FBU general secretary Matt Wrack reflects on what the union learned from the recent pay dispute
By now, most FBU members should have received their backdated 2022-23 pay increase of 7% and know they are due another 5% in July. Members overwhelmingly accepted the employer’s pay offer through the consultative ballot. The fact that four out of five of the entire membership positively voted for the deal is testament to collective will and the sound judgement of our union.
This is the right time to reflect on the lessons of the dispute – not least because we still have much to do. Although the new pay scales have been rolled out, there are tough negotiations ahead on pay for retained and control firefighters, pay progression and future demands from employers on our members.
There are opportunities to negotiate further pay rises through the national joint council (NJC), but the union is under no illusions about the hurdles we face. The union’s officials are already hard at work on these matters. But we have also taken a moment to evaluate the recent pay campaign and what we can learn for the next stage.
TIMELINE
It is worth remembering that the FBU moved the employers a long way during the dispute. The initial offer in June 2022 was for 2%. The employers made a revised offer of 5% in October. The London Fire Commissioner made his own 6% and 5% offer (but only to London members) in January. After a long day of intense negotiations at the NJC in February, the employers offered 7% and 5%, with other matters tabled for the first time. The pay offer included no strings.
The key to winning these improvements was the mobilisation of FBU members. After the initial 2% offer, the union held consultation meetings with members, who made it clear they could not accept it. Further meetings in the autumn, when the union prepared for our strike ballot, led to the improved offer. Members again made it clear through the first consultative ballot that this was not acceptable, rejecting it by 79% on a 78% turnout.
The strike ballot was absolutely critical in moving employers again in the new year. The result of 88% voting for strikes on a 73% turnout (and higher in Northern Ireland) gave a clear message: the union was united and ready to take action. Without the mobilisation of members, we would have won nothing. The principal lesson: it was FBU members who won everything we gained from the dispute.
LEADERSHIP
The FBU’s elected leaders are rightly challenged when we do not deliver. However, we should also acknowledge the irreplaceable role our elected representatives played at all levels. Our local reps in fire stations, control rooms and training centres listened to members’ concerns and kept them informed of developments. Brigade and regional officials organised countless meetings and briefings, so that the voices of members were heard and acted upon.
There are tough negotiations ahead on pay for retained and control firefighters, pay progression and future demands from employers
The executive council (EC) had the heavy responsibility of making the big strategic calls. I think it is fair to say they got those right. It was right to reject 2%, but right to consult on 5%. We were right to ballot for strike action and to reject the effort in London to divide members. In the context of increasing inflation, the EC was right not to set a rigid figure, but to put the pressure on employers to make a reasonable offer. Negotiators at the NJC gave everything to squeeze the maximum out of the employers
FBU officials learned from past disputes. The union did not over-promise and then under-deliver. We used solid research, figures and evidence to build our case. There was constant, two-way communication with members with every new development, with regular bulletins, meetings and videos. When the February offer came, the EC was right to consult members. We did not sell the deal, but rightly recommended it as the best available, even if we had organised protracted strikes.
STILL FIGHTING
Firefighters won the best UK-wide pay settlement so far in the public sector for 2022-23 and on current forecasts, one of the best in 2022-23. But the union cannot be complacent. We need to renew and refresh our workplace organisation, so we are ready for the next phase of campaigning.
The union will not bask or rest on its laurels. The Westminster government, through its White Paper, wants to take away our right to strike and impose chief fire officer diktat.
The FBU has to fight for the sustained investment in the fire and rescue service necessary for the communities we serve and to improve our members’ pay and conditions. Whoever is in government in the years ahead, only the FBU will secure our industry and give firefighters the professional voice with those in power. The fight goes on.
