Our comprehensive victory means the more generous 2010 CSCS terms have been reinstated and will apply to those who have left on redundancy since the new terms were imposed. Consequently, it potentially puts thousands of pounds more in the pockets of workers covered by the scheme. It protects the redundancy terms of civil servants, overturning legislation that made it quicker, easier and cheaper for the government to fire its staff.
Staff who have left or who are due to leave on 2016 terms
The 2016 scheme was laid in parliament on 8 November 2016. Most people who have left on redundancy since that date will have departed on those more detrimental terms. There will also be some people who are currently due to leave under the 2016 terms.
We are pressing employers to ensure they revert to the previous arrangements and contact anyone who has left, or is due to leave, on the more detrimental 2016 terms and ensure that they are awarded at least what they would have received under the previous scheme. For any current exit redundancy schemes on offer, our negotiators are pressing employers to make final offers based on the 2010 CSCS terms.
Another factor which can impact on redundancy packages is the government`s £95,000 cap on the overall amount. This cap not only affects higher earners, as the Tories claim, but also has an impact on long-serving, low-paid members who are eligible for immediate, unreduced pension. Cases of members who left since November 2016 on redundancy at age 50 or over, who were denied immediate pension, should have their redundancy terms revised, along with all other members affected, by using the 2010 scheme, but may still face the £95,000 cap. Refer cases to PCS negotiator Geoff Lewtas email@example.com if difficulties arise.
We continue to oppose job cuts, office closure and redundancies across the civil service but for any future exit schemes on offer, our negotiators will press employers to make final offers based on the 2010 CSCS terms.
Recruit a colleague to PCS
PCS is a fighting, campaigning union that defends the interests of its members. We have demonstrated in taking this case that we are the leading union in the civil service and its related bodies – smaller unions signed up to the detrimental 2016 terms – when it comes to defending the interests of the workforce from the hostile and unjustifiable attacks of the employer.
The best way to ensure that the employer does not come for the CSCS terms again is to continue to build a well-organised, strong and effective PCS presence in the civil service and its related bodies and you can play your part by recruiting a colleague to PCS. They can join on line at (pcs.org.uk/join ).
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