FAQ on Unite dispute, March 2026

What is the current UCU Unite dispute about? 

UCU Unite alleges victimisation of a member of UCU staff for trade union activities.

The position of UCU, which we can evidence and have made very clear to both the UCU Unite branch and the individual concerned, is that this accusation is categorically untrue.

It is not appropriate to discuss the detail of individual cases in a public arena, and we won't reveal personal details about this case here. But, given the level of information that has been made public by the staff member concerned and UCU Unite, we can confirm that a member of staff is currently subject to an investigation under UCU's employment policies--policies that are agreed between management and trade unions.

Previously, Unite said publicly that a UCU Unite committee member was asked to engage with the organisation's performance improvement process. Unite claims this is victimisation on the basis that the process is in response to the individual's trade union activities. This is not the case.

When required, it is entirely appropriate for line managers to engage staff in conversations about their progress and performance and set goals for their work. This is part and parcel of expected working standards for everyone working for our union.

For management to do this is not victimisation--it is an expectation accepted by all members of staff and special exceptions are not made because someone is a union rep.

We think it is misleading for Unite to present a case of performance management as victimisation and it will be distressing for UCU members--especially those who have been subjected to victimisation in their workplace--to have this reported as such.

To ensure the highest possible level of integrity and openness, we have referred the case in dispute to an independent expert, who is a barrister and will be making recommendations on the way forward.

In pursuit of its aims, UCU Unite has requested we treat union representatives differently to other staff by asking us to not to adhere to our own procedures in the case of this individual.

We cannot do this. As an employer, we have a duty to implement agreed policies and procedures consistently and effectively, and those policies must be applied to all staff without exception. We cannot and will not implement a two-tier approach to staffing that treats union reps differently from everyone else.

This is not the first time UCU Unite has requested we disapply staff policies to Unite members, declaring a dispute when we have refused to do so.

What do you believe is needed to bring about an end to the dispute? 

Since 2023, via Acas, we have spent hundreds of hours trying to seek a resolution with the UCU Unite branch. Whenever a negotiated resolution  appeared to be within reach, the UCU Unite committee have frustrated this by introducing new demands, undermining the process, and blocking any potential successful outcome.

We have concluded that a resolution is not UCU Unite's primary concern, because its dispute is political, not industrial.

This is an understanding shared by the two Unite full-time officials working with the UCU Unite branch, who confirmed to us during meetings we had with them in February 2026 that they understood the dispute to be political and not industrial.

It is difficult to find a constructive way forward when the other party is not invested in one. This is the circumstance we find ourselves in, a branch committee that wants perpetual disagreement to politically disrupt UCU and its leadership.

It is concerning to us that Unite the Union continues to support and finance a political dispute that is being used to attack a sister union and its democratically elected leadership.

Most recently it has been reported to us that UCU Unite has hosted briefings with UCU branches where it has encouraged UCU workplace  representatives to take motions of no confidence about the general secretary and the senior management team to UCU Congress.

UCU Unite has posted defamatory content about members of the senior management team, in clear violation of their dignity at work. UCU staff who are members of the GMB have complained about harassment, as a result of Unite lobbying while they are at work.

We have made substantial complaints to the TUC about this and have attempted to resolve this directly with the Unite general secretary, who has refused to engage in a dialogue with us about it.

UCU is not alone is having a staff dispute. Over the last 12-18 months, the following unions have also had internal staff disputes: NEU, the BMA, TSSA, and Unite itself. As far as we are aware, however, none of their general secretaries or senior management teams have been personally attacked, faced a stream of false accusations, or briefings from staff union reps for motions of no confidence against them, as has happened in UCU.

How many UCU staff have taken recent strike action? 

UCU currently employs 216 staff. In the previous round of strike action, 40 members of staff informed us that they had taken part in the action.

In the ballot for the most recent round of proposed strike action, 66 members of staff voted Yes.

These numbers speak for themselves, and demonstrate many other staff recognise Unite's dispute as political and are refusing to participate.

UCU Unite has been in dispute for a long time. Has any progress been made? 

Issues that were previously under dispute when UCU Unite balloted its members in May 2024, December 2024, and August 2025 are not included in the current ballot mandate. Progress has been made on many issues.

Can UCU say more about the recognition of a second staff union in UCU? 

For some time, UCU had one recognised staff union, which was Unite. More recently however, frustrated with the actions of UCU Unite, increasing numbers of UCU staff have left Unite, and joined the GMB. As an employer, we are fully committed to all staff having representation through recognised staff union structures. A trade union could take no other position. This is why we recognised the GMB.

Currently Unite represents approximately 55% of UCU staff. The GMB represents most of the other 45%.

Can you say more about the pay, terms and conditions of UCU?

Recent pay increases in UCU have been: 

• 2021-2022: 3.3%
• 2022-2023: 7.8%, plus cash payments of £3,000 to £9,500 (for lowest paid)
• 2023-2024: 8.5%, plus cash payments of £0 to £3,600 (for lowest paid)
• 2024-2025: 3.6%, plus cash payments of 3.16% of salary
• 2025-2026: 3.5%, plus cash payments of 3.15% of salary.

In addition to salary, the following benefits are available to UCU staff: 

• 51 days paid leave, comprising 35 days annual leave, 8 additional UCU days, and 8 bank holidays
• UCU childcare scheme, which includes UCU paying up to 50% of childcare costs for all staff
• USS pension scheme
• Interest free season ticket loans.

Further details can be found in this PDF.