FBU leadership recommends acceptance of revised pay offer
- Fire Brigades Union leadership unanimously recommends that members accept revised pay offer
- Dates for ballot on offer set, with result expected in early March
- Union leadership says it “will not sugar-coat” offer, which is below inflation in first year
The Executive Council of the Fire Brigades Union has today unanimously recommended that members accept a revised pay offer.
On Wednesday evening, fire service employers agreed to a 7% pay rise backdated to July 2022 and a further 5% pay rise from July 2023. This is a significant shift. In June last year, firefighters were offered just 2%. In November, they overwhelmingly rejected 5% in a consultative ballot.
It was only when firefighters voted in huge numbers for industrial action that employers finally moved. 88% of FBU members voted Yes to strike action on a 73% turnout, with 94% voting Yes in Northern Ireland.
The FBU had already agreed not to name strike dates while members are consulted on the offer and has set out a timetable to consult members. A hybrid online and postal ballot will open on Monday 20 February and close on Monday 6 March at 2pm.
In an email to FBU members this afternoon, FBU General Secretary Matt Wrack wrote:
“We should all be proud of the campaign we have run to get this far. We have now moved our employers from 2% in June last year, to 5% in November, and now to 7% plus 5%.
“This achievement was only possible because of our overwhelming mandate for strike action. It is clear evidence of the value of collective bargaining and negotiation as opposed to so-called “independent” pay review bodies.”
However, he stressed that the union leadership would not “sugar-coat” the offer:
“Given the current rate of inflation, 7% is another real terms pay cut for the current pay round (which runs from July 2022 to July 2023). For the following year (July 2023 to July 2024), when inflation is forecast to be lower, 5% may amount to a slight increase in real terms pay.
“The Executive Council has weighed up the positives and negatives and decided that, on balance, we recommend that members vote to accept this offer. It was honest and sober in its assessment, but it was also unanimous.
“This is your union, and it is now for you to decide whether this offer represents a good enough improvement for us to resolve this dispute.”
ENDS
NOTES
- For more information or bids, please email [email protected] or ring 07561896809 or 07964791663
- The full text of Matt Wrack’s email to members is as follows:
On Wednesday evening, we were issued with a revised pay offer by Fire and Rescue Service employers. It is for 7% on NJC-negotiated pay rates and CPD backdated to July 2022, and a further 5% from July 2023.
This offer will be put to a ballot of all members. The ballot will open on Monday 20th February and close at 2pm on Monday 6th March. It will be run online and by post.
The Executive Council of the FBU has today unanimously agreed to recommend that members vote to accept this offer, and I am writing to you to outline why.
We should all be proud of the campaign we have run to get this far. We have now moved our employers from 2% in June last year, to 5% in November, and now to 7% plus 5%.
This achievement was only possible because of our overwhelming mandate for strike action. It is clear evidence of the value of collective bargaining and negotiation as opposed to so-called “independent” pay review bodies.
I can also confirm that there are no ‘strings’ attached to this offer. It places no conditions on our working conditions or role remit, and for the first time our employers have formally recognised the importance of key FBU demands around Retained members, Control members, pay progression and CPD.
However, we will not sugar-coat this offer, or the realities of firefighter pay. Since 2010, firefighters have lost more than 12% of the value of their pay.
Given the current rate of inflation, 7% is another real terms pay cut for the current pay round (which runs from July 2022 to July 2023). For the following year (July 2023 to July 2024), when inflation is forecast to be lower, 5% may amount to a slight increase in real terms pay.
This is your union, and it is now for you to decide whether this offer represents a good enough improvement for us to resolve this dispute. The FBU’s mandate for strike action is still live.
The Executive Council has weighed up the positives and negatives and decided that, on balance, we recommend that members vote to accept this offer. It was honest and sober in its assessment, but it was also unanimous.
We should be clear that this offer, and our Executive’s assessment of it, is the result of specific circumstances and negotiations within the Fire and Rescue Service and must not be seen as setting a maximum for public sector pay offers. The FBU stands in solidarity with all workers struggling for decent pay.
Finally, I would like thank every single member of the FBU for the role you have played in this pay campaign so far. From rejecting the initial 2% offer in June 2022 to delivering an 88% mandate for strike action last month (94% in Northern Ireland), our campaign has maintained unity and demonstrated the collective power of FBU members at every stage.
Now, we move forward together. Whatever is decided, we will continue our campaign to improve pay and funding in the Fire and Rescue Service.
Unity is strength.
In Solidarity,
Matt
