NEWS.CATEGORY: Industrial

TPE: TSSA’s 2025 Pay Offer response

Hopefully members will have seen my previous update in relation to pay which can be accessed on the TSSA website by clicking here. That communication covered the offer that had been made for the TPE General Grades at the last Joint Negotiating Forum (JNF) meeting on 2nd of June.

Since then, we have received 3 more letters that give the same pay offer for all of the remaining groups of members that we have collective bargaining rights for namely:

Revenue Protection (RPO’s and RPA’s)

Operational Managers (Driver Managers, Operational Development Managers and Driver Operations Manager)

TRU Customer Delivery (Customer Delivery Managers and Senior Customer Delivery Managers)

Of course, we are also conscious that we have members in other areas of TPE that will also be impacted by the implications of this pay offer.

As the Pay offer is so restrictive given the mandate from the Dft and fails to address the various concerns our members have expressed that they wish to see addressed as part of our pay survey that we conducted I have written to the company to identify that we Fail to Agree with the offer and wish to attend an Avoidance of disputes meeting to seek to address these concerns. The letter was sent on the 10th of June, the same day the last of the pay offer letters was received.


The details of the letter sent to Rob Cox the Operations Director, and the various Management Chairpersons of the 3 Management Company Councils was as follows:

“Dear Rob,

                   TPE: 2025 Pay offer response

Thank you for your 2025 Pay Award letters dated 2nd June, 6th June (x2) and 10th of June.


Having discussed the offer with the TSSA representatives we are disappointed that the offer falls far short of our aspirations and ignores key elements of our pay claim.


Firstly, our starting point when looking at pay would be RPI (Retail Prices Index) but the basis of your pay offer using CPI (Consumer Prices Index) as a mechanism to make the base offer isn’t an acceptable starting point for us and our members. The TSSA pay claim pointed out the disparity of pay that has occurred since the pandemic. With pay freezes and below inflation pay rises that have been awarded in the interviewing years having an impact on our members’ pay meaning that they have essentially received pay cuts for several years which we hoped might be able to be rectified in this year’s pay round. That coupled with the fact the RPI in April increased to 4.5% put us at odds with an offer that is capped at 3.4% based on accepting productivity savings.

In addition to headline pay, the TSSA pay claim had aspirations that haven’t been responded to by your offer letter, namely:


  • A claim for no compulsory redundancies
  • A claim for a minimum payment of £3850
  • A claim to reanalyse basic pay based on similar roles within the industry.
  • Pay differentials created and maintained.
  • On call payment for those who carry out the duties
  • A reduction in the working week to a maximum of 35 hours in a 5-day week
  • Increase the basic annual leave entitlement to thirty days (in addition to bank and public holidays)
  • Improvements to travel facilities.


Whilst you have outlined that you are open to meeting it appears that the parameters you are entering into talks are too narrow and restrictive to meet our demands so unless you are able to go back to the Dft and amend the confines of your mandate it is hard to see how we can get to a point of agreement. Therefore, TSSA is formally lodging a Fail to agree and request to meet at an Avoidance of Disputes meeting in order to seek to resolve our dispute.

For the avoidance of doubt this letter covers all TSSA members working in TPE regardless of whether they currently have collective bargaining rights or not.

Yours sincerely

Alan Valentine

Organiser”


Let’s remember that elements of the Public sector that don’t have the ability to bring revenue into the treasury have been offered pay rises far higher than even the 3.4% potentially on the table but we have members with real issues who want to see those addressed in this pay round. It was clear that the companies’ hands are tied by the mandate that they currently have so the only way we believe we can push them to improve upon that mandate is to make it clear from the outset that it isn’t a decent enough pay rise!


We would expect a meeting to be arranged within 14 days of the letter and will keep members updated on any progress of any meeting(s) held.

Next steps

We have to prepare for every eventuality so please log into My TSSA by clicking here and ensure that you r membership information is correct and up to date including your home address and contact information also with employer, job titled and workplace location. For those groups where we have recently won Collective Bargaining I would ask that you don’t update your department field as this has been organised in a way to be able to easily communicate with specific groups of members.

Please also speak to colleagues who might not currently be TSSA members and encourage them to join online to help our collective strength, whether they are currently covered by collective bargaining or not. They can join online at www.tssa.org.uk/join