UCU members in Teesside win pay increase

The dispute began when, in the midst of a cost of living crisis, management offered a 3% pay increase backdated only from October, excluding August and September.    

Emma, a UCU rep who led the campaign for a better deal, says:    

“This offer was deemed unfair by the union members, who promptly rejected it, leading to an ongoing dispute.    

“The union was determined to secure a better deal for its members.”  

Initial challenges  

By May 2023, management proposed an additional 1% increase effective from May 2023, the removal of the bottom pay scale, and the reintroduction of two wellbeing days that had previously been removed. However, when this offer was put to the members, 75% voted against it, demanding a more substantial and worthwhile award.    

In July 2023, the union opened a strike ballot, and with 95% of UCU members voting in favour, the stage was set for industrial action. Despite meetings throughout the summer, no new offers were made, and the staff's resolve was tested as they embarked on a series of strikes.  

Building momentum  

Throughout the dispute, the staff's determination only grew stronger.    

By December 2023, after eight days of impactful strikes that saw centres closed and classes cancelled, the union sent a letter seeking an amicable settlement. The management's silence only fuelled the members' determination.    

Emma talks about how these actions – and the management’s refusal to cooperate – led to more staff joining the union:    

“Membership has grown substantially since the dispute began; colleagues could see that we were fighting for better conditions for them.    

“We now have more than 100 members in our workplace, and we went from having 2 to 5 reps.”  

In April 2024, with no substantive offer being put forward and with an increase in union membership, another ballot was held, and the decision to continue striking was reaffirmed.    

Despite management's attempts to find legal loopholes to halt the strikes, the staff's commitment did not waver. In June 2024, a motion of no confidence in the CEO was passed, yet the governors remained unresponsive.  

The turning point  

By September 2024, the strikes had intensified, and a pivotal meeting with the deputy CEO, who was more approachable than his predecessor, led to a breakthrough.    

The prolonged dispute had taken its toll, and after staff had taken 13 days of strike action, management was finally forced to make an offer with up to 16.5%. UCU members overwhelmingly voted to accept this, ending their dispute with ETC.    

This multi-year agreement included a 3% increase from August 2022, 1% from May 2023, 6.5% from November 2023, and 3% from August 2024. Additional increases worth roughly 3% were granted to those at the top of their pay scales. ETC also committed to revisiting the 2024-25 pay award should additional government funding become available. Parking charges were removed from all campuses, and staff gained additional wellbeing days.  

Reflecting on this experience, Emma says this to other workers and union reps finding themselves in the middle of an industrial dispute: “Don't give up!    

“Even if it takes a long time, the action you take is having an effect and shows that the union and its reps are ready to fight for their members.”  

UCU General Secretary Jo Grady congratulated the members for their resilience and determination and said: "This award should now serve as a warning to other college bosses: pay our members fairly or face sustained strike action until we win."