NEWS.CATEGORY: Industrial

GWR: Control Grades Flex allowance – Avoidance of Disputes meeting and Indicative ballot

Over the past 18 months, TSSA Reps have been engaging with GWR Management regarding Flexibility Allowances within the TSD / Network Delivery/Performance Grades. [Please note this does not impact on TSDM’s, TRSC’s and ORA’s who don’t receive Flexibility allowance]

We did start with a much bigger shopping list of aspirations, and a wider group of members including Rosters and Resources. However, the company made it clear from the outset that they would require cost savings, in order to fund any changes and the cost of making Flexibility allowance pensionable alone required a sizeable cost saving. It has proved difficult to find all the money that the company advises that they need to save to fund it which is why we are writing to you now. Management also advised us that they wanted to resolve the Rosters and Resources team separately.

 It is important to say that the company required our reps to keep the negotiations confidential which has meant it has been difficult keeping members fully informed on those talks.

We understand that you want this allowance to be part of your Pensionable salary because of there being so many implications to you and your colleagues which include;

  • Reduction of your pay when on maternity or adoption leave (Only 50% of Basic Pay excluding allowances, 35% of some Control Members average pay after the first 6 weeks.)
  • Mortgage companies will not take into account allowances when apply for a mortgage on a house. (Results in less money you can borrow and at a worse interest rate)
  • losing out on the value of your pension when you retire. (Worse when you consider that colleagues who work night shifts which causes a potential double whammy given the potential adverse impacts of night working on your projected life expectancy, so you may receive much less for a shorter period of time. See TUC report supported by TSSA by clicking here.
  • Electric Vehicle (EV) Salary Sacrifice schemes again don’t take allowances into account.
  • The company saving money on pension contributions on yours and others allowances for decades!


All of this results in a taxable allowance that doesn’t benefit our members long term interests. Whilst members pension contributions might be lower because of the allowance not being pensionable, it is impacting on your deferred pay in retirement. Your Reps team have heard your concerns regarding putting off starting a family, buying a house or making the switch to an electric car and having more money in retirement. We want action from GWR Management to right this and make this allowance as part of your salary. (In line with other TOC’s and NR.)


TSSA Reps engaged with the company to come up with ideas on how we can resolve this issue. Reps have been told that this must be Cost Neutral / Cost saving before they are willing to present a business case to the DFT. Reps have some ideas such as AOM Enhancements, New Rosters, Savings to delay repay but have only got 50% of the way to being cost neutral. We have nothing else to offer up to the company in relation to terms and conditions which we believe are red lines (for example we are not prepared to bring back things like 8 unpaid x RDW’s in 13 weeks which was present in some contracts but TSSA was successful in nullifying as part of the 2021 Reorganisation consultation).


Meanwhile GWR Management throws money at Colleagues to make Company Publicity videos, Systems Thinking, New Screens on Wheels and new IT Systems that add work to your roles.

TSSA Reps have raised an Avoidance of Dispute in the July Management Divisional Council, to give GWR one last chance to find a solution with TSSA before members decide if industrial action is the way forward.

 The Company however are leaving it 2 months before meeting the Reps on 10th September 2026. We are concerned that we aren’t being dealt with fairly or considerately by the company and so we want to have a resounding response from members on what you are prepared to do and use the time that they have given us wisely.


We feel that if you give us a strong mandate to threaten Industrial action, we will leave the company in no doubt that they will have issues in the run up to transition to DFTO (and potentially beyond)!

Please vote Yes and Yes to our vote on industrial action. Members can vote using the link in the email sent to them direct by 12noon on Tuesday the 1st of September:

Clearly considering industrial action is no light decision but believe we have exhausted the other avenues and ultimately, we would rather avoid action if possible so if you give us a strong mandate, we will use this in the negotiations on 10th September to press home the case. Please also encourage your members who aren’t; members to join TSSA so that they have a say in this process by joining online at www.tssa.org.uk/join