TSSA TfL Action short of a strike

Do not participate in the P&D process including MyJourney

In response to Pay for Performance, which was imposed by TfL in March 2015, TSSA members voted overwhelmingly in support of taking action short of a strike. PfP remains in place and has meant pay freezes and below inflation pay increases for pay bands 1-3 staff for over six years. As a result, the value of TfL staffs’ salaries has fallen behind their colleagues in peers in London Underground by as much as 10-15%. The suppression of pay in TfL impacts staff not only now, but in the future, as it also suppresses and limits the value of your pension which is directly linked to salary.

TfL demonstrated further a lack of respect and consideration for its pay band 1-3 staff by announcing deferred payment of performance awards for senior managers in 2023-24 without making any equivalent commitments for staff in pay bands 2-3 and making no mentions of pay band 1 staff. TfL staff also face an attack on our pensions, driven by Government and their insistence on the current independent review.

TSSA represents staff in pay bands 1-3 and pay bands 4-5. We believe that all TfL staff should receive recognition and reward for their hard work and that there should be a fair and transparent pay and reward system in place.

All TSSA members in TfL pay bands 1-3 should continue to take action short of a strike as follows: 

  • Members are instructed not to work beyond their contractual hours. This includes all non-contractual overtime, refusing out of hours phone calls, taking full meal breaks and VDU breaks.
  • Members are instructed not to participate in their personal Performance and Development Review process

However, if you have line management responsibilities then you should conduct end of year reviews for those staff not participating in the action short of strike.

In addition, the following action short of a strike is ongoing and members in pay bands 1-3 are also instructed to continue with the following: 

  • Not to volunteer for Travel Ambassador duties or any other duties outside their Job Description
  • Not to buddy or mentor agency staff with Customer Experience roles

Advice and Guidance

Read our Frequently Asked Questions regarding this action short of strike at the bottom of this page.

Find out more about the Action Short of Strike process.

Longer term strategy

Action short of strike forms a vital part of a wider strategy to achieve a fair and transparent pay system in TfL, which includes:

  • Supporting the ‘Save London’s Public Transport’ campaign alongside our sister trade unions in TfL and the International Transport Workers Federation. 
  • Challenging TfL legally, by undertaking individual and/or collective equal pay claims. Please let us know if you believe that you are being paid less than colleagues doing the same or similar roles.  
  • Building links with our political and community allies to put pressure on TfL to reward all of their employees fairly. We have strong links with the Mayor of London and members of his administration at City Hall, Members of Parliament, London Assembly Members, who regularly question the Mayor about TfL, and a range of community transport groups.  

Earlier this year TSSA took part in a joint TfL/union review of Pay for Performance, seeking significant changes to its operation. We understand that proposals to revise PfP are being discussed by TfL Executive Committee and we expect an update and further talks in the new year.

To be effective, all members should participate in this action short of strike. If you have any questions about this or other matters, please contact your local TSSA rep or email Mel Taylor, TSSA Organiser, at:

Remember to:


FAQ Regarding ongoing action short of a strike

FAQ Regarding on going TfL action short of a strike



Non-participation in PD process - FAQs updated - 06.12.21


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