BT Pension Review Agreement 2018 – Redundancy Terms Under Attack.

Is this the start of Compulsory Redundancies?

Please be advised that BT Group have outlined to the members this morning, their proposal simplify the BT paid leaver and redundancy arrangements.  The CWU received formal notice on Wednesday 27th May 2020.  The matter was discussed at a special BT committee yesterday.

Please find attached our communication to our members on this issue.  We are clear that this is a further move by the company to erode terms and conditions for our members.  BT are provocatively changing the pensions review agreement which was negotiated just two years ago.

This comes in the wake of other unagreed changes by the company to alter terms and conditions in contact centres, threatened compulsory redundancies in Enterprise and the Better Workplace site closure programme.    BT state that their business will change shape over the next five years, requiring new skills for the future.  But they also make the cynical point that not everyone will want to be able to make that journey with us and they will help them move on!

Branches should be aware of the following points:

  • We will enter consultation with the company, although we will stating that BT did not need to open a full twelve-month consultation on the pensions agreement. Discussions could have taken place on the redundancy annexe separately.
  • BT state that there will be no impact on pensions. The pensions agreement impacts on everyone (BTRSS, BTPS and Hybrid).  However, without our agreement in place BT could essentially walk away from the 2018 pensions agreement following a 60 day consultation.
  • The legally binding pensions agreement provides our BT and Openreach members with a maximum of 104 weeks redundancy plus up to twelve additional weeks if you apply Pay in Lieu of Notice. Others have less generous terms.
  • The existing agreement provides our members with legally binding approach to job surpluses in order to avoid compulsory redundancy such as consideration of onshoring, reduction in contractors and agency staff, and recruitment freezes.  It also includes firm commitments on EDDI and P&PP
  • The redundancy terms also apply to some members who have joined BT on a TUPE, such as those ex-employees of EE and IT Services
  • We will insist on a new legally binding pension agreement. This should not be a problem if they are truthful that they do not want to amend pension arrangements

The formal notice to terminate the BT Pension Review Agreement 2018 will take effect no earlier than 28th May 2021 unless another date is agreed with the CWU.
This is clearly a very serious situation and we will be convening an urgent Branch briefing in the next few days.

The CWU will continue to fight for job security and will be insisting on new contractual redundancy terms and a new legally binding pension agreement.
It is clear from recent developments that BT is attacking our hard-won terms and conditions on multiple fronts.   There has never been a more important time to be in the CWU.

We will stand together to protect job security in BT.

Look out for mere in the coming weeks. In the meantime, please make sure we have your up to date contact details, including your home email address.
Branches are also requested to highlight this issue to members via their normal communication channels and via social media.

We will update our members and branches as soon as possible.