Contracts of Employment Communication June 2025 – Joint Announcement between UMUCU, Unite, Unison and the Directorate of People

In November 2023, a collaborative Task & Finish group was formed, bringing together colleagues from the People Directorate and representatives from the campus Trade Unions—UMUCU, Unite, and Unison. This joint effort focused on listening to representations on the topic of workforce casualisation, with a shared commitment to improving employment practices for both academic and professional services staff. 

The group created a constructive space for dialogue and through open and purposeful discussions, all parties worked together toward a common goal specifically to consider how to reduce dependence on casualised employment wherever practicable. 

What is the change? 

This partnership has led to a number of positive outcomes and meaningful progress. Notably, the University and the three Trade Unions reached a key agreement regarding the duration of Fixed Term Contracts.  From 1 July 2025 colleagues on Fixed Term Contracts will now be transitioned to either a Finite Funded Permanent Contract (FFPC) or a Permanent Contract (dependent on the employment circumstances) after three years of continuous service, a significant improvement from the previous four-year threshold. 

How does this affect me if I am on a Fixed Term Contract? 

Effective from Tuesday, 1 July 2025, colleagues who have completed three years of continuous service on a Fixed Term Contract, where the work remains ongoing, will be transitioned to a Finite Funded Permanent Contract (FFPC).  

For colleagues approaching three years continuous service, an objective review will be conducted by the relevant Line Manager as part of the consultation process. If the work remains ongoing and is linked to finite funding, the contract will transition to a FFPC. However, if the work is not tied to a specific future end date/funding link and remains ongoing this may be converted to a Permanent Contract, subject to the objective review.   

This agreement reflects the strength of collaborative working and our collective commitment to improving our working environment for all colleagues – approximately 300 colleagues will benefit from this change from 1 July 2025.  

To implement this positive change, the University’s Policy and Procedure on Contracts of Employment  has been updated. Colleagues currently on a fixed term contract who are affected by this change from 1 July 2025 will receive direct communication from the People Directorate confirming their updated contractual status.  

On behalf of UMUCU, UNITE, UNISON and the Directorate of People

UMUCU further comments:

UCU members are very welcome to contact the branch with any questions about this policy update. We will update our existing guidance on fixed-term contracts as soon as possible. This policy update is one of several recommendations made by the Task & Finish Group, which will issue its final report very soon.

UMUCU feels that Finite Funded Permanent Contracts (FFPCs) are best understood as fixed-term contracts with enhanced redundancy terms. However, these enhanced terms (including a 3-month period of additional employment known as the ‘extended notice period’ and an extended redeployment window) can enable redundancy to be avoided in many individual cases. Please contact us if you feel that the consultation and other processes described in the Contracts of Employment Policy are not being followed in your case.

Please also note that continuity of service has to be established on a case-by-case basis, and some gaps between contracts do not necessarily break continuity of employment – please get in touch if you have any questions in this regard.

The use of fixed-term contracts and FFPCs is monitored by the Contracts Working Group (CWG), including all campus trade unions. CWG should be informed of the number of staff employed on FFPCs on a regular basis, and the branch committee will make this information available to all UMUCU members as soon as is practically possible.

UMUCU currently has a shortage of Personal Case Workers – volunteers, who after undergoing some basic training, support UMUCU members facing problems at work. 

Typical situations where a member might need support are: 

• Defending themselves against an allegation of misconduct 

• Submitting a complaint about bullying 

• Requesting that ‘reasonable adjustments’ are put in place 

• Dealing with work related stress 

• Defending themselves against an allegation of poor performance 

You don’t need to be an expert on everything in order to become a Personal Case Worker. You can start by focussing on a single type of problem, only moving onto other areas once you feel ready. There is always support and advice available from existing, experienced case workers. Most members are so glad to have someone helping them through a difficult situation that they don’t mind if you can’t answer every question immediately and sometimes need to seek advice from a case worker colleague. 

Please email ucu@manchester.ac.uk if you’re interested in finding out more. 

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Stand Up, Speak Out: Branch Actions to Defend Trans and Non-Binary Rights After the UK Supreme Court Ruling

Following our recent statement, [list.mercury.ucu.org.uk] We are pleased to provide some provisional guidance for branches on responding to the UK supreme court’s ruling [list.mercury.ucu.org.uk] in your workplaces.

We have 2 key messages: 

1. Universities and colleges should avoid making hasty or permanent policy changes that may impact on other protected characteristics under the Equality Act or the dignity and respect that must be afforded to trans and non-binary people.  

2. Everyone can play a part in reassuring trans and non-binary staff and students that your institution values their full inclusion and respects who they are. 

While the ruling maintains protections against discrimination for transgender individuals, it raises concerns about the broader impact on their rights and dignity. As a union, we will push back strongly against this together. 

UCU’s Commitment 

We stand firmly with our trans and non-binary members, reaffirming our dedication to equality, inclusion, and respect for all individuals. We are prepared to challenge any legal interpretations or implementations that infringe upon the rights of our trans and non-binary colleagues. 

Calls to Action for Union Branches 

• Prepare to contribute to the full consultation: We expect the consultation to open in May. We will be in touch when we get more details with advice on a response.  
• Check in with Trans and Non-Binary Colleagues: Reach out to offer support, listen to concerns, and ensure that our workplaces remain inclusive and affirming environments. 
• Demonstrate Visible Support: Display symbols of solidarity, such as inclusive flags or badges, and participate in events that promote trans and non-binary inclusion. 
• Educate and Advocate: Organise workshops and discussions to educate members about the implications of the ruling and to advocate for policies that uphold the rights of all individuals, regardless of gender identity. 
• Promote Donations to the Good Law Project [list.mercury.ucu.org.uk]: Encourage members to support the Good Law Project’s efforts to protect trans rights by making donations. Their work is crucial in challenging legal decisions that may negatively impact the trans and non-binary community.  

As we navigate the implications of this ruling, UCU remains committed to creating spaces where every member feels valued and protected. We will continue to monitor developments and provide guidance to ensure that our collective actions uphold the principles of equality and justice for all. 

For further information or to get involved in advocacy efforts, please contact eqadmin@ucu.org.uk  

The University of Manchester UCU strongly condemns the Labour government’s immigration white paper, published on 12th May. The white paper proposes, amongst other changes, to lengthen the pathway to settlement from five to ten years; to raise the salary threshold for skilled worker visas; to shorten the graduate work visa from 2-3 years to 18 months; and to introduce greater surveillance of international students.

Since 2009, successive Labour and Conservative governments have created an increasingly hostile environment for migrant staff and students. This has thrown lives and plans into upheaval whilst fanning the flames of racism and xenophobia. Amidst the increasing precarity of the HE sector at large, migrant students face cripplingly high visa and tuition fees, regular scrutiny of their attendance, restrictions on their ability to work, and separation from their dependents. Migrant staff face heightened scrutiny at work because their visa status is often tied to their employer. Beyond the university, migrants are profiled in a wide range of everyday activities, from opening a bank account to renting a flat. The hostile environment is particularly severe for racially minoritised migrants and those from the global South.

This government, like its predecessors, now proposes to make the UK an even less welcoming, more brutal place for migrant staff and students. In so doing, it has already spread fear and dismay amongst migrants who are uncertain how the new rules might affect their status.

We call for the national UCU to listen to and support migrant staff and students in its public statements and policy, for universities to oppose the hostile environment, and for the government to rescind the immigration white paper.

If you are concerned by the recent Supreme Court ruling about the definitions of women and men, and you would like to state your support for trans rights and inclusion in education and research, please sign this open letter:

https://docs.google.com/document/d/1UZmaZ4QCXU-b-NcBManyo9-AIZtQlxLDWpTP09goaiY/edit?usp=sharing

Note that this letter is for cisgender people to show that most of us do not feel threatened or uncomfortable with transgender people being in single-sex spaces and that the ruling was based on the views of a vocal minority. If you are a trans person I hope there are other avenues for you to have your views heard, and that you feel comfortable and supported in our workplace.

Also see Duncan Ivison’s recent statement on the matter for the University’s position and some suggested support resources.

www.tinyurl.com/MayDayNorthernRegionUniteatUCU