106th Biennial
General Council Meeting of the GFTU
Class - Culture - Community
18th-20th May 2025
Motion 1
NAPO
Votes For
Votes Against
Result
Unanimous
0
Carried
Probation still in crisis
This General Council notes that despite the welcome reunification of the Probation Service in 2021 the service is still in crisis within an already underfunded and crumbling criminal justice system.
This General Council believes that capacity issues within the Prison Service have merely eased from the record levels that existed in 2024 and, were it not for the tremendous efforts of Probation workers in dealing with the demands of early release schemes, there was real risk of a total collapse of the Criminal Justice System.
This General Council fully supports the campaigns being waged by Napo and its sister unions to secure a new investment strategy for the Probation Service; one that restores a once gold standard public institution back to the communities that it serves by moving Probation out of the disastrous prison-centric HMPPS.
It also hopes that the recommendations of the Sentencing Review will bring an end to short-term prison sentences for all but those offences that present a risk to public safety.
Only then will we bring about a much-needed culture change that will see a real improvement in the reduction of re-offending and the creation of meaningful rehabilitation opportunities.
Motion 2
Security Industry Federation
Votes For
Votes Against
Result
Unanimous
0
Carried
Unionisation of UK security workers
This General council notes that:
The UK security industry employs 850,000 security professionals, (500,000 in physical roles and 350,000 in cyber security roles) many of whom work in low-paid, high-risk, and precarious conditions.
- Security workers routinely face violence, exploitation, and poor working conditions, with limited legal protections and inadequate employer support.
- Despite their critical role in public safety and crime prevention, for years security professionals lacked any trade union representation, leading to widespread industry exploitation.
- The Security Industry Federation (SIF) was established in 2022 as the only dedicated trade union for UK security professionals, providing legal representation, mental health support, and professional advocacy.
This General Council believes that:
- Unionisation is the most effective way to improve wages, conditions, and protections for security workers.
- A strong, unified voice is needed to challenge exploitative employment practices, including zero-hours contracts, unfair dismissals, and underpayment.
- The Security Industry Federation (SIF) is best placed to lead this effort where no other GFTU or TUC affiliated union is organising, and should be actively supported in organising security professionals across the UK in currently non-unionised settings.
- Collaboration between existing trade unions and SIF will strengthen the wider labour movement and ensure security workers gain collective bargaining rights.
- Public endorsement of the Security Industry Federation as the leading trade union for security professionals in the UK in currently non-unionised sectors of the industry, would encourage security workers to join SIF and take an active role in unionisation efforts.
This General Council resolves to:
- Work with SIF to campaign for improved wages, safety protections, and legal rights for security professionals.
- Assist with lobbying the government and regulatory bodies (Security Industry Authority - SIA) to introduce mandatory industry-wide collective bargaining for security workers.
- Support joint initiatives, including legislative advocacy, awareness campaigns, and direct action, to end exploitative employment practices in the security industry.
This General Council calls for action to unionise the UK security industry and pledges full support for the Security Industry Federation Trade Union in organising currently non-unionised sectors of the industry.
Motion 3
NAPO
Votes For
Votes Against
Result
Unanimous
0
Carried
Family Courts need more support from Government
This General Council notes that:
- Despite the brilliant work carried out by staff within the Children and Family Court Advisory and Support Service, it is still the case that caseloads for practitioners in most parts of the country remain too high.
- Whilst we have seen some progress in reducing the total number of cases many Napo members who took part in a workload survey in 2024 reported that caseload pressures resulted in them routinely working above their hours. Napo's workload survey in 2021 had very similar results, reflecting a long-term crisis of over-working
- Whilst Napo is working in partnership with the employer to try and address this unacceptable situation, it is still the case that more investment from the Government is required to ensure that Cafcass is able to recruit and retain staff within a competitive social work sector.
This General Council pledges its support for the ongoing campaign by Napo to reduce staggeringly high levels of bureaucracy in Cafcass which add to the pressures on practitioners and prolong the stress suffered by children and families at the most challenging and vulnerable times of their lives.
Motion 4
Security Industry Federation
Votes For
Votes Against
Result
Unanimous
0
Carried
Legislation for assault on a security worker
This General Council notes that:
- Security workers play a vital role in maintaining public safety, but face increasing violence & abuse while performing their duties.
- Despite their critical role in protecting businesses, venues, & the public, security workers lack the legal protections afforded to emergency workers & shopworkers.
This General Council believes that:
- The government must address this by enacting specific legislation making assaulting a security worker a standalone offence.
- Security workers are often first responders to incidents of crime & violence, yet, they get little recognition or statutory protection, leaving them vulnerable.
- A dedicated offence would serve as a deterrent and an acknowledgment of their role in public safety.
This General Council resolves:
- To campaign for legal protections in line with those for emergency and retail staff.
- To support the official petition launched by the Security Industry Federation.
Rule Change Motion 1
GFTU Executive Committee
Votes For
Votes Against
Result
Unanimous
0
Carried
Community Membership
Rule change:
New Rule 3b, amendments to rule 5, rule 6, rule 9 and rule 19
New Rule 3b Community Membership
(a) Applications for Community Membership shall be received only from those organisations disqualified from full membership under Rule 1, but which play a national organising role within a defined section of the working class.
(b) An application will be considered from an organisation providing that, in the sole opinion of the GFTU Executive Committee, the organisation is a broad community organisation of the working class, operating on a national, all-Britain or UK basis.
(c) Community Members shall hold such rights and obligations under these Rules as apply to affiliated organisations unless the Rule states otherwise.
(d) At any one time, the number of Community Members may not exceed 25% of the number of Full and Associate Members.
Rule 5
In (b) after “An Associate Member shall be limited to two delegates only.” Add “A Community Member shall be limited to two observers only.”
Rule 6
In (g) in the sentence “Apart from invited speakers only appointed delegates and officials of the GFTU will have the right to take part in the proceedings.” Add the word “observers” after “delegates”.
Rule 9
New section (c) Each community member shall be entitled to nominate one full member or full time official of their organisation to serve as an observer to the Executive Committee. In addition each community member shall be entitled to nominate one full member or full time official of their organisation to act as a substitute observer for their primary nominated observer to attend meetings in their absence. Observers will not be entitled to be elected to any Executive Committee sub committees or working parties.
Rule 19
New section (d) A separate scale of contributions shall be determined by the Executive Committee for community members.
Rule Change Motion 2
SUE – Society of Union Employees
Votes For
Votes Against
Result
Unanimous
0
Carried
Joint Vice Presidents and Presidents
Rule change:
Rule 13 b page 10
Motion Proposed amendment to Rule
To amend existing Rule 13 b which currently reads
(b) At its first meeting in the month of May the newly elected Executive Committee shall from its members appoint a President and Vice- President to serve until their successors are appointed
By the following proposed amendments to Rule 13 b:
- Deletion of word ‘a’ before existing word President and;
- Insertion of word ‘Joint ‘before existing words President and Vice President;
- Pluralisation of existing words President and Vice President by adding ‘s’ to each
- Adding the words, ‘of which at least one must be a Woman’ after existing word President and existing word Joint President
So that it reads
(b) At its first meeting in the month of May the newly elected Executive Committee shall from its members appoint Joint Presidents, of which at least one must be a woman and Joint Vice- Presidents, of which at least one must be a woman, to serve until their successors are appointed.
Rule Change Motion 3
SUE – Society of Union Employees
Votes For
Votes Against
Result
Unanimous
0
Carried
Supplementary to Rule Change 2
Rule change:
Rule 6a Page 7
Motion Proposed amendment to Rule
To amend existing Rule 6a page 7 which currently reads
PART II
MEETINGS OF GENERAL COUNCIL
Rule 6 Arrangements
(a) The General Council shall meet from May 2007 and then in alternate months of May at a place determined by the Executive Committee and affiliated organisations shall receive at least six months’ notice of the meeting; this meeting shall be called the General Council Meeting. The General Council may also meet at such other time and place as is provided for in Rule 12. The President and Vice-President of the Executive Committee shall also be respectively President and Vice- President of the General Council.
By the following proposed amendments to Rule 6a:
I) Pluralisation of existing references to President and Vice President within the existing rule wording by adding ‘s’ to all occurrence of words President and Vice President
So that it reads
(a) The General Council shall meet from May 2007 and then in alternate months of May at a place determined by the Executive Committee and affiliated organisations shall receive at least six months’ notice of the meeting; this meeting shall be called the General Council Meeting. The General Council may also meet at such other time and place as is provided for in Rule 12. The Presidents and Vice-Presidents of the Executive Committee shall also be respectively Presidents and Vice- Presidents of the General Council
Rule Change Motion 4
GFTU Executive Committee
Votes For
Votes Against
Result
Unanimous
0
Carried
Supplementary to Rule Change 2
Rule change:
Amended Rule 13
(Amended) Rule 13(b): Insert “two” before the word “joint” in both cases.
Rule 13(e): Remove brackets, delete the words “their absence” and insert “the chair” in their place, to read: All questions at meetings of the Executive Committee shall be decided by a show of hands and in the event of an equality of votes the President or Vice-President in the chair shall have an additional casting vote.
Rule Change Motion 5
SUE – Society of Union Employees
Votes For
Votes Against
Result
Unanimous
0
Carried
Updating references to rule
Rule change:
Rule 15n Page 13
Motion Proposed amendment to Rule
To amend existing Rule 15n page 13 which currently reads
15 (n) Questions not covered by Rules - Should any question or matter arise which in the opinion of the Executive Committee, is not covered by these Rules or in respect of which the Rules appear to be ambiguous the Executive Committee may give a decision as to how such question or matter shall be dealt with but shall bring their decision before
the next meeting of the General Council. The General Council may uphold, vary or revoke such decision and may deal with the position by alteration of Rule as provided by Rule 24. Unless and until the decision of the Executive Committee is varied or revoked it shall be binding,
but the General Council, if it revokes or varies such decision, may give directions that such revocation or variation shall be retrospective if that be possible.
By the following proposed amendment
- To replace the reference to Rule 24 with correct reference to Rule 23
So that it reads
15 (n) Questions not covered by Rules - Should any question or matter arise which in the opinion of the Executive Committee, is not covered by these Rules or in respect of which the Rules appear to be ambiguous the Executive Committee may give a decision as to how such question or matter shall be dealt with but shall bring their decision before the next meeting of the General Council. The General Council may uphold, vary or revoke such decision and may deal with the position by alteration of Rule as provided by Rule 23. Unless and until the decision of the Executive Committee is varied or revoked it shall be binding, but the General Council, if it revokes or varies such decision, may give directions that such revocation or variation shall be retrospective if that be possible.
Rule Change Motion 6
GFTU Executive Committee
Votes For
Votes Against
Result
Unanimous
0
Carried
Inclusion of part-time officials
Rule change:
Rules 5, 9, 17
Rule 5(c): Delete the words “full-time”.
Rule 9(a): Delete the words “full-time”. Insert the word “paid” in their place.
Rule 17(a): Delete the words “full-time”.
Motion 5
Bakers Food and Allied Workers Union / Aegis
Votes For
Votes Against
Result
Unanimous
0
Carried
Tackling Sexual Harassment in the Workplace
This General Council notes the recent introduction of measures under the Equality Act 2010, which mandate employers to take reasonable steps to prevent sexual harassment in the workplace. These measures include a new legal duty for employers to proactively prevent sexual harassment and updated guidance from the Equality and Human Rights Commission (EHRC). Furthermore, the exposure of McDonald’s over the last 18 months, its failure to address sexual harassment and violence, and its CEO admitting to receiving one or two complaints per week highlight the urgent need for legislative action to protect workers from toxic workplace behaviours.
This General Council believes that to effectively combat sexual harassment, employers must take proactive and systemic steps. This includes fostering a culture of respect, ensuring that employees understand what constitutes sexual harassment, and recognising its profound impact on victims. Moreover, there must be clear mechanisms for reporting, accountability, and enforcement to protect workers and ensure workplaces are safe environments.
This General Council calls on employers to fulfil their responsibilities by:
Mandatory Education and Training: Providing comprehensive, regular, and mandatory training on sexual harassment prevention for all employees. This should include practical guidance on recognising, preventing, and addressing harassment, with a particular focus on fostering respectful behaviour among men.
Active Policy Management: Holding employers accountable for actively managing and enforcing anti-harassment policies, ensuring regular reviews and updates.
Transparent Reporting Mechanisms: Establishing a structured reporting process similar to RIDDOR (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations) to ensure that cases of sexual harassment and violence are documented and addressed properly.
This General Council further resolves that the GFTU will work with the BFAWU, Aegis and others to campaign for legislative change, including:
- A national reporting line that collects anonymised details of incidents, forwards complaints to employers, and generates a reference number.
- A structured accountability system where anonymised complaints become reportable as part of a company’s formal reporting requirements, ensuring transparency until both parties agree on a satisfactory resolution without the use of forced NDAs.
- Legislative changes to reporting timelines: Removing the “three-month less one day” limitation for reporting workplace sexual harassment cases, recognising that fear and other substantial barriers often delay reporting.
- Union Consultation and Representation: Ensuring that trade unions are consulted in harassment cases, with workers having the right to representation through their union or an appointed facilitator.
- Support for Non-Unionised Workers: Implementing structures that enable workers not represented by trade unions to receive similar protections and support.
- Tripartite Training Programme: Establishing a jointly agreed training programme through the Tripartite, ensuring that union representatives and workers are adequately trained to handle sexual harassment cases.
By adopting these measures, we can create safer, more respectful workplaces where women and vulnerable workers are protected, valued, and empowered to report harassment without fear of retaliation.
Motion 6
Communication Workers’ Union
Votes For
Votes Against
Result
Unanimous
0
Carried
WASPI Women - Supporting women against state pension inequality
The General Council recognises the WASPI campaign – Supporting women against state pension inequality - and advocates fighting for justice for all women born in the 1950s (on or after 6th April 1950 to 5th April 1960) affected by the changes to the state pensions age, particularly in terms of lack of compensation.
The General Council further recognises the PHSO’s final report, published in March 2024, and its recommendations which stated, “Parliament must urgently identify a mechanism for providing that appropriate remedy” and recommended compensation equivalent to level four on its banding scale, which is worth between £1,000 and £2,950.
As such this General Council agrees for the GFTU to support the call for the government to agree a fair and fast compensation scheme for all women affected by the lack of notice regarding state pension age increases (1995 and 2011 Pensions Acts) to reflect their financial losses, the sustained damage to their mental health and well-being, and the additional impacts by encouraging all affiliated unions to:
- support WASPI women’s campaign for justice against women state pension inequality.
- lobby the government to act on the PHSO findings to prevent any longer- term damage to WASPI women
Motion 7
Royal College of Podiatry
Votes For
Votes Against
Result
Unanimous
0
Carried
Equality for Nursing Parents
This General Council notes that:
- The Royal College of Podiatry are demanding that nursing parents are paid during work time to feed their child.
- Whilst the NHS in England and Wales will provide facilities to breastfeed in work time, they are refusing to pay a mother for the time that she feeds the child.
- It is widely recognised that breastfeeding is encouraged for infants, if possible, as highlighted on the NHS website under “benefits of breastfeeding”.
This General Council believes that:
- All employers should pay nursing parents in all workplaces, paid time to off to feed their child. Although breastfeeding breaks to express milk in a private space are typically included in policies across most organisations, the act of feeding a child during work time often is not.
- It is important that parents are supported in the workplace.
This General Council calls for all organisations to give nursing parents the choice to have paid time off to feed their child.
This General Council further calls on all affiliates to the GFTU to join in a campaign for all barriers to parents in their workplaces to be removed and for parents and their children to be treated with respect and dignity, and commits the GFTU to such a campaign
Motion 8
PFA – Professional Footballers Association
Votes For
Votes Against
Result
Unanimous
0
Rights and conditions for professional footballers in the women’s game
This General Council notes the continued development of women’s professional football in England, and the positive growth in support and grass roots participation that this has inspired.
However, we believe that the increasing professionalisation of the women’s game must be reflected by ongoing improvements in conditions and standards for women players.
The PFA continues to work with the game’s stakeholders to push forward the rights of its members in relation to their personal and professional lives.
This General Council agrees to:
- Support the PFA in its continued work to ensure openness and transparency around expected minimum standards in clubs covering governance, coaching, medical care, training, player welfare, accommodation, and remuneration.
- Support and assist the PFA in its continued efforts to ensure rights and conditions are locked in as part of collective agreements between leagues, clubs and players.
Motion 9
App Drivers and Couriers Union
Votes For
Votes Against
Result
Unanimous
0
Carried
Single Worker Status
This General Council instructs the GFTU Executive to lobby Labour Ministers to discuss with the union their transitional plans for moving “Limb b” workers - who make up 100% of ADCU membership - to the status of employees.
It is important that the voices of those workers in forced and bogus self-employment are heard in Government as we seek to implement recent Supreme Court rulings against Uber and Bolt confirming our members' legal status as workers across the whole private hire and courier industry.
Motion 10
Artists’ Union England (AUE)
Votes For
Votes Against
Result
Unanimous
0
Carried
Representing Self-Employed workers
This General Council notes that the majority of AUE members are self-employed and as such have needs and issues that arise in relation to their work engagements, which can range from commissions and residencies to short-term projects and contracts.
This General Council recognises that there are other GFTU affiliates that include high numbers of members who are self-employed workers and that self-employed work often goes hand in hand with precarious work, low and unequal pay and uncertainty. This has a knock-on impact on living standards.
This General Council instructs the GFTU Executive to:
- Gather information on the number and types of self-employed workers among the membership of affiliates and the sectors they work in.
- Ensure that campaigns we are involved in take into account the needs of these members.
- Arrange a roundtable event or meeting for unions representing such members to identify key issues they face and to address organising needs.
- Review the GFTU Education programme to provide some tailored training around recruiting and organising members who are self-employed and consider providing some practical training that members might find useful, for example, tax returns and accounting, copyright protection, contract law and health and safety pertaining to working at home/in temporary workspaces or rented studios and office spaces.
Motion 11
UK Private Hire Drivers Union
Votes For
Votes Against
Result
Unanimous
0
Carried
Protect Drivers from Exploitation by App Companies
This General Council notes that the following issues are faced by private hire drivers:
- Payments / Trip Fares: Drivers have no guaranteed rights regarding payment. They do not receive a basic wage, and app companies unilaterally determine fares. The industry has become a race to the bottom, with drivers bearing all the costs. Trip fares are now even lower than they were 10 years ago, before app companies entered the market, forcing drivers to work longer hours to compensate for the decline in earnings. A minimum cost per mile must be established to protect drivers’ wellbeing and ensure fair compensation.
- Unfair Deactivation: Drivers can be deactivated at any time without justification. Private hire drivers rely on app companies for their livelihood, yet a single negative passenger review can result in permanent deactivation without due process or the right to appeal. This lack of fairness and transparence leaves drivers vulnerable and without recourse. Drivers need a clear, transparent, and fair process for deactivation, including the right to appeal and proper justification for any action taken against them.
- Safety: Drivers work day and night, often alone on the road, without any support. They are at risk of abuse, assault, or even being killed while working. The police, licence authorities and app companies must take responsibility for protecting drivers and providing support when needed.
- Right to Representation: Drivers must have the right to be represented by their trade union or associations. App companies must consult driver unions and associations before making any major changes that affect pay and working conditions.
This General Council believes that to improve drivers’ rights and livelihoods, action is required in from a number of stakeholders, including MPs and the Department for Transport, mayors and licensing authorities, and app companies.
This General Council resolves to:
- Lobby MPs and Department for Transport to introduce legislation that protects drivers.
- Pressure the Mayors and Licensing Authorities to regulate app companies to ensure fair treatment of drivers.
- Hold app companies accountable for protecting drivers’ rights.
This General Council believes that to improve drivers’ rights and livelihoods, action is required in from a number of stakeholders, including MPs and the Department for Transport, mayors and licensing authorities, and app companies.
This General Council resolves to:
- Lobby MPs and Department for Transport to introduce legislation that protects drivers.
- Pressure the Mayors and Licensing Authorities to regulate app companies to ensure fair treatment of drivers.
- Hold app companies accountable for protecting drivers’ rights.
Motion 12
Artists’ Union England (AUE)
Votes For
Votes Against
Result
Unanimous
0
Carried
AI – democratic accountability, national and international regulation and workers’ rights
This General Council notes:
- While the use of AI in some industries and services, is an exciting prospect, the use of AI is developing exponentially, without any formal checks or regulations.
- Unregulated AI poses threats to workers jobs and democratic freedoms, especially when in the 21st century a few unelected technological Oligarchs have the possibility of enormous global political and financial power.
- The launch by the Government of AI Opportunities Action plan, which concentrates on pushing forward AI development at the expense of proper regulation and consultation, or evaluation of AI’s potential threat to democratic accountability, or environmental risk.
This General Council resolves:
- To campaign for ethical usage of AI, with consent and appropriate remuneration of creators for their content.
- To campaign for collective agreements covering the use of AI in workplaces.
- To campaign for immediate AI regulation.
- To campaign for information and labelling to be attached/ attributed to all ‘products and all creative work that has been ‘ ‘made‘or ‘constructed’ by AI .
- To demand the Government consults formally with Trade Unions over the Governments’ AI Opportunities Action plan.
Motion 13
PCS
Votes For
Votes Against
Result
Unanimous
0
Carried
Pay and the Economy
This General Council notes the academic work commissioned by PCS on falling living standards in the civil service and on the fiscal case for good pay.
In his report on falling living standards, Dr Mark Williams of Queen Mary University, London, concluded that the living standards of civil servants have dropped significantly since 1979, showing decades of decline. Civil service wages were 5% above average in the 1970s and 1980s but are now 10% below average. The research shows that restoration to just 2020 levels would require a rise of between 11 and 27% depending on grade and pay scale position. While restoration to 2010 levels would need between 18 and 62%.
In their report on the fiscal case for good pay, Giorgos Galanis of Queen Mary University of London and Aggela Papadopoulou of SOAS, University of London, explain why pay in the civil service pays for itself over the longer term, contributes to economic growth and does not fuel inflation. The research shows that the costs of increasing civil service pay to the government exchequer would be offset by the revenues received through taxes and receipts; that such increases boost aggregate demand in the economy; and boost pay in the private sector through spillover effects.
This General Council instructs the GFTU Executive to:
- Circulate the PCS academic reports to affiliates to enable them to consider whether the conclusions drawn may also have implications for their members; and to enable them to consider campaigning opportunities if there are implications.
- Campaign for pay restoration for public sector workers, making the fiscal case for good pay and highlighting why it is complementary to the governments stated aim of growing the economy.
Motion 14
Social Workers Union
Votes For
Votes Against
Result
Unanimous
0
Carried
Poverty Crisis for Children
This General Council notes that millions of households are struggling through winter in cold damp homes and unsafe housing conditions that can include maintenance issues, mould, damp, insect or vermin infestations, or cramped conditions.
The impact on children has been revealed in new data:
Over a fifth (21%) of social workers working with children, young people, and families have seen their service remove a child or children from their family in the last three years where unsafe or inappropriate housing conditions was a key contributing factor.
More broadly, 78% of all social workers strongly agree that housing conditions are a concern for people they support, with over a third (36%) strongly agreeing that over the last three years an increased number of the people they help are living in unsafe or inappropriate housing conditions.
This is also supported by the latest Association of Directors of Children’s Services (ADCS) “Safeguarding Pressures” research that concludes a lack of adequate housing, welfare reforms, and families lacking access to public funds are all adding to pressures on children’s services.
This data shows that the reality of life in modern day Britain is a struggle for many households. The country’s poor housing stock poses a danger to the wellbeing and development of children and poses a risk to the health of many adults with pre-existing health conditions.
Social workers go above and beyond to help those at most risk in the country and are highlighting safeguarding concerns on a regular basis. However, addressing the housing challenge is more than social workers can do themselves.
This General Council believes that:
We need to see investment in a £13.2bn Warm Homes Plan to improve housing conditions across the UK and we also need to see investment in a complete range of fully functioning and well-resourced public services.
Government Ministers must own up to the fact that it is only the Government that can provide the funding to reverse the decline in public services and ensure the most vulnerable get the support they need.
Motion 15
Social Workers Union
Votes For
Votes Against
Result
Unanimous
0
Carried
Increased funding to social work
This General Council notes that social workers provide vital services across the UK to support people to overcome disadvantage rooted in social, economic, environmental, and other factors including disability, physical and mental ill- health, poverty, abuse and neglect, immigration status, and addiction.
Like all professionals, social workers need a positive working environment. Support for social workers must be aimed to reduce the current high level of burnout and employee attrition within the profession and include resources to do their job well, ongoing support, and career development opportunities. They need respect and recognition from colleagues in related professions, control over their workloads, and the autonomy to use their professional skills and expertise to the full.
The scope of increased funding for Social Workers is UK-wide.
However, given that responsibility for social work is devolved in Northern Ireland, Scotland, and Wales and with the UK Parliament responsible for social work in England, the investments outlined in this motion are indicative of what social workers need across the UK.
This General Council instructs the GFTU Executive to do all that it can to support the work of the Social Workers Union to secure increased funding to social work.
- National governments must deliver sustainable financial investment in children’s, family, and adult social work in all UK nations.
- Our governments must pursue parity of pay for social workers that delivers transparent pay frameworks, paid overtime, and includes appropriate cost-of-living pay rises.
- People training to be social workers must have access to financial support through bursaries and student loans to be able to finish their courses without severe financial impact on them and their families.
Social workers are trusted by individuals, families, and communities. Employers and governments must take positive action to ensure social workers are treated fairly to support the vital work of the social work profession.
Motion 16
POA – Prison Officers Association
Votes For
Votes Against
Result
Unanimous
0
Carried
Pay Review Bodies as opposed to Sectoral Collective Bargaining
This General Council debates the use and expansion of pay review bodies and the merits of them as opposed to sectoral collective bargaining with specific emphasis on whether pay review bodies are fit for purpose and are an adequate compensatory mechanism for not having the right in the case of the recognised Prison Service unions to take any form of industrial action.
Emergency Motion 1
Social Workers Union
Votes For
Votes Against
Result
Unanimous
0
Carried
Solidarity with Palestine
This General Council notes:
- Since 2023, the state of Israel has been engaged in a
genocide of the Palestinian people; - That the background to this genocide is the illegal
occupation, by Israel, of Palestinian territory since 1967; - That trade unionists across the world have shown their
solidarity with Palestine through mass mobilisations, calling on
their governments to oppose Israel’s actions.
This General Council believes:
- That our government is complicit in genocide by its actions
and by its inaction; - That our government could take a decisive step by
immediately ending arms sales to Israel and withdrawing
political and diplomatic support for the Israeli government; - That there will be no solution to the crisis until there is an
end to the occupation of Palestinian territory and full
recognition of Palestinian rights, including the right to selfdetermination
and the right to return;
This General Council resolves:
- To call on the British government to end their complicity in
the genocide of the Palestinian people; - To call for an immediate end to arms sales to Israel;
- To support the targeted boycott of Israel called by the
Boycott, - To support workers in their solidarity with the people of
Palestine and campaigning for freedom, equality, and justice
for Palestine. - To reaffirm our commitment and affiliation to the Palestine
Solidarity Campaign.
Motion 17
HCSA – the hospital doctors’ union
Votes For
Votes Against
Result
Unanimous
0
Carried
Freedom to Speak Up on Safety: Protect NHS Whistleblowers
This General Council notes that a series of patient safety scandals has shaken confidence in the NHS. We must urgently make our health service safer before the next scandal unfolds.
Trade unions support many members who have been victimised for raising the alarm. Seventy per cent of hospital doctors believe it is not possible to raise patient safety concerns without detriment to their careers. Two-thirds of doctors who have spoken up on safety have experienced detriment in the workplace, and two-thirds in their personal lives.
This General Council believes that it is time for wide-reaching reform to protect patients and staff.
This General Council calls for:
- An independent UK whistleblowing agency
- A new criminal offence of causing detriment to those who make protected disclosures.
A duty on NHS governing boards to monitor whistleblowing cases, with individual board members held to account for enforcement.
Motion 18
POA – Prison Officers Association
Votes For
Votes Against
Result
Unanimous
0
Carried
The Right to Strike
This General Council condemns the Labour Government for confirming that they will not repeal the anti-union legislation contained within Section 127 of the Criminal Justice Public Order Act 1994 for prison officer grades in the public sector prisons in England/Wales and prison custody staff in the private sector prisons.
This General Council commits the GFTU to campaign collectively to regain the basic fundamental human right of the right to strike.
Emergency Motion 2
Bakers, Food and Allied Workers Union
Votes For
Votes Against
Result
Unanimous
0
Carried
Winning A New Deal for Working People
This BGCM notes that Labour’s 2024 Employment Rights Bill (ERB) contains elements of the New Deal for Working People including individual day one rights for workers plus some restrictions on zero hours contracts and fire and rehire.
We welcome Labour’s repeal of the Strikes (Minimum Service Levels) Act, 2023 and the ballot thresholds, ballot paper wording prescriptions and appointment of picket supervisors introduced by the Tory Trade Union Act, 2016.
However, we note with concern that under Labour’s ERB while notice periods for industrial action are reduced from fourteen to seven days, requirements for trade unions to give notice of ballots and to identify numbers of workers, workplaces and categories remain in place.
Labour’s renamed New Deal (Labour’s Plan to Make Work Pay) does not address the fundamental power imbalance between workers and employers in UK law including the absence of a legal right to strike, the ban on the right to take sympathy action criticised by the ILO in its 2023 report on the P&O Ferries scandal, and the ban on so-called political strikes introduced by Tory governments in the 1980s.
We deplore Labour’s failure to reinstate workplace ballots. We further note that key elements of the New Deal for Working People have been dropped from Labour’s ERB, such as the introduction of sectoral collective bargaining across the economy through Fair Pay Agreements other than for school support staff in England and adult social care workers, with the caveats that these will not be collective agreements “as normally understood”.
We condemn those Labour MPs, donors and business interests who lobby Labour ministers and officials for the New Deal to be limited and scaled back. We believe the New Deal and Labour’s Plan to Make Work Pay must be a beginning, not the end of a process of rebuilding workers’ collective rights in Britain.
This BGCM therefore agrees:
to campaign for the extension of the New Deal through Fair Pay Agreements (sectoral collective bargaining) wherever unions believe them to be appropriate and necessary;
to support legal and parliamentary amendments to the 2024 Employment Rights Bill that seek to restore and strengthen trade union collective rights;
to call for further legislation within the lifetime of the current Labour government to establish a legal right to strike and remove undemocratic bans on sympathy strikes;
to encourage union branches, committees and councils to affiliate to the Campaign for Trade Union Freedom:
Motion 19
Nautilus International
Votes For
Votes Against
Result
Unanimous
0
Carried
Royal Fleet Auxiliary Dispute
This General council notes the historic first strike by Royal Fleet Auxiliary (RFA) Officers on 15 August 2024, a landmark event given nearly 120 years of uninterrupted service without industrial action. This unprecedented step highlights the deep-seated frustration and anger over the public service pay dispute. This General Council further notes the combined Nautilus Officer’s and RMT Rating’s Day of Action on Merchant Navy Day, 3 September 2024 and the moral support provided by the GFTU and affiliates.
This solidarity action demonstrates the shared concerns and determination of seafarers across the service.
This General Council expresses its deep concern over the 10-year austerity-based pay dispute and the potential consequences for the RFA’s operational capability.
Despite the strike action and numerous attempts to resolve the issue, government has thus far failed to provide a long-term satisfactory solution. This prolonged uncertainty has placed immense strain on RFA personnel and their families.
This General Council calls upon the new labour government to urgently address and resolve the RFA pay dispute and its position for the future. A swift resolution is essential to ensure the continued operational effectiveness of the RFA, the Royal Navy and Royal Marines, as well as wider national security.
This General Council believes that a fair and equitable pay settlement for RFA personnel is not only a matter of justice but also a necessary investment in the future of the wider maritime sector and requests Fair Pay for the RFA.
Motion 20
PDA Pharmacists Defence Association
Votes For
Votes Against
Result
Unanimous
0
Carried
Protecting the public from the consequences of role substitution in healthcare
This General Council believes that clear role definition within health and social care settings helps reduce risk, improves patient outcomes, and enhances the quality of care provided while improving worker wellbeing, along with improved work environment and culture.
This General Council believes that patients must be protected from the potential harm from situations where there is confusion about the roles a healthcare team member undertakes or where underqualified staff are coming under pressure to undertake activity for which they are not suitably competent.
This General Council believes that every patient should receive safe and effective care from motivated and empowered health workers and calls upon the NHS, private providers and healthcare regulators to ensure that:
- A safe scope of practice is developed and promoted for each regulated health profession.
- When a patient is speaking to any member of the healthcare team it must be made clear to them the role that person performs so that the patient’s expectations, confidence and reliance on the information, advice or care provided is appropriate. Roles must be clearly defined, and patients must never be led to conclude an individual is qualified in a role, for which they are not.
- No healthcare workers should be coerced into taking on additional activities or responsibilities that are beyond their competence and capability to provide safely. Individuals must be able to decline to take on duties which they are not professionally competent to undertake. Health workers must not be encouraged to perform beyond the bounds of their current competence and training.
- Workers who are developing their competence must have the requisite education, training and support available to build skills and knowledge before being required to undertake new activities. Credentialled, quality checked training must be available to support professional development which relates to activity that may impact patient safety and achieving additional qualifications is necessary for some development.
- Where an individual is learning new skills there must be appropriate supervision from a suitably registered health professional, ensuring support and guidance is available whenever needed.
- Workers taking on additional responsibilities or activity should receive financial reward for the enhanced role that fairly reflects their new capability. Junior or less qualified colleagues must not be expected to take responsibility for activities for less money than those currently holding responsibility for those activities.
Motion 21
PCS
Votes For
Votes Against
Result
Unanimous
0
Carried
Safe Routes
This General Council notes the ongoing deaths of refugees in the Channel. This General Council expresses its deepest sympathy to, and solidarity with, those who have lost loved ones.
This General Council welcomes the decision of the Supreme Court on 15 November 2023 declaring the inhumane Rwanda policy unlawful, following a legal challenge launched by PCS and others.
This General Council condemns the attempt by the previous Conservative government to legislate that ruling out of history through the Safety of Rwanda Act 2024, by declaring that Rwanda is a safe country despite the Supreme Court’s factual findings to the contrary based on the clear evidence.
This General Council welcomes the commitment from the Labour government to repealing the Safety of Rwanda Act 2024. However, this General Council is concerned that Labour intends to retain some elements of the Conservatives Illegal Migration Act 2023, which fortifies the hostile environment for refugees.
This General Council also notes the rise of Reform as a serious electoral force, who are agitating for an even more the hostile environment for refugees and are campaigning and capitalising on the current one.
This General Council believes that the Labour government is making a strategic mistake by pandering to Reform’s agenda by using hostile rhetoric on refugees - the further right that progressive parties move on this issue, the more fertile the conditions for racism and fascism to flourish.
This General Council welcomes the joint publication by PCS and Care4Calais of the Safe Passage Visa policy in November 2022. This General Council agrees that this is the best and only answer to stop the boats and save lives.
This General Council instructs the GFTU Executive to campaign:
- For safe routes for refugees
- For a more progressive approach to asylum from the Labour government, including an end to the hostile environment
- Amongst affiliates, workers and communities to combat racism and fascism and the rise of Reform
Motion 22
Nautilus International
Votes For
Votes Against
Result
Unanimous
0
Carried
Tackling flags of convenience and growing UK domestic shipping
This General Council notes the 75th anniversary of the campaign against Flags of Convenience (FOpC) in shipping by the international transport federation (ITF) and its affiliates such as Nautilus and the RMT.
Nautilus International condemns continuing proliferation of FOCs, which drive down wages and on-board conditions, induce fatigue, and stress through excessive hours of work with minimal rest. FOCs also lead to increased ‘social dumping,’ with exploited labour from developing countries undermining jobs, pay and conditions for UK resident maritime professionals as highlighted by P&O Ferries unlawfully sacking of 786 seafarers in March 2022.
This General Council calls on the government to instigate a global review of ship registration practices whilst reinforcing Article 91 of UNCLOS (United Nations Convention on the Laws of the Sea) that requires a genuine link between the shipowner and the country of registration. The review should include defining the requirement for a genuine link with the aim of ensuring states effectively exercise jurisdiction and control of vessels on its register.
This General Council further notes that 80 per cent of the world’s maritime states have laws protecting local shipping industries, ensuring the retention of skilled maritime workers and the preservation of maritime knowledge and technology; safeguarding fair competition; promoting safety; and bolstering national security. The UK is in the minority of countries without these set of ‘cabotage’ laws.
This General Council calls on the government to enact laws with the clear aim of protecting domestic shipping industries and inland waterways, growing the UK flag, and increasing employment and training opportunities for domestic maritime professionals.
Emergency Motion 3
NHBC Staff Association
Votes For
Votes Against
Result
Unanimous
0
Carried
Supreme Court Judgement
This General Council notes that:
- the Supreme Court judgement of 16th April (For Women Scotland v Scottish Ministers) declared that ‘sex’ in the Equalities Act 2010 referred to ‘biological sex’, a term which is undefined at law, and that organisations ‘could’ exclude trans and non-binary people from single-sex spaces;
- the Women & Equalities Minister Bridget Phillipson stated that people must use single-sex spaces on the basis of ‘biological sex’;
- the EHRC issued interim guidance in the same terms, seeking to extend the impact of the judgement of the Court through a duty to exclude trans and non-binary people from single-sex spaces;
- the Equalities Act 2010 has always allowed for exclusion from single-sex spaces if this is a proportionate means to a legitimate aim
This General Council believes that:
- the EHRC guidance as drafted is both discriminatory and flawed in that it seeks to impose a duty to exclude trans and non-binary people from single sex spaces in public and private places, including workplaces;
- imposing such a duty would contradict the judgement, which stated that such exclusion is not mandatory;
- the discrimination faced by women, trans, non-binary and gender non-conforming people is rooted in the gendered norms of our society, which are essential to maintaining women’s oppression and exploitation in the workplace;
- everyone has the right to live and work free from harassment and discrimination regardless of sex, gender identity or appearance;
- it is our duty as trade unionists to oppose the imposition of gender stereotypes and protect the dignity and safety of trans, non-binary, gender non-conforming, intersex and women workers;
- solidarity with trans, non-binary and gender non-conforming people must be a matter of principle for the trade union movement, just as we oppose racism, sexism and ableism.
This General Council calls on the GFTU, through its General Secretary and Executive Committee to:
- issue a statement in support of trans and non-binary rights and women’s rights and that these are not mutually exclusive, ensuring that the voices of those who are oppressed by society’s gender stereotypes are central;
- help affiliates and their equality committees to develop guidance on supporting trans and gender-diverse workers, challenging transphobia;
- negotiate improved workplace policies on gender-based and sex-based rights which are inclusive of trans and non-binary rights;
- protect and extend the rights of trans and non-binary workers in the workplace.
Emergency Motion 4
ADCU
Votes For
Votes Against
Result
Unanimous
0
Carried
Licensing for private hire driver
ADCU calls on GFTU to lobby Labour Ministers and TfL to introduce a cap on new private hire licences. In London alone, the number of private hire drivers has doubled since 2010. This increase has oversaturated the market, leading to greatly reduced pay for drivers and more underqualified drivers transporting members of the public. A cap on new licences, both in London and across the UK, would help both our members and the public at large.
Motion 23
PDA Pharmacists Defence Association
Votes For
Votes Against
Result
Unanimous
0
Carried
Fair Work Principles for those delivering public services
This General Council notes that across the globe the principles of fair work are discussed and implemented to varying levels. Conference notes that the Welsh and Scottish Governments proclaim the benefits of fair work and that the Westminster government could follow that direction.
This General Council notes that in particular those governments are more likely to support public funded services to be required to be “Fair Work”, for example obliging any employers who are in receipt of public money to pay their staff at least the real living wage, engage with and listen to their employees and their representatives, promote fairness and mutual respect in the workplace and invest in workforce development, all in effort to foster good relations between employees and their employers.
This General Council is also sadly aware that there are businesses that do not share this vision of the benefits gained by society and employers as well as workers from abiding by fair work principles. Yet notes many of these businesses will accept taxpayer funded contracts to deliver public services to the community from which they hope to profit.
This General Council believes that in line with Fair Work principles all four UK governments should use their position as client to require businesses that are delivering public services to engage with the representatives of the workforce and include compliance with fair work principles as a requirement to qualify to secure or maintain contracts to provide public services.
This General Council therefore calls on every government across the UK to:
- Publish their definition of Fair work
- Instruct its departments and agencies to incorporate those requirements in all contracts for the delivery of public services
- introduce mechanisms that ensure those contractors that do not comply with fair work principles when delivering public services face meaningful penalties, up to and including the loss of the contract as a result.
Motion 24
Aegis the Union
Votes For
Votes Against
Result
Unanimous
0
Carried
Promoting opportunities for Neurodivergent young people
This General Council notes that Neurodivergent young people with, for example, autism, ADHD, dyslexia, and other neurodevelopmental conditions, face significant barriers to gaining work experience and employment opportunities.
Further, conference notes that there is a growing number of adults receiving diagnoses of neurodivergent conditions, with a large demand for diagnostic services causing a waiting list. These workers also face challenges and barriers in their working life.
These barriers can hinder their ability to transition into adulthood, limiting their opportunities for a fulfilling and independent life.
It is crucial to address these challenges by creating an inclusive work environment that recognises and values the unique strengths and talents of neurodivergent individuals.
Providing meaningful work experience and employment opportunities is essential to helping these young people develop the skills and confidence necessary to thrive in the workplace.
This General Council calls on the Executive Committee to actively encourage GFTU Affiliates and especially their members employers' to create and promote opportunities specifically tailored for young people with neurodiversity challenges. This can be achieved through the following:
- Awareness and training: encouraging employers to implement training programmes for managers and employees to increase awareness and understanding of neurodiversity and to implement reasonable adjustments in line with the social model of disability so that all workers can succeed regardless of their age or the nature of their neurodivergence.
- Work experience programmes: advocating for the establishment of
work experience and internship programmes focused on the needs of neurodivergent young people, offering them practical experience and skill development. - Mentorship and support: promoting the introduction of mentorship
schemes where neurodivergent young people can receive guidance and support from experienced colleagues. - Inclusive recruitment practices: encouraging employers to adopt inclusive recruitment practices that consider the unique challenges faced by neurodivergent individuals, ensuring fair and equal opportunities for all.
By implementing these measures, we can help neurodivergent young people gain valuable work experience and enhance their future employment prospects, so they can lead fulfilling lives as adults.
Motion 25
Communication Workers’ Union
Votes For
Votes Against
Result
Unanimous
0
Carried
CWU Humanitarian Aid
The General Council agrees that the GFTU becomes an affiliated member of the Communication Workers Union Humanitarian Aid (CWU HA) charity.
CWUHA is a registered charitable organisation which was set up in response to the plight of vulnerable children in war torn Bosnia. CWUHA now operate mainly in Eastern Europe, in the UK, and Africa delivering thousands of tons of aid to hundreds of orphanages, hospitals, schools, and vulnerable families. In addition to convoys, CWUHA has funded renovations including Social Assistance to Foster & Adoption Centres, school projects in Tanzania, East Africa and more recently CWUHA entered into a partnership with Blackpool Coastal Housing (BCH) who run a domestic abuse refuge centre that care for children and families fleeing domestic abuse from across the UK.
This year, in memory of Andy Kerr, CWU Deputy General Secretary Telecoms who sadly passed away last year, CWUHA is Working with Mad-Aid in an effort to refurbish a children’s surgery ward in Moldova that cares for children with serious health issues.
All the above has been achieved by trade unionists with the support of the trade union movement.
To continue and support the good work of CWUHA we call on the General council to encourage all affiliated unions to consider supporting the 30th Anniversary project dedicated to the memory of a great trade unionist Andy Kerr by Affiliating to CWUHA.
Motion 26
Bakers Food and Allied Workers Union
Votes For
Votes Against
Result
Unanimous
0
Carried
Supporting the Ron Todd Foundation
This General Council notes:
- The Ron Todd Foundation was established in 2011. The work of the organisation focuses on the prevention or relief of poverty together with the promotion of equality and diversity.
- The Ron Todd Foundation supported 52,470 trade union members and their families last year through practical solidarity, Ron Todd House and solidarity education workshops.
- The cost-of-living crisis means that working people are struggling with everyday living costs, thus pushing them further into poverty.
This General Council believes:
- Ron Todd House is more than bricks and mortar; it is a hub for union activities, community gatherings and education events. It is a beacon of inspiration for workers; a space where people come from across the UK to get practical solidarity, a hot drink and a meal, a shower and somewhere to stay.
- That the trade union movement needs to support organisations who offer practical solidarity rather than traditional charity.
- Losing the Ron Todd House would mean the removal of a vital service that trade unionists rely on when in crisis; as well as erasing a part of our history, silencing the voice of workers.
This General Council Resolves that:
- The GFTU become a member (affiliate) to the Ron Todd Foundation and to call on all GFTU affiliated trade unions to officially support the Ron Todd Foundation by becoming a member (affiliating) nationally and proactively encourage members, branches, regions, sectors to do the same.
- To support the work of the Ron Todd Foundation by publicising the activities of the organisation throughout the networks available to the GFTU and affiliates as widely as possible
- To call upon GFTU affiliated trade unions to actively stand in solidarity, to both support and participate in the campaigns run by the foundation, especially the one to save Ron Todd House and to raise awareness of this campaign amongst GFTU affiliated trade unions, other unions, and the wider Labour and Trade Union community.
