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UNISON has accepted the Local Government Association’s two-year pay offer, covering the period April 2018 – March 2020.

The previous membership consultation resulted in a very narrow overall vote to reject the offer, but members in 8 out of 11 Regions had voted to accept it. The NJC Committee therefore sought further feedback from those branches who had responded to the membership consultation on its recommendation to accept. 

79% of branches and 10 out of 11 Regions have now voted to accept the pay offer. This feedback was confirmed in a formal acceptance vote by the NJC Committee. 

The key features of the pay offer are:

  • A 16% pay increase for those currently on the lowest scale point (SCP) 6, over two years.
  • A pay increase of between 15% and 4.3% for those on the current SCPs 7 – 28.
  • 4.04% increase over two years, for those above the current SCP 29, including those above SCP 49.
  • A new pay spine from 2019, with new scale points 1-43 and even 2% pay gaps between SCPs 6-28.


The Local Government Association have been notified of UNISON’s decision to accept the pay offer. We are meeting with the other unions (GMB and Unite) to agree and hopefully align our position this week – then the offer can be formally accepted and implemented.

Apr 10, 2018
UNISON members have very narrowly rejected the LGA’s pay offer, with 50.44% voting to reject.
68.18% of branches and 8 out of 11 Regions have voted to accept the offer
The UNISON NJC Committee has therefore agreed to reluctantly amend its recommendation to acceptance of the pay offer
Branches are being asked to seek member feedback on the NJC Committee’s question: ‘Do you agree with the NJC Committee’s revised decision to accept the 2018-20 NJC pay offer.’
The deadline for this feedback is 12 noon on Thursday 5 April 2018.

Mar 20, 2018
Feb 23, 2018

Please see the attached leaflet for UNISON's response to the offer.

Feb 16, 2018

Unite the Union coaches leave 8am from West Brom and Birmingham - please contact Sallie O'Prey 0121 647 4832 for reservations.

NHS IN CRISIS - FIX IT NOW national demo

12pm, Saturday 3 February 2018
Assemble: Gower Street, London WC1

Jan 30, 2018

Jan 23, 2018

Please see below breakdown by branch of Personal Injury Settlements for October 2017. The breakdown shows the amount of money which UNISON recovered for members in Personal Injury Claim Settlements. In the Region members received £96,959.00 in compensation for personal injuries.































Yours Sincerely
Jo Prescott
Health & Safety Officer
UNISON Dudley General

Dec 13, 2017
1. General Principles
This agreement outlines how Labour councils and the local government trade unions in England will work together to safeguard and deliver quality public services and employment. It outlines the principles we will follow to foster good relationships with each other. Trade unions and Labour councillors are part of the same labour movement and share the same values of equality, social justice and solidarity. These values will be reflected in our working relationships.
2. Blame for the Cuts
Labour is an anti-austerity party. We believe that austerity is a political choice not an economic necessity. Local government has borne the brunt of the Conservative government’s cuts since 2010. On average, councils have lost 40% of their funding. This is having a massive and detrimental impact on local public services and the workforce. Labour councils will do all they can to shield the most vulnerable from the impact of the cuts, while making clear to all residents that the cuts to local services have been caused by the Conservative government’s austerity agenda. Labour councils and trade unions will work together to explore ways of generating income from
in-house services and maximizing council funds before making cuts. We will unite in solidarity to campaign against Conservative cuts and highlight and secure the funding needed for their areas.
3. Promoting Good Industrial Relations
Labour groups and councils will have an ongoing open and comradely dialogue between the unions and the political leadership, as they have with other key stakeholders. Labour councils will be committed to working through existing consultation structures such as Corporate Joint Committees in a positive and constructive way They will work with the trade unions to improve those structures where necessary, to reflect the changing needs of councils and the workforce. Labour group leaders will demonstrate leadership in fostering good relationships with trade unions, and will seek to maintain a dialogue and ongoing discussion with trade union representatives, both on a formal and informal basis.
4. Exemplary employment practice
Local authorities should function as exemplars of good employment practice within their local areas and economies. Labour councils will: 
  • Practice and promote quality employment policies and procedures for in-house and outsourced employees
  • Consult with trade unions on all employment practices and procedures
  • Strive to become Foundation Living Wage employers for direct and outsourced employees
  • Review and minimise the use of agency staff, to generate savings and provide stable, quality employment
  • “Ensure that exploitative zero-hours contracts are not used – either in-house or in outsourced contracts – and where feasible ensure travel time between visits is paid to all homecare workers employed by external providers
  • Provide training and career development for all staff, to enhance performance, pay and job satisfaction
  • Ensure sufficient, well-trained human resource managers to respond fairly and effectively to current and future challenges
5. Local Government Pension Scheme
The LGPS is a well-managed, funded scheme which meets the needs of the majority of employees - not just the highly paid. Labour councils are part of the employers’ side involved in the LGPS and will: 
  • Actively promote membership of the scheme to all council employees
  • Involve the local trade unions and staff in discussion on any proposed changes to the scheme
  • Encourage external providers to seek ‘admitted body’ status and commission services on that basis
  • Seek to minimize investment management costs and invest ethically
6. Promoting equality
Labour councils recognize that the majority of their employees are women, many in part-time jobs, and that action needs to be taken to ensure that their workforces reflect their diverse communities and other ‘protected’ groups. Labour councils will:
  • Ensure that the requirements of the Equality Act and the Public Sector Equality Duty are met and reflected in fair employment practices which challenge discrimination and in workforce data collection and planning
  • Reflect the Part-Time Worker Regulations in their employment practices
  • Ensure that equal pay for work of equal value is maintained through regular equal pay audits and reviews of pay and grading structures
  • Provide equal access to career development opportunities to women and other ‘protected’ groups in the Equality Act
  • Apply equality law and principles when commissioning services
7. Promoting In-House Services
Labour councils recognize the value of in-house services and believe that they provide flexibility and, quality, maximizing the use of public funding. In-house services will be preferred providers, subject to the council’s duty to achieve best value. Labour councils will:
  • Be committed to consulting with trade unions throughout the procurement process, particularly concerning potential employment and service quality issues
  • Regularly monitor and review outsourced services, subject them to ‘challenge’ and provide relevant evidence - including comparative costs - before renewing contracts
  • Include an in-house option in as many tendering exercises as possible
  • Give in-house services proven not to be delivering value for money every opportunity to make the required improvements to avoid costly tendering and outsourcing procedures
  • Ensure that outsourced contracts are based on provision of decent pay, conditions and pensions, which are regularly monitored
  • Monitor outsourced contracts to ensure payment of – at least - the National Living Wage, travel time and statutory sick pay
8. Opposing forced academisation of schools and free schools
Labour councils believe that well run, local schools that provide good education should not be forced to become academies and also oppose diverting public money into free schools. The Government’s agenda is a waste of money, undemocratic and bad for education. Labour Councils oppose the government’s forced academisation and free school agenda and will actively campaign against these changes.
9. Opposing the Trade Union Act
Labour councils recognise the positive contribution that trade unions and trade union members make in our workplaces. We value the constructive relationship that we have with our trade unions and we recognise their commitment - and the commitment of their members - to the delivery of good quality public services. 
Labour councils will publicly and actively oppose the undermining of trade unions, deduction of trade union subscriptions thorugh our payroll (DOCAS) and facility time intended by the government’s Trade Union Act. Labour councils oppose the attack it represents on local democracy and on our right to manage our own industrial relations. Facility time should not be determined or controlled by the Government. Labour councils believe that facility time, negotiated and agreed by us and our trade unions to suit our own specific needs, has a valuable role to play in the creation of good quality and responsive local services and good industrial relations. 
Labour councils are happy with the local arrangements in place for DOCAS. We see this as an important part of our positive industrial relations. It is a cheap and easy-to-administer system that supports our employees. This system is an administrative matter for local councils and should not be interfered with by the UK government. Labour councils will:
  • Actively promote trade union membership among our employees and external service providers
  • Ensure access to trade union members by recognized trade union officials among in-house and outsourced employers
  • Seek to continue and develop our own effective industrial relations strategies with the trade unions
  • Do all we can to maintain our autonomy with regard to facility time and the continuing use of check-off
  • Aim to reach formal agreements with the trade unions on all aspects of the Trade Union Act, including facility time and check off.
  • Promote union learning agreements and quality training for representatives

Dec 11, 2017


UNISON has just released a new report called "Hand in the Till".

The report highlights the fact that since 2010, under current plans, £16bn will have been cut from central government support to local councils in England by 2019/20.

It also draws attention the growing surplus in the central share of Business Rates. The surplus is projected to grow by £1.8bn next year and reach £8.4bn. The report puts forward the simple proposal that in 2018/19, and in future years that growth in the government's share of Business Rates surpluses should be invested in local services and returned to local councils. It would result in billions of pounds being re-invested in local councils in England.

Nov 10, 2017

Following a recent key judgement on payment for sleep-in shifts (LELR 525), the government has launched a scheme to ensure that social care providers now pay workers what they are owed.

Under National Minimum Wage (NMW) regulations, sleep-in shifts can count as work for which NMW is payable. However, historically many providers paid a flat rate which was below the NMW. The result is that those providers are now liable to pay (often substantial) sleeping time arrears.

Following an assessment of the risks posed to the social care sector as a consequence of these liabilities, the government has now launched the Social Care Compliance Scheme (SCCS). Social care employers who have incorrectly paid workers below the legal minimum wage hourly rates for sleep-in shifts can opt into the scheme, giving them up to a year to identify what they owe to workers.

In instances where a worker complaint has been received, social care employers will be contacted directly by HMRC regarding the scheme, although they can also self-select where applicable. The SCCS scheme will require providers to conduct a thorough self-review in order to identify and then to repay any wage arrears to workers.

In return, providers will normally be offered a period of twelve months in which to conduct the self-review with access to HMRC technical support, and then up to three months to pay all arrears. Providing all arrears are paid within the SCCS timescales, these employers will not be subject to financial penalties or public naming.

Regardless of when an employer enters the SCCS, the deadline for repaying arrears to workers will not be later than 31 March 2019. Employers who decide not to opt-into the scheme will not be offered any further concessions and will be subject to the full HMRC investigative process – including financial penalties, public naming and possible prosecution where appropriate.

Iain Birrell of Thompsons Solicitors commented: “Sadly this is not the positive move it seems. The problem arose in part because as late as February 2016, HMRC was issuing guidance to its own staff that stated care workers were not entitled to the national minimum wage while asleep, other than in exceptional circumstances. Care providers followed that advice and will understandably fail to see why they should be at risk of censure for following official advice.

The crisis which now exists is exacerbated by the very tight financial margins in the industry, often as a result of the government’s own budget restrictions when awarding local authority contracts. There is little guidance for care providers as to how to calculate their own indebtedness, but the scheme builds-in an incentive for them to minimise it as much as possible.

Once again those who lose out are the workers themselves who have to wait for wages they are owed, and hoping that their employer doesn’t go bust in the meantime. The National Minimum Wage Act has been around since 1998 and this debacle is nothing short of scandalous.”

Click here to read the government scheme in more detail.

Nov 10, 2017
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