Today, the VOTP committee held a meeting with Gareth Thomas, the Parliamentary Under Secretary of State for the Department for Business and Trade. Also another meeting with two senior members of the executive team, representing the Chair of the Post Office.

During the meeting, a comprehensive roadmap was discussed for the future, with a primary focus on ensuring fair treatment of Postmasters. Moving forward, there will be ongoing engagement to address any issues and strive towards a more equitable system for all parties involved.

Watching the BBC programme “Surviving the Post office” was truly emotional and once again shows the dreadful culture that pervades Post Office Ltd.

Unfortunately, and unbelievably except to Postmasters, that same culture persists to this day.
Once again we learnt what our fellow postmasters endured and the isolation that came with it.
VOTP vigorously challenges POL on their comment made:

Horizon is obviously not “Robust” as has been demonstrated by the evidence presented to the Horizon Inquiry and the continuing experience of serving Postmasters.
Whoever in POL wrote and approved this statement should apologise publicly and unreservedly for the distress that this misleading statement has caused.

With regards to redress for Postmasters past and present, this is progressing at a snails pace, if at all.

Post Office Ltd is still delaying the payment of redress to Postmasters and we call on the Government to take control of the compensation schemes to ensure that full redress is paid without any further delay.

This money should first go toward the redress for the victims, how can we move forwards and make a better future when the government and POL will not properly address the failings of the past? 

 

Post office Ltd should have no further involvement in the payment of redress except for providing information and we again ask the government for an independent panel to be bought in to fast track payments and redress, so we can work on rebuilding the future network and safeguarding current postmasters investment in the business.

 

https://www.bbc.co.uk/programmes/jm0021cxh

From the Inquiry. We urge everyone to complete the survey when you receive it.

Sir Wyn will make an address on this at the start of today's hearing at 12pm.Follow live on our YouTube channel.

16,000 people urged to share experiences of the Post Office, ahead of final stage of InquiryUp to 16,000 people are to be contacted this week by researchers commissioned by the Post Office Horizon IT Inquiry as part of evidence gathering for its final phase, looking at current practice and procedure at the Post Office.Every current sub-postmaster in the UK will be asked about their experience working with the Post Office, and applicants under the Post Office's in-house compensation scheme (the Horizon Shortfall Scheme) will be asked about their experiences of this process.Findings of the two surveys, conducted by independent research and data analytics firm, YouGov, will be presented as evidence during the Inquiry's final phase, Phase 7, and will inform Inquiry Chair, Sir Wyn Williams' findinas and recommendations.

A Full transcript is available here

https://www.postofficehorizoninquiry.org.uk/sir-wyns-address-phase-7-survey-current-sub-postmasters-and-horizon-shortfall-scheme-applicants

 

HR Support update 17/072024

HR Life After Labour’s landslide win: An Overview of Employment Legislation and Future Plans

Are you feeling overwhelmed by the impending wave of employment law changes set for 2024? Whether you find yourself feeling swamped by the new developments, tempted to put your head in the sand, or driven to stay ahead and be prepared, this article is here to help you understand these changes with confidence.

With the recent dissolution of Parliament, many of us are left questioning which legislative changes will stand, which will fall, and what the incoming government will bring. This year promised to be significant for employment law, with several key developments that could profoundly impact how we manage our teams and operations.

In this article, I will guide you through the essential updates on what has been ‘saved’ from the previous government, what has been lost, and what new policies we can expect from our new government. From the new statutory codes on ‘fire and rehire’ to the Paternity Leave (Bereavement) Act 2024, and Labour’s ambitious ‘Plan to Make Work Pay,’ you’ll gain a clear understanding of how these changes will impact your business and what you can do to prepare.

By addressing these pressing questions and providing a detailed overview, this article is aimed to equip you with the insights you need to confidently understand this evolving landscape. This isn’t just about staying informed; it’s about proactively positioning your business for success in a changing regulatory environment.

Legislation That Has Been Saved

Changing Employment Terms: ‘Fire and Rehire’

In 2022, the government announced a new statutory Code of Practice for the use of ‘fire and rehire’ practices, aimed at changing employees' terms and conditions. This Code, published earlier this year, will apply when employers consider changes that might lead to dismissals and re-engagement of staff under new terms. It excludes genuine redundancy situations and will come into force on 18 July 2024.

Paternity Leave (Bereavement) Act 2024

The Paternity Leave (Bereavement) Bill received Royal Assent during the wash-up and is now the Paternity Leave (Bereavement) Act 2024. It will require further regulations to set out details, but once implemented, and we are anticipating the regulations to offer up to 52 weeks of leave for partners and fathers if the mother dies within the first year after birth or adoption.

Legislation Awaiting Commencement Orders

Several pieces of legislation have already been passed and are now Acts of Parliament, but they do not yet have specified dates for when they will come into force.

1. Workers (Predictable Terms and Conditions) Act 2023: This Act allows workers to request a more predictable working pattern, applicable to those on fixed-term contracts of less than 12 months. Employers can deny requests based on business reasons similar to those for flexible working requests.

2. Neonatal Care (Leave and Pay) Act: This Act allows up to 12 weeks of paid leave for employed parents of new-borns admitted to neonatal care, in addition to other leave entitlements.

Legislation That Has Fallen

Several bills that had moved past the first reading will not progress, including the Bullying and Respect at Work Bill, the Fertility Treatment (Employment Rights) Bill, and the Unpaid Trial Work Periods (Prohibition) Bill. These were all private member’s bills.

Status of Pre-Dissolution Consultations

The Conservative government initiated several consultations that are either ongoing or awaiting responses. These include:

· Reintroducing employment tribunal fees.

· Limiting non-compete clause durations in employment contracts.

· Reforming fit notes for long-term health conditions.

· Reforming TUPE to specify employee protection and simplify contract divisions in business transfers.

Labour’s Plan to Make Work Pay

The Labour Party’s ‘Plan to Make Work Pay’, published on 24 May 2024, promises substantial reforms to UK employment law. Labour aims to initiate legislative processes within 100 days of taking office, subject to consultation and parliamentary priorities. Here are 10 key proposals and their potential impact on employers:

1. Single Status of ‘Worker’: Labour proposes creating a single status for all but the genuinely self-employed, aiming to simplify the framework and eliminate ‘bogus’ self-employment. This change would significantly impact employers with many ‘worker’ status staff by increasing employment rights and protections.

2. Day One Right to Claim Unfair Dismissal: Labour intends to remove the two-year service requirement for unfair dismissal claims, allowing claims from the first day of employment. This change will necessitate more robust dismissal processes for employers.

3. Enhanced Redundancy Consultation Requirements: Labour plans to trigger collective consultation based on the number of redundancies across the entire business rather than a single workplace, overturning the Woolworths case decision.

4. Enhanced Protection against Dismissal for Maternity Returners: Labour will make it unlawful to dismiss a woman who is pregnant or within six months of returning from maternity leave, except in specific circumstances.

5. Enhanced Pay Gap Reporting: Labour will require employers with over 250 employees to develop and publish action plans to close gender, ethnicity, and disability pay gaps, extending reporting requirements.

6. Flexible and Zero-Hours Contracts: Labour intends to ban exploitative zero-hours contracts, ensuring contracts reflect regular working hours, with anti-avoidance measures and compensation for cancelled hours.

7. Fire and Rehire: Labour aims to strengthen laws against fire and rehire practices, replacing the statutory code with stronger measures.

8. Enforcement of Employment Rights: Labour will introduce a single enforcement body for workers’ rights and extend the time limit for bringing employment tribunal claims to six months.

9. Right to Disconnect: Labour proposes a right to switch off, allowing workers to negotiate boundaries for work-related communications outside working hours.

10. Increased Power of Trade Unions: Labour plans to strengthen trade unions, simplifying recognition processes, enhancing access to workplaces, and allowing electronic balloting for industrial action.

Timeline for Implementation

The Labour government has committed to starting the legislative process within 100 days of entering government, but new laws may not be in place immediately. Full consultation and legislative processes will be required, and some proposals may face delays or modifications. Historically, significant reforms, like the National Minimum Wage, took nearly two years to implement after Labour came into power in 1997.

Action Points for Employers

Understanding the ever-changing landscape of employment law can be daunting. As a business owner, it's essential to stay ahead of these changes to ensure your business remains compliant and competitive. To help you prepare, here are some practical action points you can implement now to safeguard your business against upcoming employment law changes.

1. Review Current Contracts and Policies

o ‘Fire and Rehire’ Code of Practice: Ensure your current employment contracts and policies comply with the new statutory Code of Practice for changing employment terms. Prepare for its enforcement on 18 July 2024.

2. Plan for Paternity Leave (Bereavement) Act 2024

o Policy Updates: Update your paternity leave policies to include provisions for bereavement leave, anticipating the need for up to 52 weeks of leave under the new Act.

3. Assess Impact of New Legislation

o Workers (Predictable Terms and Conditions) Act 2023: Prepare for requests from workers for more predictable working patterns. Evaluate how this will impact your scheduling and staffing.

o Neonatal Care (Leave and Pay) Act: Plan for the additional paid leave of up to 12 weeks for employees with new-borns in neonatal care.

4. Prepare for Potential Legislative Changes

o Labour’s ‘Plan to Make Work Pay’: Conduct an internal audit to determine how proposed changes (e.g., single worker status, day one unfair dismissal rights) will affect your current workforce structure and financial planning.

5. Strengthen Recruitment and Performance Management

o Hiring Practices: Improve recruitment processes to ensure better hiring decisions, minimizing the need for early-stage dismissals.

o Performance Reviews: Enhance performance management systems to address and document issues thoroughly, reducing the risk of unfair dismissal claims.

6. Develop Redundancy Consultation Strategies

o Collective Consultation: Prepare for the possibility of needing to engage in collective consultation for redundancies across the entire business, not just individual sites.

7. Enhance Maternity and Parental Support

o Dismissal Protection: Review and reinforce policies to support pregnant employees, those on maternity leave, and maternity returners, ensuring compliance with potential new protections against dismissal.

8. Expand Pay Gap Reporting

o Data Collection: Start gathering and analysing data on ethnicity and disability pay gaps in anticipation of expanded reporting requirements. Develop action plans to address any identified disparities.

9. Review Flexible and Zero-Hours Contracts

o Contract Adjustments: Evaluate the use of zero-hours contracts within your business. Plan for transitions to more predictable and secure contracts as proposed by Labour’s manifesto.

10. Monitor Legislative Developments

o Stay Informed: Keep abreast of ongoing consultations and upcoming legislative changes. Regularly review government updates and adjust your policies accordingly.

Conclusion

As the new Labour party takes shape, employers should prepare for potential changes by reviewing current practices and assessing the impact of proposed reforms. Labour’s ‘Plan to Make Work Pay’ promises significant employment law changes, and proactive measures now can help mitigate future challenges. By taking these steps now, you can better position your business to adapt to new employment laws, ensuring compliance and fostering a supportive and fair workplace for your employees.

 

The VOTP wishes to express its reservations about the role of NFSP and its Board

 

POST OFFICE MEETING LONDON

After we asked for an engagement meeting the GE, 4 members of your VotP committee, together with 2 CWU reps (we asked that all groups be invited), met today with Nick Read & 4 senior leaders at Wood Street today.
The NFSP although invited to, were unable to attend due to other commitments.
After introductions, the meeting was opened by Sajaad, leading to questions from Nick Read.
The problems we collectively face as Postmasters and POL were too many and of too great a magnitude to deal with in the time allocated for this meeting but a commitment to further meetings was extracted to ensure that this was more than a listening exercise. First indications from POL were that they had not come to the meeting with any view of there being further meetings after this one but frank exchange of views about their expectation extracted a commitment from them and a promise within the next two weeks to arrange the date for the next meeting to take place. Quarterly meetings being suggested by POL but pushback on that for monthly meetings being the counter view put forward.
The meeting was feisty at times and touching on the issue of the contract changes raised in Nick Reads letter to the select committee and whereas initially this was put in terms by POL that it was a “restatement” of the contract POL accepted that there was a difference between a restatement and an amendment – as for example in the case of MDA 2 when changes to contracts were notified to individual contract holders via special delivery letters. Which had not been done in the case of the “restatement”.
Inevitably the subject of remuneration was brought up and the differences in percentage increases to POL management compared to SPMRs. The problems facing SPMRs and the network due to falling incomes and rising overheads were raised along with the failure to properly recognise the societal value of Post Offices and in recognising it to properly fund it.
The issue of NFSP representation was raised and why POL will only negotiate with them – with no satisfactory explanation of that given, initially pointing to the GFA and then contracts but when challenged to point to which part in either document confirmed this that wasn’t possible to do.
Government funding and the availability of it to fund the preservation of the network was raised as an issue which had been responded to in a question in the House from a Labour MP – that the money spent on compensation could have been used to preserve the network – the minister confirming that this could also be possible. Some collaborative approach with POL was suggested to bring that issue forward in recognising the societal value and funding of it.
There was no indication from POL about what they expected the next extra funding from government to be in June 24.
Whilst mutualisation was touched on, it was recognised that this was some way down the line and that between now and then if it were to be a solution there had to be more done to preserve what remains of the network. It was see as a preferred future option.
It was accepted that a different remuneration model had to be found.
The problems with Royal Mail and the mails competition with them arising from multiple carrier agreements POL looks to secure were also raised. 40% of current POL income deriving from Royal Mail.
Issues of wellbeing for SPMRs were raised and a mechanism being put in place to look after that in the same way that it is available for employed grades.
There was an overall healthy exchange of views although no solutions (as you’d expect) at this stage.

https://x.com/Channel4News/status/1757129148781277578?t=s-lmuvEbQTpL8iKsff8RuQ&s=08

 

 

 

 

 

 

 

Today (7 February) representatives of postmasters (Voice of Postmaster and Communication Workers Union), accompanied by mutual sector body Co-operatives UK, held a successful meeting with Post Office Minister Kevin Hollinrake MP, to discuss the future of the Post Office.

During the meeting Minister Hollinrake confirmed government’s interest in hearing all options and solutions, including the possibility of turning the Post Office into a mutual that would be owned and controlled by postmasters and the communities they serve.

Minister Hollinrake made the following commitments that were very well received by the representatives of the postmasters:

1. Going forward the Minister said he’ll ask the Post Office to engage fully with all bodies representing postmasters

2. In decisions about the future of the Post Office network, government will prioritize remuneration of postmasters and the profitability of local outlets, which it is acknowledged are vital to the long-term health and sustainability of this vital institution.

The Minister has requested a detailed proposal from Co-operatives UK on its suggestion of an independent review into the practicalities of mutualization of the Post Office. The sector body believes such a review should be commissioned by Department of Business and Trade, headed by an impartial public figure, with a panel comprising postmasters, customers, leaders in large mutuals, industry experts and others with expertise in local and rural economies and high streets. Their view was that among other matters, the review would need to consider how a mutual model would empower postmasters, respond to changing customer behavior, and protect and enhance the already significant social impact of the Post Office network.

The minister has agreed to a further meeting.

Quotes:

Richard Trinder, Chair, Voice of the Postmaster, said: “We need significant change. Ministers have looked at mutualising the Post Office in the past and it's time we revisited these options. We're looking forward to meeting with Kevin Hollinrake MP to discuss how the Post Office can best serve the needs of all stakeholders - including sub-postmasters, our communities and government.”

“The voce of the Postmaster is indebted to Minister Hollinrake for his valuable time and thanks him for further engagement in solving the current day issues of Postmaster. Whilst never forgetting the suffering of our fellow Postmaster over the last 20 years. It must never be allowed to happen again. All Postmaster representative bodies must work together to find the solution for the future.

Sean Hudson, Branch Secretary of CWU,said: "The current model is broken - there is no doubt about that. The problems of the past are clear, but the future is as important as the past to our members. No sticking plaster remedy is appropriate or suitable. Mutualisation is a very attractive alternative to the current failed model it would replace and represents one of, if not the best way of, ensuring a future for Sub Postmasters in which they can continue to serve their communities on an economically viable footing – which has been missing to date. "

Rose Marley, CEO of Co-operatives UK, said: “We believe a taskforce of new and progressive thinkers - with postmasters, customers and leading mutual figures front and centre - could produce solutions for government to consider. We welcome the Minister's open-mindedness and are delighted to put a detailed proposal together. Any move towards mutualization marks a profound shift towards empowerment, transparent governance and shared prosperity for postmasters and communities the Post Office serves.

"Postmasters, as co-owners, wouldn't simply be overseeing operations; they'd be guardians of a shared vision, fostering a deeper sense of commitment and responsibility. Communities also want to support their Post Office. It could become a vibrant hub of collective success. This is a practical way, through turning the Post Office into a co-operative, to put control and ownership of this national institution in the hands of postmasters and communities."