Around 600 employees are set to be hit by the plans, which will see some workers being forced to commute to Manchester and Leeds to keep their jobs, while other roles will be cut entirely.  The jobs being impacted includes work from across BT’s remit, with everyone from 999 callers to Openreach workers. One particular group of employees seriously affected by the announcement are Relay UK Workers, who enable deaf and hard of hearing people to communicate over the phone. This highly skilled, specialised work is vital for enabling communication for deaf and hard-of-hearing people, and the CWU fear that this may be the beginning of the end for a service which has provided a lifeline for thousands of people across the country. The union’s call to keep these jobs in Liverpool has been widely supported across Liverpool, and has been backed by local councillors, MPs and Liverpool City Region Combined Authority, whose mayor Steve Rotheram has written to BT urging them to reconsider their decision. Decisions like this should always consider the real impact on frontline employees and their families.  Changes such as redundancy or relocation can cause distress, uncertainty and disruption. These employees work hard every day and are key to BT’s success. The CWU believe that it is economically viable for BT to maintain a presence in Liverpool and that is the best outcome for staff and service users. 

• Admin staff deserve to be paid fairly for the work that they do. Their work is essential to ensure patient safety and the effective running of services so that patients have a good experience. • Admin staff could lose up to £9,463.20 per year. How is this fair? How will staff continue to pay their bills, mortgages and care for their families? • The trust is cutting 175 previously unfilled vacancies. Services are already experiencing understaffing due to these unfilled vacancies. Less staff could lead to workplace stress and the potential for delays to patient care. • If these plans go ahead, there could be more cuts which will impact staff and patients in the future.  • Reducing the number of higher paid admin roles removes opportunities for career progression for staff and undermines the recognition, responsibility and professional status associated with these roles.  • Reducing pay for experienced staff is likely to damage morale, worsen recruitment and retention, and increase turnover, ultimately impacting the quality and continuity of patient care.  • 76% of the staff affected are women and 64% are people of colour. The NHS prides itself on equality and inclusivity but this does not align with these values.  • The Trust is not taking into consideration the need for reasonable adjustments for disabled staff and those whose first language is not English. Sign the petition to show your support for the NHS Admin staff and the work that they do.

This matters because the proposed closure isn't about the work ending, it's about an office closing. The jobs still need doing, but experienced staff could be forced out of the DWP or asked to travel much further for work. In an area with limited opportunities for similar jobs, that would be a real blow to workers, their families and the local economy.

Staff have been forced to work while suffering from dehydration, with members even reporting that they’ve fainted on the way home from work, when this was raised with management they received no response. Gallery assistants are also expected to work shifts in the garden at the South Kensington site in extreme hot weather putting their health, and the safety of visitors at risk. Our members have had enough! They said “the V&A has shown it does not value its lowest paid workers indispensable contributions to the operations of its museums. Without us these buildings don’t operate”. We need sufficient mitigations to ensure the health, safety and wellbeing of our colleagues now!    Further to these major health and safety incidents, after multiple attempts to negotiate, V&A management have failed to provide a meaningful pay offer for workers . They have also refused to become a Real Living Wage accredited employer. We work in one of the country’s most prestigious institutions, a landmark that is visited by people from all over the world yet we are treated with contempt when we ask for the bare minimum commitment from our employer to ensure we can afford to keep up with the rising cost of living in London.     When we mention that curators in other institutions have higher salaries, we are told a bigger increase for us would only be possible if they lower pay for our front of house colleagues. We all deserve fair pay, and it’s not fair that an uplift for some should result in poverty wages for others!   

Nearly everyone - 94% of adults in the UK - uses the BBC every month. The BBC has an incredible range of TV, audio and digital services - from Planet Earth to the Proms, from BBC Bitesize and The World Service to live coverage of the World Cup - all without advertising and without subscription fees. For around £3.50 a week, that’s remarkable value for money.  In return the BBC contributes £6.7 billion to the economy every year and drives the wider creative industries: nurturing talent, commissioning work, engaging thousands of freelancers and directly employing over 20,000 staff.  People across the UK’s nations, regions and local communities should see their lives and stories reflected in the BBC’s news, drama, film and musical productions.   To do this, the BBC needs proper funding. The renewal of the BBC Charter - which happens every ten years and is already underway - offers an opportunity for the government to give the BBC the resources and reforms it needs to provide a quality public service, free from commercial or political interference.  This means the BBC remaining universally funded and accessible to all. This means worker representation and no more political appointees on the BBC board. This means the BBC being the gold standard on employment rights: driving up pay, terms and conditions, and generating opportunities for workers across the country.  The constant cycle of cuts and cost-saving must end. Public services only work when we invest in them and the people who provide them.  We urge the BBC’s new director general Matt Brittin to listen to his workers and call on the UK government to urgently intervene.  How can I get involved?  The BBC is ours – and it’s up to us to fight for it.  Sign this petition to show solidarity with workers and demonstrate how much a properly funded, independent and representative BBC means to you and your community. Please share this petition and ask your family and friends to sign too.  Read more about the Broadcasting, Entertainment & Arts Unions’ (BEAU) Charter Renewal demands. 

This dispute exemplifies the failings of outsourcing government work for profit. Cutting hours and/or staff is not in the interests of the workers delivering these important services, nor is it in the interests of the public sector workers to whom they deliver these services These cuts only benefit Sodexo.  PCS believes that outsourcing is a failed experiment, and this dispute is further evidence of that.

RMT estimates that more than £400 million of the railway's money is lost to outsourcing and sub-contracting firms every year. The profits from Churchill’s contract at GTR – who operate Thameslink, Southern, Great Northern Services, and Gatwick Express services – could be enough to employ the equivalent of 83 additional cleaners or 160,000 extra hours of cleaning. The creation of Great British Railways is a big step forward, ending profiteering by train operating companies and creating an integrated publicly owned railway. But too many people are still being left out, including tens of thousands of outsourced and sub-contracted workers. Railway workers in outsourced companies work just as hard and contribute just as much to public transport as those directly employed. They deserve to see the benefits of public ownership too. Add your name to call on the CEO of GTR to end outsourcing, starting with Churchill cleaners.

Digital systems cannot replace specialist expertise The Orthopaedics Library is a highly specialised service, supporting staff and students in clinical orthopaedics, musculoskeletal sciences, rehabilitation, and biomedical engineering. Digital resources cannot replace the various specialist expertise provided by on-site library staff, such as guidance on using clinical databases, guaranteed library skills support for finding relevant literature, or support gaining rapid and accurate evidence retrieval necessary for ongoing healthcare education. Libraries build clinical and educational communities  The Institute of Orthopaedics Library is an important site for building the clinical and educational community that bolsters the aims of UCL and its NHS partners. Removing the physical library space risks weakening collaboration between clinicians and researchers and remove specialist environments, impairing clinical research and learning in the process. Libraries closures hurt students and accessibility Closing the Institute of Orthopaedics Library removes guaranteed access and space for students and staff based on the Stanmore campus, as well as limiting access to library resources and services. It also reduces access for certain disabled users, who require adapted study environments and staff working on-site. Those with limited or unreliable digital access will also be disadvantaged, lacking the computers, specialist terminals, and staffed support environments that currently allow them to access digital resources.  Staff face redeployment and/or redundancy All but one library staff member at the Institute of Orthopaedics Library face being moved to ringfenced vacancies within LCCOS. These posts are based at sites almost an hour from their current Stanmore site. Many of these jobs deemed suitable for ringfencing are substantially different from the roles these staff currently hold. The proposals also put certain staff at risk of redundancy and/or downgrading. These are specialist staff with years of service to UCL - to treat them this way is simply unacceptable. A rushed process UCL LCCOS management announced these proposals on 11 May. They intend to only hold a month-long consultation process, with the aim to close the library by 1st September. This is an incredibly rushed timeline, which does not allow time for meaningful consultation with affected staff and students, and would add immense workload pressures on these same staff who will expected to undertake the preparatory work necessary to close the library. We must stop UCL’s specialist site closure trend  In recent years, several specialist services have been closed in areas such as Eastman Dental, Ear Nose and Throat, and Ophthalmology. This reflects a wider trend towards centralisation of services in UCL and closure of remote access sites. Closing the Orthopaedics Library would continue this trajectory, and will likely unnerve dedicated staff in similar, smaller library sites.

In the new Employment Rights Act, the government committed to offering workers: • an automatic right to a contract that reflects their regular hours, • notice of their shifts, • and compensation for cancelled shifts. The consultation suggests a maximum number of contracted hours you can have to be entitled to these new rights.  Protections could be limited to people currently working very low hours each week.  Instead, unions are calling for these rights to cover all of us.  Failing to get this right could create a race to the bottom, with employers offering contracts at the new legal minimum, simply raising the floor slightly above zero hours.  Rent, bills, food, and childcare don’t disappear if your hours get cancelled. However many hours you work, you need certainty to plan your life. Together, let's fight back against bad employers and deliver the secure contracts we deserve. Add your name today.

The Halliard Academy Trust de-recognised the school workforce Unions when schools joined the Trust.  This means that there is no collective bargaining taking place between your employer and your Union.  Signing this petition will send a strong message to your employer that you, as a staff body, expect your employer to consult and negotiate with your Union in respect of all matters connected to your employment including contractual terms and conditions, employment policies, staffing restructures, equality matters, health and  safety, workload etc.. Let’s take action – sign this online petition and share with your colleagues.

The creation of Great British Railways is a big step forward, ending profiteering by train operating companies and creating an integrated publicly owned railway. But too many people are still being left out, including tens of thousands of outsourced and sub-contracted workers.  The use of outsourcing and sub-contracting is a scam, designed to siphon off profits from the railway by creating low paid and precarious work and driving down the quality of working life. RMT estimates that more than £400 million of the railway's money is lost to outsourcing and sub-contracting firms every year. Outsourcing and sub-contracting are worse for passengers too, leading to dirtier trains and stations and a poorer overall service.  Since 2020, Southeastern Trains has contracted out its cleaning to a company called Churchill. Churchill have provided an inferior service and profited from this contract. In the last two years, they have skimmed more than £50 million in dividends to their shareholders while passengers have seen worse standards and workers have struggled to get by.  Now Churchill’s contract is up and there is a golden opportunity to bring these workers into Great British Railways, end the profiteering, create better jobs and a better service for passengers.

It is vital for our community to stand united against these plans because they represent more than just budget savings but are a fundamental shift that compromises the safety and future of our children. By joining this fight, you are helping to prevent a chain reaction of negative impacts: • Declining Educational Quality: When specialised teachers are lost, subjects may be covered by staff without the appropriate expertise, for example, asking a geography teacher to cover science. This "cost to valuable support" inevitably leads to less thorough lesson planning and marking. • Increased Isolation for Vulnerable Students: Support staff are the backbone of SEND (Special Educational Needs and Disabilities) inclusion. Cutting these roles makes real inclusion "impossible," leaving students with complex needs without the specialist care they require to succeed. • The Breaking Point for Remaining Staff: The Trust's plan to increase staff teaching hours places an unbearable burden on the teachers who remain. This leads to burnout and exhaustion, driving educators out of the profession and creating a cycle of recruitment crises. The Horncastle Education Trust argues these cuts are necessary for longer term financial health, but we believe the cost to our children's education is too high.