The union in DWP is dying. The proportion of members in the union is the lowest in living memory and continues to fall. To reverse this, we need to become relevant to the needs of members and begin to fight and win on issues specific to our members in DWP. We also need an independent industrial strategy which includes targeted paid strike action and action short of strike where necessary to win. If you agree with us, please nominate and vote for these candidates in the upcoming DWP Group Executive elections.

For a proper campaign on Staffing

DWP are recruiting into UC, but it’s too little too late. The union needs to urgently address the worsening staff to manager ratio. At present this is anything up to 1:15 – at this rate managers are unable to provide the support staff require. We will demand this is reduced urgently to 1:10.

We are acutely aware of overcrowding in many Jobcentres, leading to a stressful and unsafe working environment. There is no room on the ever-shrinking estate for the staff they want to recruit, let alone the amount we need. We will negotiate for proper, flexible and hybrid working for staff and demand the re-opening of appropriate REEP sites to better serve our staff and our communities.

The principle of Flexible working

Staff should have the ultimate flexibility to choose to work from home or the office, including operational staff where this can be enabled by technology. When we stepped-up and delivered during the pandemic, we proved that this was possible.

For most job roles, a policy of mandating any arbitrary percentage in the office is unnecessary, unworkable and inequal.

The current leadership did little to oppose the implementation of the arbitrary 40% office working dictat. We will organise an evidence-led campaign, including industrial pressure to oppose any attempt to increase 40% office attendance and to make the case for flexible working, based on workers choice for all staff where it can be enabled by technology.

A 4-day week

The principle of a 4-day week with no loss-in pay is a fast-growing demand with an increasing number of successful trials taking place across the world. Despite it being an overwhelmingly popular policy, the union has not attempted to negotiate with the DWP on this issue.

We will make demands on the employer for a trail of a 4-day week with no loss in pay, employing evidence from similar trials and the ever-growing number of academic papers conducted on the subject.

The use of Artificial Intelligence

The threat of Artificial Intelligence to our jobs is very real, but it doesn’t have to be. We will demand AI is only implemented in a way which serves citizens and staff, that reduces work, not jobs, and acts as an enabler for a reduction in the working week with no detriment to members.

We will start by immediately seeking an agreement with DWP that AI systems only be implemented with consultation with the union and that they should meet strict criteria on their use.

Organising outsourced workers

It’s essential that we organise our outsourced security, cleaning, and facilities management workers. These workers are some of the lowest paid in our workplaces with the worst terms and conditions, yet have some of the most industrial strength. Without them, our offices could not function.

Unfortunately, the union in DWP do not share this view. In London, reps have recruited more than half of all PCS organised G4S guards on the DWP contract in the UK. Last year members formed demands on pay, holiday & sickness allowances and union recognition and voted to strike.

The DWP Group leadership blocked them from carrying out a statutory ballot. The reasons given were that they hadn’t recruited outside of London and that it would anger the GMB.

We will support these members to strike and use their willingness to fight to recruit outsourced workers across the UK to join the action. Action they can’t take in the GMB as they signed a no-strike agreement!

Pay and the Employee Deal

It’s been 8 years since the start of the Employee Deal and we are still feeling the hurt. This leadership permanently sold our weekends and evenings to the employer for a pay deal which has now been totally wiped-out by the rise in the cost of living.

Anyone who works in Jobcentre or Service Centre understands that is no legitimate business need to keep staff away from their friends and family on a Saturday. The 2-tier workforce created between those who must and those who don’t is an affront to basic trade union principles.

Having supported the Employee Deal, the current leadership feel unable to revisit this with the employer. Having been against it from the start, we have no such qualms. As part of a wide DWP campaign on flexible working and a reduction in hours we will renegotiate ED and include demands to reduce and phase out Saturday working, to be supported by industrial action including action short of a strike where appropriate.