100% unanimously passed at a quorate general member’s meeting on Thursday, 17 September

This Branch Notes:

1. That there is a university‑wide restructure planned for 2026/27, with the stated intention that new structures will be fully in place by 2027/28.
2. There have been six rounds of redundancy since July 2025 in local units across different colleges and professional services, as recorded in University communications and BUCU casework records.
3. That the University has not provided Equality Impact Assessments to BUCU in relation to multiple redundancy rounds, and has not provided evidence to BUCU that it has complied with the Public Sector Equality Duty under section 149 of the Equality Act 2010.
4. That the University is bound by its own Ordinances and Codes of Practice, approved by Council, and by the agreements it has reached with its recognised trade unions, and that in current redundancy processes and in its handling of the restructure the University has implemented proposals and procedures which BUCU believes to be inconsistent with those documents and agreements.
5. Following a branch complaint to the Health and Safety Executive (HSE), the HSE has issued a notice requiring the University to provide an action plan by 30 September 2026, as communicated to BUCU.

This Branch Believes:

1. That the University, as a public authority and as an employer, is responsible for avoiding compulsory redundancies wherever reasonably practicable, for following its own Ordinances and Codes of Practice, for honouring its agreements with recognised trade unions, for meeting its equality duties, and for providing a safe working environment in line with health and safety legislation and HSE/Acas guidance.
2. That the University has crossed four red lines of employer responsibility by:– Imposing compulsory redundancies– Departing from contractual and agreed procedural commitments– Failing to evidence compliance with the Public Sector Equality Duty– Failing to uphold agreed commitments in relation to health, safety and wellbeing.
3. Rules and procedures which University management applies to staff but does not consistently apply to its own decision‑making offer staff no effective protection, and that insisting the University follow its own Ordinances, Codes of Practice and agreements is the minimum any recognised union must do.
4. That the coming restructure, as currently framed, poses a serious risk of further redundancies; further breaches of agreed procedures and duties; and further risks to staff Health, Safety and Wellbeing – unless the branch is in a position to resist them collectively.
5. That having a live, lawful mandate for industrial action – including strike action and action short of a strike – is a powerful tool over this period of instability and is a fundamental protection that BUCU members should have in place. A mandate demonstrates that BUCU members are prepared to take industrial action if necessary; it does not predetermine that strike action will be taken.
6. That a ballot for industrial action is a specific response to the University’s failures and risks set out above, not a withdrawal from negotiation, and that the branch remains willing to reach agreement with the University at every stage where meaningful negotiation is offered.
7. That there are other tools of escalation and resistance which must be used alongside the possibility of strike action, and that these depend on a strong, active network of departmental representatives.

This Branch Resolves:

1. To begin immediately the formal process of seeking authorisation from UCU for a statutory ballot for industrial action, including strike action and action short of a strike, in accordance with UCU procedures and trade union legislation on industrial action ballots.
2. To coordinate between the branch committee and general members to develop, support and strengthen the departmental representatives’ network, so that members are organised and prepared to implement any agreed programme of industrial action and other collective measures.