Update on Pay, Section 5 and the USO and what to expect at the National Briefing on Wednesday 21st & Thursday 22nd May 2025
Over the last three weeks Royal Mail and the CWU have been in intensive and complex negotiations covering commitments contained within the agreement with EP Group.
These cover:
1.A long term pay deal.
2.The pathway to equalisation of new entrants’ pay, terms and conditions including a first step within three months of the takeover.
3.Reducing reliance on agency which will create more jobs and opportunities for part timers to increase their hours.
4.Reviewing overtime and scheduled attendance rates.
5.Introducing a performance incentive scheme which is payable based on local targets.
6.Improvements in sick pay.
7.Introducing new ways of working which includes a new more supportive approach to My Performance.
We have made progress on a number of these issues over the last three weeks. These negotiations are challenging when set against the financial position of the company, but we are determined to reach an agreement that resets Royal Mail and gives it a platform to grow, as well as ending the chaos culture in units across the UK.
Over the last three weeks the CWU negotiators have rejected three separate pay offers, all of which were above inflation.
We also have a plan in place for new entrants to reduce the working week and introduce paid meal reliefs. Further discussions are taking place on other parts of the equalisation pathway.
Alongside reaching agreement on all of the above, we are in negotiations on the future of the Universal Service Obligation – something that is crucial to both the future of the company and long-term job security.
Royal Mail have expressed their desire to reach an agreement, and we will continue with negotiations next week. Our aim is to reach an overall agreement by the time the transaction completes on 30th May 2025. We are meeting Royal Mail again in Manchester on Tuesday 20th May.
We fully recognise the urgency of delivering an agreement – in terms of bringing stability to workplaces, but we also know our members need and deserve a pay rise. We must balance this against reaching the right agreement for you. We will provide further updates and host engagement sessions with members in the coming weeks.
National Briefing 21st and 22nd May 2025
At the National Briefing it is our intention to fully update you on all aspects of the current negotiations.
The National Briefing on Wednesday 21st May will commence at 10am and will be held in the Mercure Manchester Piccadilly Hotel (International Suite). Address below.
Mercure Manchester Piccadilly Hotel
Portland Street
Manchester
M1 4PH
The agenda for the 2 days is below:
Dave Ward (CWU General Secretary) EP – Agreement/Update.
Martin Walsh (CWU Deputy General Secretary – Postal) – Opening Remarks.
Royal Mail Presentation – Alistair Cochrane (Chief Operating Officer)
The reset in both Industrial and Employee Relations
a. HR Summit
b.Transforming Industrial Relations
c. Reset of Employee Relations
d. New IR Framework
e. Working Together
f. Next Steps
Pay – Long Term Pay Deal
New Career Path
New Entrants
Pay Simplification
Reducing Reliance on Agency
New Performance Incentive Scheme
New Ways of Working/My Performance
Review of Scheduled Attendance and Overtime Rates
Sick Pay Arrangements
New agreed Voluntary Redundancy Terms
Developing a Growth Strategy
USO and the link to the agreement
Next Steps
Pension Information
Membership Recruitment Strategy
Any enquiries in relation to the content of this LTB should be addressed to the DGSP Department.
So it's not just a straightforward pay rise but instead comes bundled with major structural changes as well = big red flag. Especially that one at the end which introduces new ways of working which includes a more supportive approach to My Performance! This isn't just a pay deal but a complete overhaul of the job.
Any pay rise is being used as bait for agreeing to a load of changes that isn't in our long term interests.
On the face of it, shareholder value is the dumbest idea in the world.
That part on pay simplification.
That was touched on before.
Integrating delivery supplement into basic pay so it was pensionable.
Let's hope they don't take away legacy payments like ICS supplements.
They've tried taking it away about 3 times now.
So it's not just a straightforward pay rise but instead comes bundled with major structural changes as well = big red flag. Especially that one at the end which introduces new ways of working which includes a more supportive approach to My Performance! This isn't just a pay deal but a complete overhaul of the job.
Any pay rise is being used as bait for agreeing to a load of changes that isn't in our long term interests.
They expect posties to run round like silly fookin idiots.. and think it's the norm...
There lunitics.. there be no one left in delivery the way they carrying on... insane.
So it's not just a straightforward pay rise but instead comes bundled with major structural changes as well = big red flag. Especially that one at the end which introduces new ways of working which includes a more supportive approach to My Performance! This isn't just a pay deal but a complete overhaul of the job.
Any pay rise is being used as bait for agreeing to a load of changes that isn't in our long term interests.
tbh it was never going to be a straight forward pay rise we've been down this road so many times before. probably sorted out around October so there's a bit of a lump sum for staff. the cwu have listed what they want to discuss but my worry is what the company want in return for there demands and don't think its going to be good for front line staff.
We've been here before. Delay the deal, bundle in the changes, drop the pay deal later on with a backdated lump sum and then sell it as a win to staff fed up waiting. And just like the last agreement RM will give us this in return but they want more than just USO reform (which will save them millions) in return. They'll want more flexibility, greater performance management etc etc and you have to wonder who will really benefit from this "reset".
On the face of it, shareholder value is the dumbest idea in the world.
We've been here before. Delay the deal, bundle in the changes, drop the pay deal later on with a backdated lump sum and then sell it as a win to staff fed up waiting. And just like the last agreement RM will give us this in return but they want more than just USO reform (which will save them millions) in return. They'll want more flexibility, greater performance management etc etc and you have to wonder who will really benefit from this "reset".
It most definitely won’t be the people on the streets that will benefit. The ones at the top are totally out of touch with the people on the shop floor.they will say we got a good deal but at what cost to delivery staff.
on another post our delivery supplements seem to be part of the pay deal. but no doubt just rumours
The CWU have previously stated they want the supplements included in basic pay so that it goes towards our pension so not a rumour, if it is indeed part of a future pay deal remains to be seen
Based on a 37 hour contract, with 5 x 40 minute breaks a week - if you include supplements you earn almost £16 per hour worked. Expect it to be sold like that.
the cwu have listed what they want to discuss but my worry is what the company want in return for there demands and don't think its going to be good for front line staff.