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Game-Changing Bill for Workers’ Rights

In a landmark move for UK workers, UNISON has welcomed a new bill that promises to bring significant improvements to working conditions and rights across the country. This bill, described as “game-changing” by UNISON, has the potential to reshape the working lives of millions by strengthening protections and enhancing job security.

At its core, the bill focuses on the fundamental rights of employees, particularly in the public sector, where UNISON has long been a key advocate for fair wages, decent working conditions, and respect for workers. The bill addresses several critical areas, including enhancing rights for part-time and temporary workers, improving health and safety standards, and ensuring that employers meet their obligations.

One of the most transformative aspects of this bill is its commitment to closing the loopholes that have allowed employers to exploit workers through insecure contracts and insufficient pay. This will ensure that workers are fairly compensated for their labor and have access to the same benefits and protections as their full-time counterparts.

The bill also highlights the importance of work-life balance, with provisions designed to protect employees from excessive workloads and unreasonable working hours. This reflects UNISON’s long-standing campaign to reduce workplace stress and improve mental health support for employees.

For trade unionists, this bill represents a massive victory in the fight for worker dignity and fairness. It’s a testament to the power of collective action and the persistent efforts of union members who have tirelessly campaigned for better working conditions. The introduction of this bill is not just a win for public sector workers but for everyone who believes in a fairer and more just working environment.

As the bill moves through Parliament, UNISON will continue to push for its successful passage, ensuring that these crucial improvements to workers’ rights become a reality. This is a pivotal moment for the labor movement and a step forward in achieving lasting change for workers across the UK.

Now more than ever, it’s important to stay informed and engaged with the progress of this bill. Together, we can build a future where all workers are respected, protected, and valued for their contributions.

For more information and updates, visit UNISON’s official site and stay tuned as we continue to support this vital legislative push.

Bill will make game-changing improvements to working life, says UNISON


Fire Safety Failures and Local Authority Shortcomings: A Union's Call to Action

The Grenfell Tower disaster was a tragic wake-up call that exposed critical shortcomings in the UK’s building and fire safety regulations. Since then, the government has introduced major reforms, including the Fire Safety Act 2021 and the Building Safety Act 2022, to address loopholes in fire prevention and safety oversight. Despite these efforts, local authority failures continue to compromise residents’ safety. According to recent reports, delayed fire risk assessments and poor regulatory enforcement are still prevalent, highlighting a continued vulnerability to fire risks.

A key issue remains the lack of comprehensive oversight from local authorities. The Grenfell inquiry showed that these institutions often failed to monitor buildings with high fire risks adequately. In many cases, outdated cladding, poorly maintained fire doors, and inadequate evacuation routes remain in place, leaving thousands of residents exposed to potential fire hazards. While these deficiencies are slowly being addressed, the pace of reform has been criticized as too slow, leaving many still living in unsafe conditions.

As a union representing public service workers and many of those impacted by these failures, UNISON is committed to advocating for enhanced fire safety standards. Our role as a union extends beyond workplaces and into the communities where our members live and work. That means ensuring local authorities and government bodies are held accountable for implementing and maintaining adequate fire safety measures in residential buildings.

What is particularly alarming is that Grenfell was not an isolated incident. Multiple reports have since shown that similar risks exist across various high-rise buildings throughout the UK. The recent focus on the Fire Safety and Building Safety Acts shows progress, but the reality on the ground suggests we are far from solving these deep-rooted problems. Without stringent enforcement and continuous investment in safety infrastructure, the possibility of future disasters remains all too real.

At UNISON, we believe that fire safety is a basic human right. Residents should not have to live in fear of a preventable tragedy. Our collective mission as a union is to ensure that the protections and regulations introduced are fully implemented and rigorously enforced. This requires continued pressure on local governments and regulatory bodies to act swiftly and decisively. We must push for the faster replacement of dangerous cladding, timely fire risk assessments, and a commitment to robust safety measures in all buildings where our members and their families live.

UNISON will continue to advocate for its members’ safety both in their workplaces and homes, ensuring that building owners and local authorities are fully accountable for adhering to fire safety regulations. We encourage our members to stay informed about ongoing fire safety reforms and to report any concerns related to their living conditions or workplaces.

We call on government bodies, local authorities, and building owners to prioritize the safety of all residents by making fire safety a non-negotiable standard. UNISON remains committed to supporting its members in this fight for safer homes and workplaces.

To learn more about the ongoing fire safety issues and what you can do as a UNISON member, read the following reports:


Together, we can ensure that the hard lessons learned from Grenfell lead to lasting change, and that everyone in the UK can live in safe and secure homes.

Latest News from the Ambulance Sector: July 2024 Update

Welcome from UNISON Health - Ambulance Occupational Group

Hello to all our members working in the ambulance sector! A lot has happened since we last updated you in March, so in this edition, we’re going to update you on:

  • The NQP 2024 survey
  • An update on the Section 2 and Annex 5 deal for same band movement
  • The 2024 UNISON Ambulance Seminar
  • Diversifying our network of stewards

If you have any questions, please get in touch at h.group@unison.co.uk or ambulance@unison.co.uk.



Complete the UNISON Newly Qualified Paramedic (NQP) 2024 Survey

If you’re a Newly Qualified Paramedic or have completed the NQP programme within the last five years, we want you to complete our ‘NQP survey 2024’ by clicking on this link

The survey should only take 5 minutes to complete and will be used to find out more about your experiences as an NQP and the issues you face at work. We will use the findings in our discussions with your employers to ensure the programme is being used as intended and identify areas for improvement.

The survey will close on 31 August. The more responses we get, the stronger our voice is when raising concerns on your behalf.

Please note, this survey is also open to non-members too, so feel free to forward the link to non-member colleagues and encourage them to join UNISON!



Ambulance Reps Come Together for 2024 Ambulance Seminar

From the 17th to the 19th of May, UNISON ambulance branches from across the UK attended our UNISON Health Ambulance Seminar 2024 at the University of Warwick.

Representatives took part in a series of engaging sessions to help shape the future work priorities of the Ambulance Occupational Group (AOG). These sessions focused on future policies impacting the NHS and the ambulance sector, race equality specific to the ambulance sector, sexual safety in the workplace, pensions and retirement age for ambulance staff, and lessons learnt from the ambulance industrial action in 2022/23.

All these sessions helped us shape the AOG workplan for the next year, which includes three main priorities:

  1. Retirement age and pensions campaign
  2. Addressing and improving race equality/representation in the ambulance sector
  3. Improving the NQP programme

We will continue to update you on any progress we make on these priority areas, as well as other relevant campaigns that will be of interest to you as a member working in the ambulance sector.



Diversifying Our Network of Ambulance Stewards

This summer, we have released an article jointly with the Association of Ambulance Chief Executives (AACE) in their Keeping P’AACE publication summer issue on ‘UNISON: RECOGNISING THE NEED TO DIVERSIFY’. You can read the article here.

We published this piece with the aim of raising awareness on how, why, and what the significance is for UNISON to champion the work of diversifying our ambulance stewards. This particularly aligns with our key priorities for the next year to focus on addressing the inequalities highlighted in the Race for Equality campaign in relation to the ambulance sector.

As well as black reps, we are also keen to recruit more women, disabled, and LGBT+ reps. If you’re interested in learning more about what these roles might entail, please contact your local UNISON branch or ambulance@unison.co.uk.

Remember, you are legally entitled to time off for your reps training and AACE is keen to support UNISON in diversifying our network of reps to better represent the ambulance workforce.



Ambulance Case Studies for Flexibilities in the NHS Pension Scheme

We want to progress our work on pensions and the retirement age by exploring different options of flexibilities within the NHS pension scheme including redeployment, stepping down, and applying for partial retirement.

We’re looking to build case studies exploring these options as we move to agree on our position as part of this campaign and ways to work with employers.

Would you, or do you know of any ambulance members who might be willing to work with us on developing a case study?

If you’re interested, please contact us by 15 August 2024!

Email us your case studies

Recognizing Non-Nursing Job Changes in the NHS: A UNISON Initiative

Colleagues

One of the actions from our last Health Committee meeting was to develop social media materials targeting non-nursing Job Evaluation (JE). These resources are designed to assist members who are not in the nursing profession but feel that their job responsibilities have changed significantly.

Understanding the Need for Job Evaluation

The NHS has evolved significantly since the introduction of the Agenda for Change. Many roles, including those outside of nursing, have expanded in complexity and responsibility. It is crucial that these changes are recognized and that staff members are appropriately banded for their current duties.

Key Questions to Consider:

  • Feeling Overlooked? If your role has grown but your banding hasn’t, you can ask for a review of your job description.
  • Complex Tasks? Has your job become more intricate? Are you handling more responsibilities?
  • Higher-Level Duties? Is your employer expecting you to operate at a more advanced level?

Take Action Today!

If you find yourself answering “yes” to any of these questions, it’s time to take action. Contact your UNISON branch for guidance and support in initiating a job review. We are here to help you get the recognition you deserve.

Supporting Non-Nursing Staff

UNISON understands that nearly every role in our NHS has evolved since the Agenda for Change was introduced. If you believe that your job now involves higher or more complex responsibilities, speak to us about the Job Evaluation (JE) scheme.

Continued Support and Development

This campaign is just the beginning. We will continue to evolve these materials to meet the needs of our branch.

Thank you for your ongoing dedication and support. Let’s ensure that every role is valued appropriately.

By ensuring our colleagues outside the nursing profession feel supported and recognized, we reinforce the strength and unity within our NHS. Let’s take action to ensure everyone’s role is valued and appropriately recognized.

Embracing Diversity: Unison Celebrates New Census Insights on LGB+ and Trans Scots

At Unison, we have always championed inclusivity and diversity in every workplace across Scotland. The latest census figures, revealing that almost 184,000 Scots identify as LGB+ and nearly 20,000 as trans or having a trans history, reinforce the importance of our commitment to supporting all members of our community. This data is a monumental step forward in recognizing the diverse identities that make up our nation and will significantly impact how services are planned and delivered to improve lives.

Celebrating the Year of LGBT+ for Unison

This year, Unison has proudly declared it the Year of LGBT+, dedicating ourselves to amplifying the voices and experiences of LGB+ and trans individuals within our union and beyond. We believe that by fostering an inclusive environment, we can drive meaningful change and set a standard for others to follow.

Breaking Down the Numbers

The 2022 census was groundbreaking as it was the first to include voluntary questions about respondents’ sexuality and trans history. The results were enlightening: 183,869 Scots, or four percent of the population aged 16 and over, identified as LGB+, encompassing lesbian, gay, bisexual, and other minority sexual orientations. Additionally, 19,990 Scots, or 0.44 percent, identified as trans or having a trans history.

This data not only helps us understand the demographics better but also aids charities, local authorities, businesses, and the government in planning and improving services to enhance the lives of LGB+ and trans individuals.

A Closer Look at the Statistics

  • Bisexual Scots: Of the LGB+ population, 80,260 individuals identified as bisexual, with nearly half of them aged between 16 and 24, and around a third aged between 25 and 34.
  • Gay or Lesbian Scots: Another 80,100 individuals identified as gay or lesbian, with 23.1 percent aged between 16 and 24, and 28.6 percent aged between 25 and 34.
  • Trans Scots: Among those who identified as trans, 46.1 percent were aged 16 to 24, and 26 percent were aged 25 to 34, highlighting a youthful demographic.

Regional Insights

Dundee City Council area had the highest proportion of people identifying as trans or having a trans history at 0.91 percent, followed by the City of Edinburgh and Glasgow City at 0.77 percent each. Meanwhile, the City of Edinburgh had the highest proportion of people identifying as LGB+ at 7.6 percent, with Glasgow City and Dundee City following at 7.1 percent and 6.6 percent, respectively.

A Step Forward for Equality

Director of Census Statistics Jon Wroth-Smith remarked, “This is the first time Scotland’s census has ever collected data on trans status or history and sexual orientation. We can now say that almost 20,000 people aged 16 and over in Scotland identified as being trans or having a trans history, and almost 184,000 people aged 16 and over identified as LGB+.”

At Unison, we understand the power of this information in driving forward our mission for equality. We remain steadfast in our commitment to support, protect, and celebrate our LGB+ and trans members. These statistics not only validate our efforts but also inspire us to continue advocating for a workplace and society where everyone can thrive, regardless of their sexual orientation or gender identity.

Moving Forward Together

Unison will use these insights to enhance our support systems, create more inclusive policies, and ensure that the voices of LGB+ and trans individuals are heard and respected. As we celebrate the Year of LGBT+, we reaffirm our pledge to stand with our members, fostering a union that is as diverse and vibrant as the people it represents.

Together, we will continue to build a future where everyone feels valued and empowered. This is our commitment to you. This is Unison.