UMUCU strongly condemns the Labour government’s immigration white paper

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.

Open letter supporting Trans Rights – being circulated by UoM colleagues

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.

Message from a UMUCU member to Duncan Ivison following his response to the recent Supreme Court ruling

“President/Vice-Chancellor Ivison,

Your message sent on 25 April Our resolute commitment to equality and inclusion – A message following the Supreme Court ruling last week (16 April) is fundamentally inadequate, as it entirely fails to address the very immediate practical concerns of trans staff and students on campus.  The ruling has legal implications for sex-segregated toilet facilities, with guidance circulating that would prohibit trans people from using either men’s or women’s facilities.  I understand that there is a great deal of uncertainty surrounding the implementation of policy following the ruling, and that sorting through the guidance and determining the University’s response takes time.  However, as a trans member of staff, I cannot wait for “the coming weeks” — I will need to use the toilet whilst at work much sooner than that.

If I use a sex-segregated toilet on campus tomorrow, what actions (if any) could or would be taken against me by the University?  What enforcement mechanisms are currently in place?  Again, I understand the current state of uncertainty around the legal issues here, but in the interim I do need to know what precisely I am risking in popping to the nearest loo between meetings, so that I can weigh that risk accordingly.  This isn’t a question of “feeling anxious or concerned”, it’s information that I need to make decisions about my schedule and time mangement in fulfilling my contractual obligations at work.  I am aware that there are some toilet facilities on campus that are not sex-segregated, and therefore unambiguous in legal status — where can I find a list of the locations of these facilities?  (As these are facilities that already exist, requiring no change in policy, the message sent should have included this information among the resources listed.  The fact that the only guidance offered to trans colleagues was surrounding emotional/mental health shows a clear disregard for the actual, practical realities of inclusion, beyond vague commitment to an abstract ideal.)”

UCU statement following Supreme Court ruling on the legal definition of a woman

A message from Unite members employed by UCU

Dear UCU member

As we begin taking a full week of strike action from today, we wanted to put the record straight on what our employer has been reporting to you and your members about our dispute.

Every trade union member knows that when their branch goes into dispute and starts to take industrial action, the employer’s propaganda machine starts churning out disinformation to damage and undermine action. It is important that you are aware of the facts behind the employer’s rhetoric so we have published a ‘UCU SMT Myth Busting [uniteucu.wordpress.com]’ page on our website.

But beyond this, what you may not know is that UCU management is proactively exacerbating the dispute and undermining the possibility of finding a resolution through a series of union-busting actions that wouldn’t be unknown among the most hawkish of your employers: 

  • they’re employing non-unionised fixed-term/agency staff to cover striking workers, and are outsourcing other work
  • they’re openly crossing picket lines themselves, covering the work of striking staff, and are suggesting core teams are functioning normally
  • they’re circulating misleading propaganda, which accuses our negotiators of acting in bad faith
  • they’re threatening Unite members with disciplinary action if they mention strike action in out-of-office email messages so as to reduce wider awareness of our action
  • they’re targeting a number of branch committee members and leading activists through repeated abuse of agreed policies and procedures
  • they have breached our recognition agreement through recognising another union for managers.

It is beyond sad that we are in this situation. Our density is over 65%, which represents many dedicated and long-serving members with an enormous wealth of experience working for UCU branches and members. They are simply no longer able to properly do their jobs and are leaving UCU employment at an alarming rate.

Some of our matters in dispute could be close to resolution – or at least could be making enough meaningful progress that Unite action would be unnecessary – which makes management’s refusal to talk to us all the more incomprehensible. 

But the major sticking points, about which they are silent, are the safety and work-related stress crisis [uniteucu.wordpress.com], and now, their attacks on Unite branch officers [uniteucu.wordpress.com] which are further undermining our broken industrial relations.

In the coming days and weeks we will be reaching out again and providing opportunities for you to speak with us, ask questions and demonstrate the support so many of you have openly offered. 

We want to build this union into one that can best deliver for UCU members, one that is safe for its staff and one that allows us to support you in the best and most effective ways we know how. One in which both the union and its staff can thrive.

Thank you for reading

Unite UCU (LE127)

UNITE, the recognised union for UCU employees, will be holding a lunch time picket 12-1pm on Tuesday 15th April 2025

UCU Unite will be holding a lunch time picket 12-1pm on Tuesday 15th April, next to the Emmeline Pankhurst statue at St Peter’s Square, Manchester.

We’re asking all members, UCU reps and UCU members to come along and show solidarity.

If you have kids off school, bring them along and make a day of it.

We’ll be just across from Central Library, where you can visit the reading room. Manchester Art Gallery is a short walk away and the Manchester Museum is just up the road.

Why are UCU employees going on strike?

International Workers Memorial Day 28th April 2025

The observance of IWMD allows millions of people around the world to reflect on those who have lost their lives at work or because of the work they do. It is also an opportunity to keep worker safety on the agenda with a particular focus on prevention, campaigning and education. Activities include vigils, readings, music, stalls and processions. The event started in North America in 1986 and has been supported by Greater Manchester Hazards Centre (GMHC) every year.

Where is it held?

As in previous years, GMHC along with partners and affiliates will coordinate the IWMD event in Manchester. There will also be activities and events at the Working Class Movement Library (Salford) and the Peoples History Museum (Manchester).

Date: 28th April 2025

Time: 11.45am – 1.30pm

Location: Lincoln Square, Manchester M2 5HX

Know Your Rights II; Wed 02 Apr 12:30 (online)

We are pleased to announce that the Know your rights! session #2 ‘Broken relationships: ACAS and the Employment Tribunal process’ on Wednesday 02 April from 12:30-13:30! This topic was the most popular choice of the participants in the first session. Organised by UoM’s UCU, it is open to any staff at UoM, be they in a union or not, whether they are academics, professional support staff, researchers, administrative staff, etc. Join us, share widely, invite your colleagues to join or even set up a get-together lunch and attend as a group! See attached flyer and feel free to print it out and put it somewhere that you colleagues can see.

Register here to get the link for the session: https://tinyurl.com/KnowUrRights2 [tinyurl.com]

In this second session, Sarah Murphy from Greater Manchester Law Centre, will give us an overview of what your options are, once we have exhausted all internal methods of complaint at work. She will provide guidance on how to approach Early Conciliation with ACAS [acas.org.uk]-the Advisory, Conciliation and Arbitration Service- and then on taking a claim to the Employment Tribunal [gov.uk]. She will set out what practical considerations we need to bear in mind and give tips on how to maximise your chances of success. While the Union may be able to support you through these processes, it is always useful to know what to expect and how to best prepare ourselves.