When the university announced its Voluntary Leavers Scheme (VLS) on 29th October 2024, BUCU were told that the ‘V’ was important—i.e. that any job losses at Birmingham would be entirely voluntary. And whilst it is undoubtedly a challenging time for the sector, our VC stated to all staff that Birmingham is in a sound financial position “in contrast to many other universities” in his ‘View from the VC’ on 17th January 2025.

Despite these assurances, shortly after the Christmas break, a team of 13 permanent Professional Services colleagues were told they would be restructured and that they were now ‘at risk’ of being made compulsorily redundant, with the University’s proposal being that the total number of permanent posts would reduce to just 5.

However, this is not even the full picture of the situation—as the total number of staff at risk of redundancy in this particular area of the institution is actually 21—with a further 8 Professional Services Staff on fixed-term contracts having been told that their contracts would not be renewed.

Overall then, the University is seeking to secure cuts of at least 21 roles—albeit in such a way that admonishes their responsibility for more stringent collective consultation under the legislation when over 20 redundancies are being proposed (Section 188 of the Trade Union and Labour Relations Act), and circumvents their obligation to provide formal notification of the potential redundancies to the government.

Staff have been engaging with the consultation as best they can—which, under our specific agreement on the avoidance of compulsory redundancies, allows for a 60-day consultation period that will continue to run until Monday 10th March. During this process, BUCU has raised numerous concerns (in addition to the highly problematic separation of the redundancy process for permanent staff (which is collective) and fixed-term staff (which is individualized)—such as:

• With such significant reductions in professional services resource in one area, workload (and the associated risks of work-related stress) is likely to increase dramatically for other colleagues in the area. This is in a context where the Health and Safety Executive (HSE) are shortly due to inspect the University of Birmingham for failing to effectively mitigate and take preventative measures against these kinds of risks.
• Both in the compulsory redundancy proposal (for the permanent staff group) and in subsequent consultation meetings, the ‘at risk’ staff and BUCU were informed that the work of the redundant professional services roles work would be picked up by a combination of academics in the area, or centralized professional services. We do not believe either of these groups has been properly informed or consulted on the potential workload implications for them—and again, workloads are already unsustainable.
• The initial business case for the proposed redundancies was deeply flawed (in some areas factually inaccurate) and lacking in any in-depth financial or strategic analysis—despite these being two of the three key drivers. Requests for financial analysis have been met with delays and further inadequate responses—and seemingly the ‘strategic direction’ arguments have been taken off the table for discussion, since the redundancies only affect Professional Services staff but the strategy is an academic matter.
• The affected staff have also been told that the process must be kept strictly confidential (some even fearing to tell their partners or close colleagues), and have been subject to toxic and bullying behaviors from management. We have also had reports of academic colleagues in the area being intimidated and threatened against getting involved—despite the fact that the proposals will have a direct impact on their workloads, ways of working, and workplace environment.
• Due to the timing of the proposed redundancies, staff in the ‘at risk’ group have felt pressured to take VLS or voluntary redundancy (VR)—or risk compulsory redundancies going ahead and only being eligible for statutory payments. Many do not actually want to take VLS/VR, and would prefer to have time to find alternative employment at UoB, but are told this is not possible within the timeframe.
• Staff who are facing redundancy via fixed-term contracts which are not being renewed are not even eligible for VLS—despite many of them having been at UoB for much longer than the 4 years+ which should entitle them to permanency under the Fixed Term Employees (Prevention of Less Favourable Treatment) Act 2002.

At the request of the ‘at risk’ group of staff—and due to significant concerns over the reputational, educational and financial implications of any restructuring and/or reduction of resource in this particular area of the institution (whether achieved through compulsory redundancies or other means)—BUCU have taken the decision not to disclose the details of which School / College is affected at the current time. However, the very existence of proposals for compulsory redundancies at Birmingham (in any area) is extremely concerning, and BUCU members have a right to know that this situation is ongoing. Alarmingly, it should also be noted that this restructure is of a financially successful department that provides work for academics across the college, and has not been triggered by a predicted fall in student numbers or a lack of research income.

At the JNCC meeting of 24th February 2025, university management stated that these proposed compulsory redundancies are not part of a bigger swathe of cuts, but are instead part of ‘business as usual’ redundancies (e.g. where local budget centres review their provision and ‘streamline’ as appropriate at that local level). Whilst on the one hand this might be regarded as reassuring, it also raises the possibility of a situation in which short-term financial and operational decision-making may have no strategic or institutional oversight. Proposing compulsory redundancies at this time of sector-wide crisis (whilst also apparently seeking to maintain a ‘financial stability’ narrative) seems incredibly foolhardy, and it is increasingly difficult to understand the UoB logic behind this.

BUCU takes the position that we will do everything we can to resist compulsory redundancies—including industrial action if necessary. Your branch continues to support the affected staff and seek a resolution to this particular situation—but we would urge you to get involved in whatever way you can. Attend General Member Meetings (GMMs), become a Departmental Rep, write to us if you can offer your time to support this or any of our other campaigns.