As you may already know, UNISON are launching a new campaign, Welfare at Work Week, on 29 September 2025. This will be a celebration of the work undertaken by the charity and the support provided to our members through financial grants, debt advice and online budgeting and benefits tools.
Many members are not aware of the support available to them, so this week will be a fantastic opportunity to raise awareness of the charity and the different types of support that we can offer to members, as well as highlighting a new small grant that members can apply for.
UNISON’s new grant, the Seasonal Food Fund, will open at 12 noon on Tuesday 30 September 2025 for 24 hours. Further information regarding the grant can be found here Seasonal Food Fund | There for You (UNISON Welfare) | UNISON National , including how to apply and the eligibility criteria. Please find attached the graphic for the grant.
If you have any questions, Please do not hesitate to contact the branch and we can put you in touch with our Branch Welfare Officer for further information
Author: Stirling Websites
Children (Care etc) Bill – a promise fulfilled?
Wednesday 10th September 1-2p.m
ABOUT THIS EVENT
The consultation on the Children (Care, Care Experience and Service Planning) Bill has now closed. The bill builds on some of the recommendations of the Independent Care Review (now the Promise Scotland) but not all. It also incorporates changes to the Children’s Hearings system. Additionally, it includes some unrelated provisions. It has significant implications for the workloads and practice of children and families social work teams among others.
Join us for our next Radical Social Work Webinar. You will hear more about the Bill. We will discuss what it will mean for social work practice in Scotland. We will also explore whether it will “Keep the Promise.”
The webinar is chaired by UNISON Scotland Policy Officer, Susan Galloway. It will hear from Ben Farrugia of Social Work Scotland. It will also hear from Katherine Anderson from the Centre for Excellence for Children’s Care and Protection (CELCIS). Alex Morrison, a practitioner in South Lanarkshire and UNISON steward, will also be presenting.
You can register via the link below:
Please keep your microphone and camera off when joining to allow the smooth running of presentations.
Red Book, local government terms and conditions 2025
This is the latest (April 2025) edition of the Single Status Agreement (commonly referred to as the ‘Red Book’). It came into force in April 1999 and amended in 2025.
It contains the terms and conditions nationally negotiated through the Scottish Joint Council (SJC) which comprises representatives of COSLA and the local government trade unions.
The agreement provides a unified framework by merging the previous negotiating arrangements for Administrative, Professional, Technical and Clerical (APT&C) staff and Manual Workers.
It is structured into four parts: Read more at Unison Scotland
Stirling Council Organisational Change Policy
UNISON Slams Stirling Council’s Redundancy Plan: “Race to the Bottom” That erodes Workers Terms and Conditions
STIRLING, SCOTLAND – 27th June 2025 – UNISON today vehemently disputes Stirling Council’s now agreed Managements proposed changes to its Organisational Change Policy, warning they will pave the way for redundancies and strip vital employee protections. The union condemns the plans as a “race to the bottom,” prioritising cost-cutting over service delivery and workforce well-being.
UNISON highlights a severe lack of meaningful consultation, with critical concerns raised since February 2025 consistently ignored. The Council has failed to provide essential data or rationale, crippling UNISON’s ability to engage in informed collective bargaining.
“Stirling Council’s approach is an insult to its dedicated workforce,” said Lorraine Thomson, UNISON Branch Secretary. “They’re pushing drastic changes that make it easier to cut jobs and force loyal employees out, all while refusing basic information.”
“We are in no doubt given the on-going lack of fair funding to Local Authorities by Scottish Government that existing staff will be left with further work pressures and will essentially be left to carry the load.
“There needs to be a viable alternative to statutory redundancy payments should posts be at future risk. However, what’s being proposed here lacks detail and has no financial commitment around funding, which is essential to make it work. Sadly, that seems to have been ignored as it was voted through by the SNP in an unholy coalition with the Conservative elected members, and one Independent elected member. Only Labour and the sole Green elected member voted against this,” said David O’Connor, UNISON Local Government Lead Officer.
David O’Connor continued, “In a bizarre twist, the council also voted through the need for staff to sign a settlement agreement at the cost of £600 to £700 per agreement that waives their rights and includes a gagging clause to receive a statutory payment.”
Staffs Key Concerns:
- Erodes Retirement Security: Eliminates “up to three added years of pension”, disproportionately affecting women with caregiving career breaks and means that displaced employees of a certain age will leave without any added years to their pension, facing significant challenges in retraining or securing future employment. This outcome is simply unacceptable and demonstrates a complete disregard for the loyalty and experience of long-serving staff.
- Dismantles Ill Health Protections: Removes conservation for ill health and allowances, a significant step backward for vulnerable staff.
- Mandatory Severance Barriers: Forces mandatory settlement agreements for Statutory Redundancy Payments, creating unnecessary hurdles and costs.
- Unsubstantiated Policy: Appears based on speculative future projections, not current needs, deemed “unnecessary” at this time.
- Crippling Lack of Transparency: Council refused to provide crucial financial data or rationale for “unaffordable financial costs” and anticipated savings.
- Divisive “Two-Tier” Approach: Creates differing policies for employee groups (e.g., teaching vs. other council staff). Lorraine Thomson states: “It appears some are valued more than others.”
- Reduced Redundancy Payments: Forces employees out with only statutory minimum, or even no, redundancy payment.
- The paper that went to Council : references 5 other Local Authorities that have taken this approach, however they declined to reference this when asked the question by the Green party elected member, however suffice to say 26 other Local Authorities have not taken the decision to go down this route.
UNISON asserts that an effective policy must be transparent and committed to avoiding compulsory redundancies. The current proposal “falls far short,” risking demoralisation and reputational damage.
“We need genuine commitment to the workforce,” added Thomson. “We urge Stirling Council to immediately revisit this flawed policy . Only a collaborative approach benefits both the organization and its vital staff.”
“UNISON have no alternative now but to lodge a formal Grievance/Dispute and consult our members on further action”, say Lorraine Thomson
Contacts:
Lorraine Thomson, UNISON Stirling Branch Secretary, on 07826903559
David O’Connor, UNISON Scotland head of local government, on 07958121861
UNISON represents over 2300 member
Stirling UNISON 