales or Northern Ireland please refer to your own country’s advice pages.

For more information on what employers should do to keep their workplaces safe, please read our How to work safely leaflet (PDF).

What is a risk assessment?

If you are attending your normal workplace, your?employer must have undertaken a risk assessment to meet the government’s guidance on making workplaces COVID-secure.

A risk assessment is what an?employer?must do to keep their workers and anybody else who may use their workplaces, safe from harm?and must be ‘adequate’, ‘suitable and sufficient’.

It identifies workplace hazards that are likely to cause harm to employees and visitors. COVID-19 is such a hazard and so employers must put in place measures to prevent its spread.

Employers must set out the measures they will take to address the hazards the risk assessment has identified. These must be kept under constant review taking into account changes such as changing government guidance, technological developments (such as vaccines, test and tracing), and increased understanding of how the virus is transmitted (by for example new variants etc).

Employers?must?identify all those for whom they have a duty of care, whether they are staff or service-users, who are classed as being either at most or moderate risk from COVID-19.

Research has shown that Black, disabled and other vulnerable workers are at increased risk of infection, serious illness and death through COVID-19.

Further information can be found in our sector-specific advice (links at the top of the page). The joint unions have published joint guidance for the fuller opening of schools.

More detailed information about risk assessment

We need you to help us make workplaces safer: Find out how to become a Safety Rep

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What if I don’t feel my workplace is safe?

We believe that our members should never be in a situation where they might endanger themselves and others in the course of doing their jobs.

Putting you in that situation is potentially a breach of health and safety law and may spread coronavirus to people in high-risk groups.

As a last resort, when faced with a dangerous working environment which cannot reasonably be avoided, every employee has the right not to suffer detriment if they leave, or refuse to attend their place of work (or take other appropriate steps) in circumstances where they reasonably believe there is a risk of being exposed to serious and imminent danger (section 44 of the Employment Rights Act 1996).

Although this is very much a right of last resort, the context of a situation will be key to whether refusing to return to work or any other steps are appropriate.  This means that an employee cannot automatically refuse a reasonable instruction to return to work without a good reason.

If you feel you are being put at risk it is crucial to get advice and discuss the situation with your UNISON representative. Contact your branch and if needed you can seek advice from our regional office or legal team.

If you think you’re being discriminated against

The Equality Act 2010 gives workers with protected characteristics, including disabled, pregnant, Black, LGBT+ and women workers, certain rights, including protection from direct and indirect discrimination.  For example, employers must ensure that they do not make discriminatory decisions when selecting workers for furloughing and they must continue to provide reasonable adjustments to disabled workers working from home or being redeployed.

The Equality and Human Rights Commission has produced guidance for employers in the light of COVID-19.

If you think you are being discriminated against contact your UNISON branch.

We have been pushing the government to address the disproportionate impact of the crisis on protected groups and we have responded to the parliamentary Women and Equalities Committee inquiry into this issue.

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Social distancing in the workplace

Your employer is required to keep your workplace COVID-secure through social distancing, good hygiene and other measures including wearing face coverings.

Our How to work safely guide (PDF) explains more.

If you live or work in Northern Ireland, Scotland or Wales you are advised to go your own country’s advice pages (see links at the top of the page).

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Do I need to cover my face in the workplace?

Different regulations exist for wearing face coverings in different parts of the UK. advice on face-coverings

Also read our guidance on PPE for more information.

Face coverings such as a scarf, bandana or mask must not be used as a replacement for PPE.  They do not provide the protection against the risk of infection that PPE such as certified face masks do.

Advice may also vary according to the sector you are working in. Please ensure that you check the up to date information on our sector advice pages at the top of this page.

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A well-ventilated workplace is essential to reduce the risk of COVID infection.

Employers are legally required to ensure that workplaces have an adequate supply of fresh air, either through natural ventilation such as opened windows or mechanical systems.

We expect employers to assess the effectiveness of workplace ventilation and take steps to make improvements such as not recirculating air or reducing room capacity.  Assessments should also include the risks to staff who drive workplace vehicles and those whose work involves visiting people in their own homes. advice on ventilation

Do I need Personal Protective Equipment (PPE)?

This depends on what you do, where, and with who you work. You are more likely to require PPE if you are providing direct care to service users, or cleaning premises contaminated by COVID-19.

The best protection against COVID-19 is, if possible, to remove yourself and other from any sources of infection. That is why measures such as working from home, testing, social distancing, social bubbles, fixed teams, hand hygiene and shielding those most at risk are most effective. Sometimes these measures are insufficient or not practical, and this will mean some form of PPE may be required. Our PPE guide provides further advice on this.

It’s important that PPE is concentrated on those who need and are trained in its use. Unnecessary and incorrectly used PPE may put yourselves, colleagues, family and friends at additional risk. The virus lives longer on plastics than ordinary clothes, so if not correctly used and disposed of items such as masks can become vessels for spreading infection.

Read more on our PPE page

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How does the Job Retention Scheme (furlough) work?

The UK government announced the extension of the ‘Coronavirus Job Retention Scheme’ in a bid to avoid mass redundancies.

The Job Retention Scheme (JRS) is now extended until the end of September 2021.

Further information on furlough and the Job Retention Scheme.

UNISON’s legal guidance on the JRS, furlough and redundancies

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What help is available if I am struggling financially?

Our charity for members, There for You, has reopened its COVID-19 response fund, offering grants of up to £500 to help those whose household incomes have been affected by coronavirus. You can check if you’re eligible and apply here.

If you are on a low income you may be entitled to Universal Credit.

The government announced on 20 March 2020 that Universal Credit will be increased by £20 per week (£1,000 a year). Working Tax Credit will also be increased by £20 per week (£1,000 a year).

You might also be entitled to more help with your rent. The government has announced that the Local Housing Allowance will be increased to cover more people’s rents.

Use our benefits checker to see what you’re entitled to.

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What happens if I receive sickness or disability-related benefits?

Face-to-face health assessments for sickness and disability benefits remain suspended. Interviews and assessments will be done by telephone.

Find out more on the website

This means you should continue to receive PIP (personal independence payments), ESA (employment support allowance) and industrial injuries disablement benefit without having to attend a face-to-face appointment but you may be contacted to complete a review or re-assessment form.

Government guidance on claiming benefits in light of COVID-19

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What if childcare is a problem?

Do I have to go to work if my children can’t go to school or childcare is not available?

If you need to stay at home to look after your children, you are legally entitled to unpaid dependant leave.  However, many UNISON members will be entitled to paid dependant leave due to agreements negotiated with their employer.

We advise that you explain your situation to your employer, and we would expect your employer to be reasonable in accommodating your circumstances. Some employers have specific arrangements to support parents during the current pandemic.

Read our guide for people with caring responsibilities.

The TUC is calling for a temporary legal right to access the furlough scheme for parents and those with caring responsibilities who have had these significantly disrupted due to coronavirus restrictions. See details of recent research and recommendations (Jan 2021).

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Are Black workers more at risk from COVID-19?

We are concerned about the disproportionate impact of COVID-19 on Black workers and the wider impact on racism that the pandemic is having.

Read the interview with our Head of Equality Gloria Mills

All employers must do an overall risk assessment of the workplace, but they should also carry out a risk assessment specifically for Black staff. The risk assessment should be thorough and take account of your specific circumstances.

Your employer should act immediately on the findings of their risk assessment. This does not necessarily mean treating you exactly the same as other staff, but instead responding to your individual needs and circumstances.

It is also important that you report any safety concerns you have to your employer.  However, it is recognised that many Black workers may not feel safe to identify risks and issues without fear of losing their job. If you have concerns about risk assessments or safety at work, contact your branch.

We have produced a leaflet specifically for Black workers on rights at work (PDF).

Our Black members are leading discussions?around the wider issues of racism the pandemic is revealing.

Our health team has made a film?to help the discussion:

Watch the video 

If you work in a school, please see the joint union guidance for vulnerable workers (PDF).

If you are pregnant

If you are pregnant the government has issued “strong advice” that you should work from home, if possible and be particularly stringent about ‘social distancing’.

Read our detailed advice for pregnant workers

What if I’m pregnant and also have a heart condition?

If you fall into this category you should have received a letter from the government about “shielding”, which is a way of protecting very vulnerable people from the virus.

Read our detailed advice on pregnant workers 

Read the full advice on protecting yourself if you’re at high risk from coronavirus on the government website.

Should I get the vaccine if I’m pregnant?

If you are pregnant, you should be offered the vaccine at the same time as others of the same age, or in the same risk category.

See the government advice

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Is coronavirus affecting your mental health?

Workers in the NHS and health care can find advice on our health workers page.

The Mental Health Foundation have produced a guide to protecting your mental health during the coronavirus crisis and MIND has produced a helpful guide which will be useful to anyone who has to practice social isolation.

UNISON’s There for You charity can also provide signposting to emotional support.

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Are you experiencing ongoing symptoms of COVID-19?

Some people who have had COVID-19 (or suspect they have had it) are experiencing ‘Long Covid’ – a series of ongoing symptoms including (but not limited to) extreme fatigue, breathlessness, brain fog and/or loss of taste or smell which may come and go. Some people are still experiencing these ongoing symptoms as long as six months or more after contracting COVID-19.

While ‘Long Covid’ is not yet a formal diagnosis, it is likely that as more research is conducted it could be recognised as a long term health condition and may ultimately qualify as a disability under the Equality Act 2010.

We recommend that employers conduct individual risk assessments with any staff who are experiencing ‘Long Covid’ and to make reasonable adjustments for these staff.

Employers should follow our guidance for disabled workers and workers with an underlying health condition.

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How does coronavirus affect my entitlement to carry over leave to next year?

The government has provided guidance which applies to England, Scotland and Wales.

Northern Ireland government has also published advice.

See also the specific advice for NJC staff on local annual leave schemes or the new statutory government scheme.

What if I need to travel abroad?

Foreign travel is currently permitted but there are heavy restrictions, based on a traffic light rating for other countries (red, amber, green). These can change at short notice, and affect your ability to return to the UK. Travellers entering the UK, including UK nationals, must show a negative COVID-19 test before being allowed to travel.

You may also be unable to return as planned if you test positive for COVID-19 while abroad, or be asked to quarantine if returning from certain countries.

See the government’s advice, which can change at short notice

No-one should suffer hardship for a decision they had no control over and we are calling for employers to make reasonable arrangements and to continue to pay affected staff where possible.

Before making plans to travel abroad, speak to your employer about any arrangements to cover any quarantine period when you return, or any unexpected delays. These should be clear, understood and agreed by both you and your employer before you travel.

If you need any help in finding this information contact your local branch.

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How is my pension affected by COVID-19?

We’ve put together a Q&A on coronavirus and pensions.

Pensions Q&A

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Jun 24, 2021

UNISON has won important protection for employees of Dudley Council wanting to take a Covid vaccination.

Previously, when employees had felt ill as a result of a reaction to a vaccination, any sick leave they had taken was discounted from the Bradford Score* meaning that they could not be penalised for the absence.  However, from 1st June 2021 the Council planned to end this practice and start taking these absences into account – meaning they could ultimately contribute to employees being dismissed for their absence record.

But, after an intervention from UNISON, the Council have dropped their plans. Absence taken by employees to recover from a Covid vaccination will now continue to be left out of calculations on employees’ overall sickness record.

Having a policy which punishes employees for taking absence related to their vaccination just discourages them from taking the vaccine in the first place.

Pease Like and Share this information on Facebook and Instagram

We are stronger in a union. Join UNISON here:

*learn more about the Bradford Score here:

Best regards,

Paul / Theresa


Paul Quigley / Theresa Kelly

Branch Secretaries

UNISON Dudley General Branch

Branch website:

Jun 21, 2021

The employers for council workers and school support staff have finally made a pay offer that was due on 1 April 2021.


“The National Employers wish to make the following one-year offer:
• With effect from 1 April 2021, an increase of 1.50 per cent on all NJC pay
points 1 and above
• Completion of the outstanding work of the joint Term-Time Only review

UNISON head of local government Jon Richards said: “This is a disappointing offer, especially after a year in which council staff have done so much to help local communities gripped by the pandemic.

Council staff will feel that their efforts over the past 15 months haven’t been recognised.

“Unions will now discuss the offer with their national local government committees before formally responding. It’s likely they’ll want the employers to think again and come back and negotiate an offer that better reflects the worth and value of the dedicated school and council workforce.”

Jun 10, 2021


Four education unions representing teachers and support staff are today (Tuesday) calling on the government to reinstate face coverings in schools to limit coronavirus spread.

With infections on the rise once more, the unions have issued a joint statement demanding a range of safety measures to keep education on track and reduce the risk of further closures.

The unions that have signed are UNISON, GMB, Unite and NEU. The joint statement says:

“Education unions are deeply concerned that secondary school age students now have the highest rates of Covid-19 infection of all age groups, according to Public Health England (PHE) and the Office for National Statistics (ONS) data, and those rates are rising.

“At the weekend, the Health Secretary acknowledged that ‘a huge proportion of the latest cases are in children’, that they pass on the virus to the local community and face risks from long Covid.

“That means over the next few weeks more children and young people are likely to be ?off self-isolating and missing out on face-to-face education.

“PHE has advised that the Delta variant is more transmissible, can lead to more serious infections and vaccine?s may be less effective against it.

“Action must be taken now to make face-to-face learning safer over the remain?der of ?the school term?. Outbreaks mean bubbles, classes or entire year groups ?must be ?sent home. The priority must be to avoid any further loss of education.

“This includes the rollout of vaccinations for ?pupils, following the ?Medicine and Healthcare Products Regulatory Agency (MHRA) view that these are safe for ?those aged 12 ?and over. This will help reduce transmission, school disruption and the risks of long Covid.

“Pupils should be offered the vaccine, ?as is already happening in many other countries, ?as soon as the J?oint C?ommittee on Vaccination and Immunisation (JCVI) gives ?its approval. Schools and colleges must be given the right support ?and resources to enable pupils to be vaccinated on site.

“In addition, the government should minimise the loss of face-to-face education ?by:

  • ?Re?introducing with immediate effect the requirement for students and staff to wear face coverings in all areas of secondary schools and colleges, including classrooms.
  • Making resources available to schools with poor ventilation ?to purchase carbon dioxide monitors and air filters. Outdoor lesson?s should be encouraged wherever possible.
  • Undertaking an urgent review of the guidance on bubbles and the isolation of contacts given the increased transmissibility of the Delta variant.
  • Releasing the data on the number of cases of the Delta variant in education setting?s, not just figures concerning outbreaks. The longer this data is withheld, the more it ?looks like ministers have something ?to hide.”

Media contacts: 
GMB M: 07958 156846 E:
NEU M: 07879 480061 E:
UNISON M: 07778 158175 E:
UNITE M: 07768 693940 E:

Jun 10, 2021

The pay offer keeps up with inflation, but does not catch up with pay lost to HE staff over the past ten years

UNISON higher education logo

UNISON’s higher education service group executive have met and rejected the final pay offer made by HE national employers UCEA.

Earlier this year, UNISON joined other education unions to submit a claim for a £2,500 increase, and a minimum wage of £10 per hour, or £10.85 for people in London.

The final pay offer made by UCEA is a 1.5% increase for the majority of HE staff. HE staff on lower pay points have been offered higher percentage increases on a sliding scale, between 1.54% and 3.6%.

The pay offer would mean that the lowest pay point would be equivalent to the current foundation living wage rate of £9.50, and only for those working a 35-hour week. It fell far short of the claim for a £2,500 increase and was silent on seeking a 35-hour working week for all, on a Scottish sub-committee and on tackling outsourcing.

UNISON national officer Ruth Levin said: “Whilst this pay offer finally brings the pay freeze to an end, it simply doesn’t go far enough to address the loss in value of the wages of higher education staff working so hard to keep their universities going.”

Those working on the lowest pay points who work more than 35 hours per week will still earn less than the foundation living wage rates.

The employers offered joint national work on career development, tackling the gender, ethnic and disability pay gaps, workload management and the impact of COVID, pay spine compression and redeployment.

You can read the final offer in full here.

May 20, 2021


Imagine the situation:  Your job involves you travelling from your office to other locations during your working day.  This might be to inspect a property, visit a client or meet colleagues in another organisation.  The time you take to travel between your office and the other location you would expect to be paid for, right?  Of course - it’s part of your work for your employer and you wouldn’t be doing it otherwise.

Now, imagine, as a result of the pandemic you are forced to work from home.  But your employer now tells you that, because you are working from home, if you travel to another location during the day, you will have to clock out for the duration of the journey there and the journey back.  No matter how long that journey takes.

If you don’t have to imagine this situation, if this is now the reality of your working day, we would like to hear from you.  Several UNISON members have contacted us already and we are trying to identify which employees are affected, with a view to making a collective claim.

Please contact us on, title your email “Travel Time”, and tell us where you work.  All contacts held in confidence.

We have also put this request on our Facebook page if you would like to share it.


Best regards,

Paul / Theresa


Paul Quigley / Theresa Kelly

Branch Secretaries

UNISON Dudley General Branch


Branch website:

Facebook page:

May 13, 2021

With the upcoming elections and Local Government Pay rise, we would like to hear from you, the members on:

Why you deserve a decent pay rise of 10%

so what we need is: 

  • a paragraph saying why
  • a picture of you to go with your quote
  • or a short video of you saying why

We know why public service workers deserve a decent pay rise, but lets show everyone else why too, including potential members of our union and members of the public to get their support.

This includes Branch Officers and Stewards for the Branch.

If you wish to send them through, please send it to: & to collate and send to the Regional team for the Regional social media platforms.

May 4, 2021

Pay freeze should be on voters’ minds

Voters are being reminded that thousands of public sector staff face a government pay freeze in a campaign launched today (Monday) by UNISON ahead of the local elections next week.

Care home staff, hospital porters and teaching assistants are among key workers featured in a series of hard-hitting films that show them carrying out vital jobs during the pandemic when many people were safe at home.

Mercury Prize winner Speech Debelle has recorded the voiceovers for the black and white videos that urge people to ‘vote for fair pay in the May elections’.

The films, which will be shown on Facebook and YouTube, remind people how public service staff have ‘stepped up’, only to be let down by the government despite the physical and emotional strain they have faced.

The government has recommended a rise of just 1% for NHS workers that UNISON and other health unions have branded ‘derisory’. A one-year pay freeze for most public sector key workers was also announced by Rishi Sunak last November.

UNISON says voting for change at the ballot box is an opportunity for the public to show the government they don’t want key workers taken for granted or their pay squeezed.

In addition to a proper increase for all key workers, the union wants care staff to receive at least the real living wage of £9.50 an hour (or £10.85 in London), and all NHS staff to receive at least a £2,000 rise (£10.23 an hour minimum).

UNISON general secretary Christina McAnea said: “Public sector workers have been at the heart of the country’s fight against the pandemic. It’s thanks to them that loved ones have been cared for, bins emptied and children educated.

“They’ve kept communities safe by providing vital services and giving 100 per cent. But the government is set on squeezing their wages.

“A pay boost for the public sector would actually help the wider economy. Yet ministers insist on pitting workers against each other with false claims.

“This is your chance to stop them being taken for granted. Choose wisely when casting your vote.”

Notes to editors: 
– Elections for 145 English local councils, for the mayor of London, London assembly, police and crime commissioners and directly elected mayors of city regions take place in England on 6 May.
– The government says a pay freeze is necessary because pay has been rising faster in the public sector than the private. However, UNISON says this doesn’t take into account how public sector pay has fallen behind during years of pay restraint. The real value of pay after inflation is now typically 18% below what it was in 2009.
– UNISON is the UK’s largest union, with more than 1.3 million members providing public services in education, local government, the NHS, police service and energy. They are employed in the public, voluntary and private sectors.

Media contacts: 
Anthony Barnes M: 07834 864794 E:
Fatima Ayad M: 07908 377215 E:

May 4, 2021

Sadly, I have to say farewell as the Branch Lifelong Learning Coordinator.
The Tory Government has ended the Union Learning Fund (ULF). The ULF was created in 1998 by the then Labour Government and has provided workplace learning to thousands of workers on hundreds of subjects.

This is a blatantly political attack on union learning by the Tories. It is ironic that they talk of promoting workplace learning on the one hand whilst removing the ULF on the other.

We had been promised another year’s funding but the Tories have chosen to renege on the agreement.

In the last nine years our Learning Project has delivered:

  • Over 10,000 learning places to members.
  • Over 1000 workshops.
  • Over 30 workshop subjects
  • Won 6 learning awards

Equality and diversity have been at the heart of everything we have done by working in harmony with the Self Organised Groups.

Additionally members have been given opportunities to participate in a variety of creative activities, such as the Friendship Festival, UNISON singers and the Global University of Lifelong Learning course.

The details are contained in a unique free illustrated booklet For the Love of Learning’ – Physical copies are available free from the Branch Office or downloadable from the above link.

Although the informal learning events and workshops will be reduced, the rest of our UNISON Learning programme will be available via the Branch and Regional Office


Charlie Friel, Birmingham Branch
Gurdeep Singh, West Midlands Region.

The Union Learning Fund is dead…
but long live UNISON Lifelong Learning. 

l thank you for all your support and friendship over all the years. I remain a member of the extended UNISON family so I look forward to the our next meeting. It has been a privilege.

In Solidarity,
peace and light

– Donald McCombie 

May 4, 2021
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