Author Archives: Camden UNISON

No place for hate in our communities, says UNISON

 

No place for hate in our communities, says UNISON

 

People living in Dover and Portsmouth care about their towns and look out for the people around them. That’s what defines them, not the ugly scenes of violence and intimidation we saw last week.

Every day, UNISON members see good people coming together to make things better. Working in local hospitals, running schools and providing essential services, they help make our communities what they truly are.

The far right wants to stoke division and disorder. People in Dover and Portsmouth know there’s no place for hate in our communities.

Government must not backtrack on zero-hours protections, says UNISON

The government must resist pressure from bosses and honour its pledge to end exploitative zero-hours contracts, UNISON said today (Tuesday).

The union has urged ministers not to water down reforms around insecure work outlined in a consultation on the new Employment Rights Act, which closed today.

Employer groups have been actively lobbying against proposals to guarantee workers’ hours and payments for shifts cancelled at short notice. However, UNISON has argued that these rights will help gig economy workers, boost growth and improve services upon which the public rely.

The union’s submission to the consultation warns that ministers’ failure to close these loopholes would allow unscrupulous bosses to sidestep new protections.

Workers struggle under zero hours

UNISON has argued that workers have been left struggling on unpredictable incomes amid a rapid rise in zero- and low-hours contracts in public services. The NHS relies on 150,000 workers on zero-hours contracts in England alone, according to NHS England data. They do not receive the same sick pay as other NHS staff, are not paid for mandatory training and live with the insecurity of having hours and rates cut.

UNISON has said that employing workers on such contracts harms continuity of care for patients. The casual arrangements also mean many workers are not given access to appropriate training or supervision.

Findings from a UNISON survey reveal that nearly four in five health staff (79%) would like a guaranteed-hours contract reflecting their regular working hours. Key reasons for this include financial security and mental health.

Preparation for new rights

UNISON has called on ministers and NHS employers to work with unions to prepare for the new rights. The union said the reforms represent an opportunity to move away from using a casual workforce to plug gaps. Patients will benefit from a unified workforce on contracts that provide flexible working options and proper training for all.

UNISON head of health Helga Pile said: “For too long, employers have been able to treat casual staff as second-class citizens. It’s time to end the power imbalance and treat all workers equally.

“Good bosses have nothing to fear from these reforms, which will boost the economy. The public stands to benefit too from more stable services and because staff won’t have to work when sick.

“Making employers pay workers for the stress of short-notice cancellation of shifts should encourage better planning in public services. Workers, including those in the NHS, will be able to give their best to patients.

“Ministers mustn’t cave in to employer groups bent on preserving the power to cut hours or change rotas at the expense of staff wellbeing and service quality.”

Statement from Andrea Egan, UNISON general secretary, on the tragic death of Jason Arday:

I join the National Black Members Committee and Black Members across UNISON in expressing deepest condolences to the family of Professor Jason Arday. His tragic death raises many questions and no doubt has caused a profound sense of anger, shock, and grief. He was a highly respected Black academic whose life was unjustly subjected to relentless, biased, and disproportionate scrutiny by the media.
Professor Arday was not just an academic; he was a beacon of hope and inspiration for many in the Black community and beyond. His contributions to education and advocacy for equality were invaluable, yet the media’s portrayal of him during his life and now in death, has been nothing short of disgraceful. The relentless coverage not only invaded his privacy but also perpetuated harmful stereotypes that continue to affect Black individuals and communities.
We are deeply concerned about the role that the media has played in this tragedy. Serious questions must be asked regarding how the media has fulfilled the Editor’s Code of Practice, which is designed to uphold standards of accuracy, fairness, and respect for individuals. The disproportionate focus on Professor Arday, particularly in a manner that has been overwhelmingly negative, raises alarming questions about the ethical responsibilities of media outlets in their reporting on Black individuals.
The anger, shock, and grief felt by Black members, the wider Black communities, and Professor Arday’s family cannot be overstated. Prof Arday’s death is not merely an isolated case; it is indicative of a broader systemic issue where Black lives are scrutinised and sensationalised without regard for dignity or humanity. We stand in solidarity with Jason’s family and all those deeply impacted during this time of mourning.
As a trade union committed to social justice and equality, UNISON demands accountability. We will be writing to the Independent Press Standards Organisation (IPSO) and to the Rt Hon Secretary of State MP Lisa Nandy, urging them to take immediate action through a thorough investigation into the media’s conduct surrounding Professor Arday’s coverage. It is imperative that we hold the media accountable for their actions and ensure that no other individual suffers the same indignities.
We expect a prompt response outlining the steps that will be taken to address these serious concerns. The time for change is now, and we must work together to ensure that the dignity of every individual, is respected and upheld.
In Solidarity,
General Secretary

Climate change

With climate change policy linked to much of public sector policy, UNISON is helping members push for greener, fairer workplaces and communities

smoking chimneys

What is happening

UNISON is aware that the climate emergency is real, urgent and that dramatic changes are required by UK and global governments to address these issues.

Global temperatures and air pollution continue to rise, as does the effect of heatwaves on human health. We know that extreme heat and pollution prey on the poorest and most disadvantaged people. And it is public services and our members who must pick up the pieces of these impacts in the UK.

Health and environment

Our members are often at the frontline of managing the effects on our health and our environment. Those in the health service are managing the increased health impacts of excess heat or pollution, and in the environment agency our members are responding to the floods and droughts and other environmental impacts that happen on an increasing frequent basis. Our energy workers are delivering the new renewable technologies and infrastructure that reduce reliance on fossil fuels. And many other jobs will be affected in one way or another.

Public services directly emit around 8% of the UK’s greenhouse gases and that is without including public transport or considering the influence on procurement, construction, social housing and more. Across every sector our workers are key stakeholders in the transformations needed to meet the UK’s commitment to reach net zero carbon emissions by 2050.

Pensions investment

In 2017 UNISON’s national delegate conference passed a dis-invest from carbon motion. It commits the union to support campaigns to ensure that your pension fund and of course the companies we all invest in take climate change seriously.

The motion ensured that any campaign demand from UNISON had to include alternative investment proposals to address climate change and replace the assets that pension funds will be selling.

“Tackling climate change can’t wait until a more convenient time – there’s too much at stake for our members, their jobs, their families and the communities we all live in”
Andrea Egan
UNISON general secretary
Andrea Egan

What UNISON is doing

UNISON is clear that climate change policy in public services is inextricably linked to policies on public health, the cost-of-living crisis, education and skills and almost all other areas of public policy.

UNISON is supporting additional capacity in branches with the new environmental Officer role.  Providing training, guidance and support networks to enable our branches to meet the challenges of climate change as they arise in workplaces.

We are encouraging all members and branches to engage on this topic in any way they can in their workplaces, their local communities, nationally and globally throughout the year with a focused week of Green activity with Green UNISON week  every year in mid-September.

Check out the details on the 2026 UNISON Year of Green Activity page.

Public services and Just Transition

UNISON supports the UK’s Just Transition commitments and those embodied in the Glasgow Climate Pact, agreed by the UK government at COP 26 which “recognises the need to ensure just transitions that promote sustainable development and eradication of poverty and the creation of decent work and quality jobs”.

UNISON is clear that change is vital and that we can’t put off the necessary changes until a more convenient time but we are also clear that the necessary transition must be a fair or ‘Just’ transition that  leaves no one behind;

  • changing jobs should be protected;
  • training should be provided;
  • proper investment is needed for increasing demands;
  • workers and the communities they serve should be part of the conversation;
  • no groups should be disproportionately disadvantaged;
  • opportunities and benefits should be shared.
YOGA square
Our 2026 focus

Year of Green Activity

Help change workplaces and public services to meet climate change commitmen

VOTE YES FOR FAIR PAY – VOTE YES FOR STRIKE ACTION

 

Our national pay ballot opens this week! This is our chance to fight for a decent pay rise – we’ve had enough of pay cuts every year and we’re worth more than 3.3%.

In this post, you’ll find what you need to do to help us win a better pay rise, and how you can help us get the vote out in the ballot – we need over 50% of our members to vote.

Step One – Make sure you vote!

This is postal ballot, so your ballot paper will come to your home address. It will arrive in an envelope looking like this:

Inside, there will be a ballot paper asking “Do you wish to take strike action over pay”. UNISON IS RECOMMENDING THAT YOU VOTE YES.

There will also be a reply-paid addressed envelope inside, so returning your vote couldn’t be easier.

When Can I Vote?

The ballot opens on Thursday 9 July – this week – so ballot papers will start to arrive any day soon after that. The ballot closes at 10am on Thursday 6 August – so last posting day is Tuesday 4 August, but don’t leave it that late!

Step Two – Make sure your colleagues vote!

We need to get over 50% of our members to vote if we are going to be able to strike for better pay. So we need everyone to help get the vote out.

The best way you can help is to volunteer to get as many people as possible in your team to vote – be a Camden UNISON pay rep! If you can do that, email unison@camden.gov.uk to let us know and we can send you details and ideas that should help.

Can you phonebank?

If you’re able to help us phone round branch members asking them to vote, that would be ace! We can phone together from the branch office in the Crowndale Centre, and will provide a script to help with what to say – again, let us know and we can arrange the best time for you to help.

Step 3 – Let us know that you and your team have voted

That way, we can focus on talking to members and teams who haven’t voted yet rather than asking you again.

Step 4 – Strike for better pay!

FAQs

Every ballot brings lots of questions, and we will address as many of them as possible on our pay microsite that is going live soon, but here are some of the most frequently asked FAQs.

What do I do if I don’t get a ballot paper?

If you haven’t received a ballot paper by 16 July, you can call the ballot hotline on 0800 0857 857 to request a new one. You can also call this number if you lose your ballot paper. The hotline closes on 30 July.

Can people not in UNISON vote?

No, but if a workmate joins before 23 July, they will get a ballot paper – they can join using this link here: Join UNISON

Is UNISON recommending how to vote?

Yes, UNISON is recommending that you vote YES to strike action for better pay.

Does my vote make a difference?

Yes, every vote helps us get over 50% turnout in the ballot. Some years ago, the Tories brought in anti-union laws making it harder for us to campaign for decent pay and conditions. Some of those include that we have to have a postal ballot, and that over 50% of members have to return their vote, also by post. This is harder than it seems, we all forget to post letters and find them weeks later at the bottom of our bags, or on top of the fridge, in fact anywhere but in a post box – so returning your vote as soon as possible, and then letting us know, makes a real difference and means we can focus on talking to members who still have to vote.

If we strike, we’ll lose money even with strike pay. Is it really worth striking?

When we take strike action, we win more money overall than we lose. We know it’s difficult to lose money, but without taking action we know we’ll be worse off this year already. However, if we stand together, get the vote out and fight back, we can win more.

When we win, will the pay be backdated?

Yes, back to 1 April 2026

Do you know when we’ll get the money?

That will depend on when the employers give in and agree to our pay claim!

Where can I find out more?

You can come to the weekly Camden UNISON members meetings, get updates and ask questions. They are on Teams, 1pm, every Thursday.

And this Thursday, we’ll hear from strikers who work at the Institute for Cancer Research, taking action for better pay for the first time ever!

USE YOUR VOTE
VOTE YES TO STRIKE
HELP GET THE VOTE OUT

Visit our Pay Consultation Microsite

 

Schools Update

 

 

Our fight for decent pay for Teaching Assistants continues! UNISON members at Richard Cobden and Primrose Hill schools have been out on strike this week in their campaign to be fairly graded and paid for the work that they do.

As you can see from the photo, Teaching Assistants are nearly all women workers. As an employer, Camden says that they want to close the gender pay gap – so how about paying these women properly!

Despite the heat, they have had visitors bringing solidarity to their picket lines (although we’ve been pleased that they are in the shade at both schools!). We have also had donations to their strike fund to help with any hardship payments – why not do a collection on your team for them and send it with a solidarity message? If you contact unison@camden.gov.uk we will pass all messages on. Any collections or solidarity donations can be paid into:

Account Name: UNISON Camden
Sort Code: 60-83-01
Account No: 20040736
Ref: TA Strike

 

 

UNISON is Ballotting members to strike for pay increase

School and council staff need a fair pay rise

Local government staff keep communities safe, clean and accessible, often for little to no recognition. Without dedicated staff, local government will collapse. And without fair pay, councils will continue to struggle to recruit and retain staff

We’re balloting for strike action

Following receipt of the full and final offer of 3.3% for council and school workers in England and Cymru, UNISON’s committee of leading activists have decided to ballot members for strike action.

The ballot will run in a selected number of target employers from 9 July until 6 August. 

We will update members shortly with confirmation of affected branches.

UNISON will be recommending that members being balloted vote YES for strike action

If you lose or don’t receive a ballot paper by 16 July, please request another one by calling the hotline on 0800 0857 857.

Making work pay must mean making it fair, now

 

Three people in a graphic

The Employment Rights Act is a welcome shift towards stronger workers’ rights. After years of insecurity and erosion of standards, it shows the tide is finally turning.

But for far too many workers, especially those delivering public services under private contracts, this does not go far enough – or fast enough.

Before taking office, the government promised the biggest wave of insourcing this country has ever seen. That promise raised real hope among workers trapped in outsourced, insecure jobs. Yet months later, many are still waiting to see delivery.

“Insourcing changed everything”

For those who have been brought back in‑house, the difference is stark. Chris Akaluka, Branch Secretary for Barts Health has first-hand experience of being insourced – and is taking that experience to government. Thousands of his colleagues have seen the benefit.

Chris said: “Being insourced changed everything. We finally had job security, proper sick pay and a voice at work. It wasn’t just better for us – it meant we could do the job properly, without cutting corners or worrying about what would happen when the contract changed again.”

That is why UNISON is backing the TUC’s campaign ‘Our work matters’, calling on Labour to honour its pledge and bring services – and the people who deliver them – back in‑house.

Over 20,000 people have signed the online record of support – which Chris and colleagues from other trade unions have handed to Cabinet Office Minister Chris Ward at a TUC Roundtable.

For outsourced workers, delay has real consequences. Many face a two‑tier workforce, doing the same jobs as directly employed colleagues but with fewer rights, weaker sick pay and less security. High turnover and short‑term contracts are often used to avoid responsibilities.

The Employment Rights Act begins to address this. Day‑one rights, improved statutory sick pay and stronger redundancy protections all matter – especially for low‑paid workers in cleaning, care, water services and facilities management. No one should be forced to choose between going to work sick or losing pay – or losing their job.

Outsourcing itself remains the problem

But without insourcing, insecurity is baked into the system. Contracts change hands, workers’ conditions erode and experience is lost. Insourcing is the only way to end the two‑tier workforce and make decent, secure work the norm.

More employment reforms are expected later this year. They must be matched with urgent action on insourcing. Warm words are not enough. Workers need delivery.

Making work pay must also mean making work fair – and that means acting now.

Legislation alone does not change workplaces. Workers and unions coming together to organise can deliver real change. These new rights will only be as strong as our ability to enforce them. That means:

  • Recruiting and organising in contracted workplaces
  • Negotiating to ensure employers go beyond the legal minimum
  • Challenging bad practice wherever it persists.

For members working for private contractors, this is a moment of opportunity. Every gain we make in law must be defended – and built upon – in the workplace.

UNISON will be at the forefront of making sure these changes deliver – not just in principle, but in practice.

Because making work pay must also mean making work fair for everyone – wherever you work and whatever you do.

 

By national secretary for business, community and environment Donna Rowe-Merriman

Labour government must put workers ahead of the wealthy to succeed, says UNISON. Reform poses an unprecedented threat to the union movement

 

 

Andrea Egan, General Secretary of UNISON, photographed at UNISON HQ on Euston Road, London. March 2026.

Commenting on the election results for councils in England and devolved assemblies in Scotland and Wales, UNISON general secretary Andrea Egan said:

“Labour faces political oblivion because it’s simply not delivering for the majority of people.

“There’ll clearly be a change of Labour leader sooner or later. But what really needs to change is the fundamental approach: only a Labour government which unashamedly puts the interests of workers before the wealthy can succeed.

“That means taxing the super-rich to repair public services, guaranteeing workers are paid their fair share, and ending the outsourcing racket by bringing public services back under public ownership.

“Reform claims to oppose the elite, but all that’s offered is more of the same. Attacks on workers and migrants, backed by billionaire funders.

“So whenever and wherever the party gains power, life will become more difficult for public sector workers and all ordinary folk.

“UNISON won’t tolerate political attacks on members from Reform-run local councils. If Reform comes for our jobs, pensions, pay or conditions, it’ll face the full force of the union.

“We will also continue to stand with our migrant members, facing a crackdown on their rights and bearing the brunt of rising intolerance.

“Reform poses an unprecedented threat to the union movement. It couldn’t be more urgent for Labour to stop playing on Farage’s pitch and start rebuilding a progressive majority based on real labour values.”

‘Is AI green?’ Just don’t ask ChatGPT

Whether it’s consuming vast amounts of energy and water, or producing frightening levels of CO2, artificial intelligence is certainly not good for the environment

Graphic image of a robotic hand holding the planet Earth in its fingers

Artificial intelligence is being rolled out across workplaces and public services at rapid speed. From drafting emails to analysing medical scans, AI tools are increasingly presented as essential to modern work.  

But trade unions, among others, have concerns about the pace – and lack of caution – with which society is embracing this advanced technology. One area of chief concern is the environmental cost of AI.

The public sector is legally required to meet net-zero targets, but if you look at the vast physical infrastructure of data centres, and their effect on energy networks and water systems, the environmental footprint is growing quickly. 

The environmental impact of AI 

Some of the figures already emerging around AI’s environmental impact are striking: 

  • A single ChatGPT query can use around 10 times more electricity than a Google search 
  • By 2035, data centres could account for 20% of the UK’s projected total CO2 emissions 
  • One large data centre can consume up to two million litres of water every day – roughly the equivalent of 6,500 households 
  • AI’s carbon emissions last year were estimated to be comparable to the entire city of New York 
  • Freshwater consumption linked to AI infrastructure in 2025 exceeded global bottled water consumption 
  • AI hardware production relies on toxic electronic waste and mineral mining often associated with labour exploitation. 

What exactly is a data centre? 

AI often feels intangible to users, however the systems behind it are remarkably material. At the heart of AI’s environmental impact are its data centres, facilities filled with high-performance hardware that store and process enormous amounts of information. These require vast computing power: thousands of servers running continuously, generating an extortionate amount of heat. 

To prevent overheating, data centres use a method called direct evaporative cooling, where cold water vapour is blasted across server racks to reduce temperatures. This process is extremely water-intensive, which is why large data centres can consume millions of litres of freshwater every day. 

As AI is rolled out across our public services, the demand will rise, as will the resources they consume.  

A lack of transparency 

According to Foxglove, the non-profit organisation that “fights to make tech fair for everyone”, one of the biggest challenges is the lack of publicly available information about the environmental costs of AI infrastructure.  

Tom Hegarty, Foxglove’s head of communications, explains that Foxglove’s investigation into AI’s environmental impact started in earnest around 2024, when the organisation started examining the infrastructure behind generative AI. “The first thing we realised was that there is a real lack of reliable, transparent information about the environmental costs of data centres in the UK,” he says. 

Foxglove initially approached data centre developers directly for information about water use and energy consumption. “We got almost nothing back,” Hegarty says, apart from PR-like assurances that environmental impacts were being managed. Foxglove turned instead to Freedom of Information requests to water companies. The results were revealing, but incomplete. Only about half of companies responded with usable figures, and some of the most significant data – including figures from Thames Water – was already years out of date. 

“Even the numbers we did receive were almost certainly a massive underestimate,” Hegarty says. “The expansion of data centres since then has been enormous.” 

A major planning loophole 

Foxglove’s research uncovered another issue: how data centres are classified within the UK planning system. Right now, data centres are typically categorised under B8 planning use, the same classification used for storage warehouses. It sounds minor, but the implications are significant. Warehouses generally have relatively modest energy and environmental impacts, so they are often approved with limited scrutiny. A hyperscale data centre, by contrast, may require huge amounts of electricity and water while producing large amounts of carbon emissions. 

“The problem,” Hegarty explains, “is that if you’re a planning officer looking at a list of applications, a data centre can look like just another warehouse.” 

As a result, projects involving enormous computing infrastructure can pass through the planning process without the level of environmental scrutiny typically applied to major infrastructure developments such as roads, railways, or power stations. 

And in all cases, there is currently no mandatory legal requirement for an environmental impact assessment. 

Workers and the climate dilemma 

For many workers, the rapid expansion of AI raises uncomfortable contradictions. UNISON policy officer Kate Jones says that union members increasingly recognise the environmental impact of the tools, such as Copilot, that they are being encouraged (if not yet required) to use by their employers.  

“People are asking: if every search I do has a significant environmental cost, what does that mean for my own impact, and what does it mean for the net-zero targets in the public sector?” she says. 

Jones argues that the general conversation around climate change often focuses too heavily on individual behaviour, which ignores the bigger issue: “The responsibility here isn’t really with individuals. The responsibility lies with the systems that are driving this technology. 

“We need AI firms thinking about how they can make sure their products are less environmentally damaging. And we need governments looking at AI infrastructure, as its being proposed, and asking do we need this one, do we need that? And we need employers and governments looking at procurement and asking which companies are going to have more of an environmental impact, which ones won’t.”  

A fundamental issue, she says, is not whether AI can be used in any given instance, but whether it should be. “There are incredible applications. AI is really helping with cancer diagnosis, for example, and that’s amazing, that’s not something anyone would argue against. But do we really need to use it to generate every piece of written content? Especially when the results often aren’t even that good?” 

What needs to change 

Kate notes that “the government is incredibly reluctant to do anything that will slow down AI, and that includes regulation.” But addressing AI’s environmental impact will require action at multiple levels. UNISON’s key demands are: 

  • Mandatory reporting by data centres of energy use, water consumption and emissions 
  • Environmental impact assessments for new AI infrastructure projects 
  • Integration of AI demand into national water resource planning 
  • Penalties for misleading sustainability claims or ‘greenwashing’ 
  • Public sector transparency through annual digital sustainability reports. 

And this is what members can do:  

  • Collective bargaining and campaigning in their branches for responsible use of AI in the workplace, asking employers how AI fits in with their environmental strategy 
  • On an individual basis, ask if a task genuinely requires AI 
  • When using generative AI, use the smallest model possible generative – lighter models use significantly less energy 
  • Avoid using AI to generate images and videos – it uses a significant amount of energy. 

As Kate Jones concludes: “There are so many questions as to whether we need to be using AI, but the environmental one is really important. When the environmental cost is so high, are we using AI where it truly matters – or simply because we can?”