A branch Ordinary General Meeting was held 28th October at 1pm both in Richmond C7 and online.

General Update
There was a general update with Co President Zak Hughes reiterating that there are still members at risk of redundancy, and the imminence of MARS decisions (announcements scheduled for end of this week/start of next week.

Heating
The branch is also giving advice on recent issues with heating on campus due to the delays in the Bradford Energy Network. Members are advised to log unacceptable working temperatures as a ‘near miss’ via ServiceNow.

RDR
The branch is still in dialogue regarding the RDR process and would welcome any feedback on their experience of the process from colleagues.

Review of People Policies
A number of people policies are being subjected to review, which does place a burden on committee members especially as they are all being reviewed together. In addition there is a new probation policy that will bring academic and professional services staff more in to line; this is a response to changes in employment law.

The branch has formed a policy working group and would welcome volunteers interested in getting involved, and any feedback from members who have experienced people policies ‘in action’.

Branch Position on Pay Deferral
Management have already announced plans for a second pay deferral at least until January for all staff up to grade 10, grade 11+ staff (not part of national pay bargaining framework), and living wage.

Members will recall that the branch objected in the strongest terms to the deferral of the 2025 award, and called for meaningful and constructive dialogue in advance of any such decisions going forwards.

The branch has already suggested to management that proposals made by the branch last year could be the starting point for discussions; there appears at this stage more willingness to engage, which UCU welcomes.

Those previous proposals:

• Equalise leave across grades (i.e. increase level to 30 days for G2-8, pro rata)
• Employer to commit to re-opening promotion and re-grading in Aug 2026 and every six months going forward – partly in progress
• Employer to commit to consultation on a Career Progression Policy
• Employer to commit to consultation on review of salary spine points
• Employer to commit to consultation on maximum salary and pay transparency

In addition, UCU is calling upon the employer to share financial details to justify any decision to defer.

Motion 1
The branch believes:
• that the employer must provide full budgetary information to UCU
• that the employer must commit to consultation with UCU on alternatives measures of rewarding staff, which may include:
– the equalisation of leave across grades.
– development of a career progression strategy for staff on professional service contracts
– a review of the spine points of grades
– pay transparency and a maximum salary
The branch reserves the right to launch a dispute if not satisfied by the employer’s actions

Motion 1 was carried unanimously

Office Moves in FHSC/IHSC
It was announced in August that some staff would be required to move offices. Despite repeated requests for meetings and information about the project the response has been poor.

At no point have staff been consulted either collectively or individually; UCU believes that information about where individuals will move to is being deliberately held back. UCU also understands that staff involved will have just 1 week of notice of a move and even then may not know where they will be relocating to.

UCU advises all members asked to move to ask for confirmation that any of their specific needs (reasonable adjustments, specialist provision such as clean power supply) have been addressed, and that they will be unable to move until that has happened.

Members should contact the branch if they experience any difficulties/resistance.

The branch is extremely frustrated that such a simple process as moving staff should be so poorly handled by management and create unnecessary distress that could have been so easily avoided if elementary project management protocols had been adopted (i.e. a clear plan with justifications, stakeholder engagement, a nominated sponsor, EI and H&SR assessments).

Even more frustrating is the acknowledgement by senior management of some of these issues but with no rectification following that acceptance.

Motion 2
The branch believes:
• that there has been a deliberate refusal from some managers to engage with the union.
• that there has been a consistent lack of consideration of the wellbeing of staff.
• that the employer’s most recent communication pushing staff to move before the suitability of offices has been determined (and possible reasonable adjustments made) is not acceptable.

The branch resolves:
• to communicate directly with affected members and provide advice on their rights
• to support any submission of a collective grievance by staff.

Motion 2 was carried unanimously

Changes to Local Rules
Members will be aware that the make-up of branch committee was changed to accommodate two co-presidents rather than a single branch president at the last AGM. In addition the branch established an ARPS officer role to represent academic members.

Whilst the branch has had co-presidents in recent years, local rules have never been adjusted to accommodate that arrangement which negates the need for a Vice President.

It was also noted that local rules did not set out duties of the nominated H&S officer.

Motion 3 set out the wording for amendments to local rules which can be read in the slides for those interested in the details.

Motion 3 was carried unanimously – updated local rules will be available to view on our website.

National Matters

Higher Education Sector Conference
A Special Higher Education Sector Conference was held 14th October.
Directions about a possible dispute against the Secretary of State were determined at that sector conference; decisions by the National Executive Committee on next steps are awaited.

National Day of Action
UCU has declared a National Day of Action on Friday 20th November.
It should be noted that this is not a call for industrial action and is not an offical dispute event.
The branch will consider how best to participate and make an announcement in due course.

Any Other Business

Emailing Issues
The branch is aware that the university Sympa list seems to be having trouble communication with gmail accounts. Some members are reporting not receiving meeting invites and newsletters.
We suggest therefore that members access their myUCU account and ensure that their university email is marked as their preferred email for UCU communications. This should ensure that emails from the branch sent using the Sympa list get to you.
Please Note however that you must also have a non-work email address registered with UCU in readiness for electronic balloting when that is implemented.

You can view slides from the OGM here.

As you know better than anyone, the higher education sector is facing a deepening crisis.

Chronic underfunding, poor governance and an ineffective regulatory model are forcing many of us out of education. Institutions are cutting jobs, courses and campuses while investing in luxury projects.

But your local mayor or MP can take action to protect the vital contribution higher education makes to our country.

We want you to take action to stem the crisis in post-16 education. Email your mayor or MP and ask them to stand up for higher education.

Click here to email your mayor

Click here to email your MP

Every action counts and together we can build the pressure needed to secure the higher education system our students, staff and communities deserve.

It only takes a few minutes to make your voice heard and deliver impact, when members across our communities speak out together, we can make it harder for decision-makers to ignore the crisis facing our sector.

Take action for higher education

This is just the beginning. Look out for more opportunities to take action as we build our campaign and push for the change higher education urgently needs.

Thank you for standing up for higher education, your colleagues and your students.

In solidarity

Jo Grady
UCU general secretary

Members were updated on developments in respect of the current pay negotiations, UCEA position on pay, local plans to defer the pending pay award, the current MAR Scheme, and branch demands following announcement of deferral.

Slides of the meeting can be viewed here

UCU’s AGM took place on 2nd July 2026.

Powerpoint slides are available here.

Election of officers was undertaken. With no challenge to any position, all candidates were elected by one show of hands. There were no objectors.

The Vice President reviewed the now closed TCP, highlighting branch successes in particular in averting compulsory redundancy.

Following the review, the VP apprised members of a new organisational change announced for SPOMS which appears to target branch officials in the Chemistry area and is being undertaken just 9 months after the group was reviewed under TCP.

Management have refused to consider that this organisational change is part of TCP despite the decision to close chemistry and reduce staffing in that area being integral to that process.

UCU believes that this disaggregation is a deliberate move by management to avoid legal obligations that accompany larger scale re-organisation, and that this approach will be used again in other areas to further attack jobs.

The following motion was considered by members:

The UoB UCU LA notes:

• That the organisational change launched in the School of Pharmacy, Optometry and Medical Sciences continues to be unjustified, uneconomic and unnecessary
• That despite the motion passed by the branch on 17th June the employer has not made any serious response to the proposals UCU has made
• That the employer is not taking action to mitigate redundancies, for example by refusing to open an institution wide voluntary severance scheme or by taking into account a reduction of staffing in SPOMS since Dec 2025

The UoB UCU LA believes:

• That an attack on one is an attack on all, and that staff will be targeted in the future
• That this proposal targets UCU representatives

The UoB UCU LA instructs the branch officers to consider escalation to a failure to agree, and ultimately an industrial dispute, unless the employer takes meaningful measures to avoid redundancies

The motion was CARRIED unopposed.

With The Hybrid Working Policy implementation set for September, colleagues may have some reservations about what implementation means for them.

That ‘3 day’ Rule

UCU was disappointed that a proposal to include an appeal mechanism was not included as we believe that there is potential for the policy to be weaponized by line managers with personally held views that do not wholly accord with the spirit of the policy, namely that individual and group circumstances should play into decisions on how and where people are expected to carry out their duties.

Less enlightened managers may well quote ‘business need’ as justification when in fact the real reason is their own obsession with presenteeism as a proxy for effective line management.

Reasonable Adjustment Plans

UCU was pleased that there was a commitment in the HWP to respect RAP’s when considering the needs of individuals when looking at the application of HWP in practice.

Nevertheless, we are already hearing stories of line managers seeking to challenge RAP’s and referring holders back to occupational health for assessment EVEN IF there has been no improvement in their condition.

Again, this suggests that there are rogue line managers who fail to see the need to adhere to the spirit and intent of HWP, when in fact it is their duty to manage the team, giving due respect to the OH needs of members of that team, and facilitating necessary adjustments.

Making an Appeal

Whilst it is disappointing that no appeal process was accommodated in the policy, employees can utilise existing grievance procedures to challenge line managers.

UCU members have the advantage of assistance when preparing to lodge a grievance, and representation in meetings throughout the process.

Where there is evidence of wider abuse, UCU can organise to challenge that abuse through collective grievance and bargaining.

Even if you do not think it now, you or your colleagues may be glad of that support, so join UCU now rather than waiting to see what happens.

Members were made aware of the recently announced second organisational change to the Chemistry group, coming just 6 months after Phase 2 of TCP.

The LA Committee have a number of concerns about this development, and asked members to consider/vote on the following motion:

The UoB UCU LA believes:

• That the organisational change launched in the School of Pharmacy, Optometry and Medical Sciences is unjustified, uneconomic and unnecessary
• That the employer’s actions, process and timescale have hindered UCU engagement will not allow meaningful consultation
• This organisational change is part of a strategy on the part of the employer to place small numbers of staff in scope in an attempt to isolate them.
• An attack on one is an attack on all – the branch will fight to protect all jobs.

The UoB UCU LA demands:

• The employer engaging in a full meaningful consultation process over 45 days
• The employer committing to genuinely looking at alternatives
• The employer taking the opportunity to alleviate heavy workloads, and the associated stress, both in SPOMS and the wider institution
• The employer taking the opportunity to alleviate heavy workloads, and the associated stress, both in SPOMS and the wider institution

The motion was passed unopposed.

You can review the meeting slides here

Members were apprised of discussions with management over the development of Teaching & Scholarship Contracts, research time allocation and UoB’s use of external partnerships There was also an update on TCP.

Following a brief introduction members were asked to consider Motion 1 in response to a request from Nottingham University UCU. Staff there were stunned to learn of proposals to sack around a quarter of the workforce (c700 staff) as well as the right off of some £26 million following a botched property acquisition. Once again, staff are the casualties when management make mistakes.

Motion 1 – Solidarity with UCU University of Nottingham
UoB UCU approves a £500 donation from branch funds to UCU UoN hardship fund.
Motion passed unopposed.

Teaching & Scholarship Contracts
Management are proposing the development of teaching only contracts for those staff for whom research is less important.
The branch has asked for terms and conditions of negotiation, and will return to colleagues for their views on the aspects of the proposals once we have them.
At this stage the branch opposes the introduction of separate ‘non-research’ contracts of employment and will argue that only role descriptions need to be adjusted.
Some staff expressed concern that there could be discrimination/equity issues, that the move would effectively remove research options entirely from some staff, and that only research that aligned with research institutes would be funded under this model.
In the matter of equality it was noted that the removal of critical EDI roles, and the pausing of Athena Swan accreditation said much about management attitudes to equality more broadly. UCU will be pressing for EIA’s and mitigation steps in relation to this and things like a review of the Bradford Academic (essential in the light of T&S proposals to protect career paths).
The branch’s minimum demands in relation to T&S negotiation were outlined.

Research Time Allocation
UCU continue in their objection to the implementation of RDR; management have failed completely to consult on this matter and have rejected UCU proposals for an interim arrangement to allow time for consultation to take place.
Branch advice to members is NOT to upload RDR forms to sharepoint pending the outcome of a meeting with management due to take place on 27th May.
Members may consider it sensible to share their submission with a line manager in the interim; branch will advise on meeting outcome promptly, bearing in mind the 1st June deadline for submission.

Partnership Agreements
UCU understands that UoB have entered into a new agreement with Oxford International Education Group (OIEG).
OIEG will deliver existing programme content to students on their London Campus using their own staff.
We consider this to be outsourcing of teaching provision that will have serious implications for jobs at UoB.

Motion 2 – External Partnerships
• The UoB UCU LA believes:
– That the use of external private providers to undertake core business is outsourcing and so jeopardises jobs here at UoB
– That such outsourcing represents an attack on the terms and conditions of HE workers, both at UoB and within the sector as a whole
• The UoB UCU LA resolves to oppose the outsourcing of work to external private providers
Motion passed unopposed

Members are encouraged to pass on any information they have about partnerships, including advising if they have been directed to or asked whether they will consider participating in such an initiative.

You can view slides from the meeting here.

Branch Officers summarised the latest developments with the Transformational Change Programme (TCP) and Hybrid Working Policy, as well as taking feedback from members about the decision to renew the sponsorship agreement with Bradford City FC.

Research Time Allocations
The time allocated for research activities are a key matter for academic staff – it affects the chances of promotion, the ability to obtain a job elsewhere and the likelihood of being made redundant!
The linking of the Research Development Review (RDR) to research allocations, and how time will be allocated what criteria will be used etc are questions that the employer must consult with UCU on.

After strong objections from the branch the employer has now agreed to meet with UCU and has paused the RDR process until 1st June while discussions occur.
The branch is therefore recommending that members do not upload any RDR documents until discussions are further advanced. Members may want to work on documents offline but do not share them with the employer.

External Partnerships
The branch has been consistent in its opposition to partnerships with private providers. These partnerships harm the conditions, wages and job security of staff here are the University of Bradford, and in the wider HE sector.
The branch was particularly alarmed, therefore, when members from one Department alerted the branch committee to the fact that there was a proposal that a UoB programme designed and created programme be taught at the London Campus of Oxford International Education Group (OIEG) by OIEG staff.
The first the programme team heard of this proposal was on Tuesday 28th April. UCU had not been informed of any such proposal, and when questioned members of the University Executive Team were unable to provide clear information.
Thursday’s TeamTalk announced that rather than being just a proposal it would be going ahead – “… we are partnering with Oxford International to deliver a variant of our MSc Project Planning and Management at Oxford International’s London headquarters in Greenwich.”

All members should be extremely concerned about this development. It is direct outsourcing, taking work form UoB staff and giving it to OIEG – which at a time when the Executive has stated that it wants to reduce the percentage of staff costs can only be considered an attack on our jobs.

You can view slides from the EGM here

Strikes across four of Scotland’s Universities

UCU Scotland members took taking strike action this week across four of Scotland’s universities, reported BBC Breakfast, BBC Radio Scotland, ITV News and multiple local TV and radio stations. The industrial action impacted Aberdeen, Dundee, Heriot-Watt and Strathclyde universities.

UCU general secretary Jo Grady told The National: “The jobs crisis in Scotland’s universities is a result of a decade of underfunding. Poor management decisions, changing immigration rules and fluctuations in international student recruitment have all played their part, but the key contributor to the current crisis is ongoing government underfunding. Jobs are now under threat as fixed-term contracts end without renewal and universities threaten hundreds of redundancies.”

Jo told the Daily Record: “There has never been a time when so many jobs are on the line. In turn this is leading to staff being forced to strike and join picket lines to defend their jobs and to oppose cuts.”

UCU Scotland Official Mary Senior was interviewed by ITV News and said that we would be looking for political parties to commit to funding the sector as we begin to enter election period.

Email blunder plunges university into new row over job cuts

18 Health and Social Care lecturers at the Southend campus believing their positions were secure, only to learn days later they remained under threat of redundancy, reported GB News, MSN UK and ITV Lunchtime and Morning News.

Jo Grady told the Southend Echo: “It is outrageous that staff were wrongly told their jobs are safe. It shows how chaotic and badly managed this whole redundancy process has been. Management needs to stop trying to rush through these disastrous cuts and work with us to protect the university’s future.”

Jo told Essex Live: “Our members are on picket lines again this week because they refuse to let management axe jobs, decimate provision, and shut down the only higher education institution in the city of Southend. It’s time for a drastic change of heart before the reputation of the university as a reputable institution is lost forever.”

Four colleges take strike action over pay

Staff from the Windsor Forest Colleges Group – which includes Strode’s College, Windsor College, Langley College, and the Berkshire College of Agriculture – have taken part in a two-day strike after rejecting a pay offer of 1.7%, reported BBC News.

Jo Grady told the outlet: ” Our members are struggling to make ends meet…and we will be forced to escalate the dispute and strike later this month, unless management comes back to the table with an improved offer that recognises the excellent education and training their staff provide to students across Berkshire and Surrey.”

UCU backs home working during meningitis outbreak.

As the number of people affected by a meningitis outbreak in Kent rose to 27, UCU called on the University of Canterbury Christ Church to allow staff to work remotely, reported the Morning Star.

Jo Grady told The Telegraph: “As the union representing university staff, we have told every one of our members at CCCU we will back their decision to work remotely if they do not feel safe. We are calling on university management to take a precautionary approach and reassure staff and students in writing that they will face no disciplinary action whatsoever if they choose to stay off campus.”

Jo told Times Higher: “All universities across the UK need to work with union health and safety reps and reassure their staff and student bodies they are monitoring the situation closely and taking every precaution to ensure campuses remain safe.”

Almost half of prison teachers ‘at risk of depression’, study finds

Prison teachers have such stressful jobs that 45 per cent “are at risk of probable clinical depression”, a survey has found. Nearly nine in ten report high levels of stress, while more than a third have taken time off for work-related mental health issues in the past three years. The study, titled ‘The Mental Health and Wellbeing of Prison Educators Working in the UK’, was commissioned by UCU, reported Inside Time.

Rachael Maskell MP raised the report in Parliament and pushed the government to carry out “a complete review of the prison education service to ensure it is fit for purpose and able to do the job it was designed for.”

University of Essex strikes escalate over campus closure & job cuts
UCU members at the University of Essex were on picket lines this week in a fight to save Southend Campus and hundreds of jobs, reported BBC Breakfast, BBC News at One, ITV News and local TV and radio stations.
UCU general secretary Jo Grady told the Gazette, the Echo and the Standard: “University staff are back out on strike in an attempt to rescue the University of Essex from the ruinous path management is taking. We won’t allow senior managers at the university to decimate the staff body, harm student learning, and shut down the only higher education provision in the city of Southend.”

Spring Statement ‘betrayed the millions of graduates drowning in debt’
UCU accused Labour of “betraying” graduates after Chancellor Rachel Reeves declined to make any changes to student loan repayments in her Spring Statement, reported GB News.
Jo Grady told the channel, Times Higher and the Morning Star: Rachel Reeves and Keir Starmer have betrayed the millions of graduates drowning in debt by refusing to lift a finger to help them. “Decades of enforced pay deductions cause real harm, undermine the social contract between a government and its citizens, and inflict lasting damage on the country’s growth,” she continued. “Labour needs to fix this mess by ending the debt burden and addressing the root cause of the crisis: an outdated and under-resourced higher education funding model.”

UCU condemns strikes on Iran
UCU general secretary Jo Grady signed a joint statement opposing the “illegal war” against Iran, reported the Morning Star:
“Reports of Iranian civilian casualties, including students and schoolchildren, are deeply disturbing and require urgent, independent investigation. We oppose any attacks on civilians and stand against all unlawful wars. We fear that an attack on Iran will have devastating global consequences, from regional instability to surging oil prices that will hurt working people everywhere. We oppose any direct or indirect participation by the UK in this conflict and call for an immediate return to diplomacy.”

More than 2,000 oppose Heriot-Watt University cuts
More than 2,000 people have signed a petition opposing cuts to a Scottish university’s language programme, reported The Herald.
Jo Grady told the outlet and the Morning Star: “The attack on languages in our universities is wrong. To cut back on the teaching of German and Chinese makes no sense educationally, culturally or economically. Members at Heriot-Watt are deciding the next steps in this dispute but I’m clear that saving jobs will be a major part of the union’s action.”

Glasgow Caledonian University to axe 100 jobs
Glasgow Caledonian University is planning to axe 100 jobs in a bid to close a £10m black hole, reported Yahoo News.
Jo Grady told the outlet and the Daily Record: “Today’s news will be deeply worrying for staff at the university and for students too. Equally worrying is that the principal is already suggesting that there might be compulsory redundancies. The union will support the branch at GCU in whatever steps they take, but we’re clear that the use of compulsory redundancies is unacceptable.”

UCU slams government for ‘immoral’ ban on study visas from four countries
Responding to the government’s decision to halt study visas for nationals from Afghanistan, Cameroon, Myanmar and Sudan, Jo Grady told Left Foot Forward: “This attack on international students isn’t really about reducing asylum claims, it’s about aping Reform to try and win back votes. The Green’s destruction of Labour in the Gorton and Denton by-election should have been a wakeup call – these tactics aren’t just immoral; they’re political suicide. Labour needs to stop trying to outflank Reform on division and bigotry. It should instead make the case for a welcoming and economically strong Britain, of which international students and a world-leading higher education sector are an integral part.”

University of South Wales to cut hundreds of jobs
The University of South Wales (USW) says it is cutting a further 200 jobs in response to problems facing the higher education sector, reported BBC News.
USW UCU chair Estelle Hart told the outlet the announcement had “caused considerable shock and worry for staff at USW who have been given a matter of weeks to make life-changing decisions or find themselves at risk of redundancy”.
UCU Cymru support official Peter Hill told Wales Online: “University of South Wales staff will be shocked by the scale of this announcement. UCU Cymru will work closely with the branch to defend jobs, quality, and the student interest.”

Northumbria University staff announce 10 more days of strike action in pensions row
UCU members at Northumbria University have confirmed that they will take another 10 days of strike action, as a dispute over a “pension grab” continues, reported The Chronicle.
UCU Northumbria chair Adam Hansen told the paper the strike was a “last resort” and that union members “are saying they want to carry on the action, reluctantly but necessarily”.