Aug 26, 2021

Dear Member

Have Your Say on Pay!

On 14 May 2021 the local government employers made a pay offer of 1.5% to council and school staff. On 27 July an increase of 0.25% was made, taking the offer to 1.75%, and 2.75% was offered to those on the lowest pay grade.

Care workers, refuse collectors, social workers, teaching assistants, street cleaners and so many more have gone above and beyond during the pandemic. They kept communities safe, cared for the most vulnerable, and ensured schools remained open throughout successive lockdowns.

They went out to work, so that others could stay home. These workers are mostly women and are amongst the lowest paid in the country. They have endured years of pay freezes, with 25% being wiped from the value of their pay since 2010.

UNISON responded saying that council and school workers courage and sacrifice throughout the pandemic deserved to be rewarded with a proper pay rise.

UNISON’s NJC committee met on 28 July and agreed to launch a consultation, recommending that all affected members vote to reject the pay offer.


A pay ballot on the offer will start soon.  Dudley UNISON branch/office will be contacting you shortly to consult on the pay offer and let you know how you can vote in this important pay ballot – Make sure you have your say on pay.

Please ensure your details are up to date as only UNISON members will get a vote in our ballot. 

What you can do now

Make sure your details are up to date

Check on My UNISON. It is crucial we can contact you over the coming weeks about the fight for your pay rise. It is crucial that all members play their part. It takes two minutes. Update your details online here or contact Dudley UNISON Branch on 01384 444323 to check your details.

Make sure your colleagues can have their say

If your colleagues aren’t a member of UNISON already, encourage them to join! They can join online; it takes 5 minutes.  Join UNISON online

Email your MP

It’s vital we take our campaign into Westminster. While we push the employers to make a better pay offer, we need to put pressure on government ministers to fund a decent pay rise for local government workers. We’re asking every member to write to their MP, making it clear how urgent the situation is. Email your MP

Join the campaign

A range of useful materials for local and digital campaigns are available to help members stand up for their pay and win public support.  We will refresh this section in August with new consultation materials and actions

Order leaflets and print posters

Download social media graphics

Share the campaign video on Facebook

Retweet the campaign video on Twitter


Theresa Kelly

Branch Secretary (Membership Services and Admin)

UNISON Dudley General Branch 

(Direct: 01384 81 5109)

UNISON Branch:

Facebook page:


Aug 26, 2021

The Branch will be consulting its members on the Pay Offer in line with the official consultation period 24/08/21 – 24/09/21, with Dudley Branch’s consultation being sent later this week or next week, so watch out for your ballot and please vote. 


The employers have made their ‘final’ offer to council workers and support staff working in schools, increasing their original 1.5% by just 0.25%.

Increased offer of 0.25% is “insignificant”

Staff working for councils and in schools are worth more than the 1.75% pay offer put forward by employers after working through the worst of times, say unions representing local authority workers.

UNISON, GMB and Unite are urging local government employers to rethink their revised pay offer of a 1.75% pay rise (with 2.75% for those on the bottom pay point) for 2021/22 by awarding an increase that will properly and fairly reward council and school support staff.

The offer falls well short of the 10% claim.

Last month, the unions offered to work with the Local Government Association (LGA) on a joint campaign to make the government provide additional funds to finance the wage rise. However, the LGA rejected the move, refusing to put pressure on government to improve pay.

UNISON deputy head of local government Mike Short said: “A 0.25% increase on the initial 1.5% offer is insignificant. Council staff have kept communities clean and safe, protected the most vulnerable, and worked in schools throughout successive lockdowns to allow others to work.

“Their courage and sacrifices need to be rewarded, yet the employers are failing to recognise their efforts. There’ll be a huge impact on morale.

“Employers say they’d like to give council staff more, but they’ve refused to work with us to get the money.

“These workers, mostly women, are amongst the lowest paid in the country and have seen their pay drop substantially in recent years. This 1.75% offer is nowhere near what’s needed. Reps from across England, Wales and Northern Ireland will now decide the next move.”

1.75% offer is a below inflation, representing a pay cut in real terms. RPI inflation is currently running at 3.9% and is expected to exceed 4%.




Aug 26, 2021


Here is a breakdown by branch of Personal Injury Settlements for July 2021.  The breakdown shows the amount of money which UNISON recovered for members in Personal Injury Claim Settlements.  In the Region members received £173,425 in compensation for personal injuries.

West Midlands - July 2021



Birmingham and Solihull Mental Health 


Birmingham Health Care 


Birmingham UNISON Branch 


Central Water 


Coventry City 


Dudley Group UNISON 


Midlands Probations Services (West) 


National Grid Energy 


Sandwell and West Birmingham Hospitals 


Staffordshire Police Staff UNISON 


Staffordshire UNISON Branch 


Telford UNISON Branch 


Walsall Healthcare 


West Midlands Ambulance Service 


West Midlands Fire Service 


West Midlands Police Staff Branch 


Wolverhampton Acute Branch 


Grand Total


Aug 15, 2021

Government set to introduce mandatory duty on employers to protect staff by introducing explicit protections from third-party harassment

Jul 27, 2021

Updated Guidance – COVID-19 and disabled, shielding or other vulnerable workers

UNISON has updated the guidance on COVID-19 and disabled, shielding and vulnerable workers. If you are disabled, pregnant, over 70 or have an underlying health condition you should take extra precautions to stay safe during the coronavirus pandemic and may previously have been told to ‘shield’. People who are immunosuppressed or immunocompromised may be particularly […]

Jul 27, 2021

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
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