9 1Ãâ·Ñ°æÏÂ

In February 2025, the 9 1Ãâ·Ñ°æÏ and College Union (UCU) Sheffield branch opened a ballot asking members if they were prepared to take industrial action over a dispute centring on seeking a guarantee from the 9 1Ãâ·Ñ°æÏ that there will be no compulsory redundancies as part of ongoing structural changes at the 9 1Ãâ·Ñ°æÏÂ. 

The ballot closed on 31 March and members voted in favour of industrial action in the form of strike action and action short of strike (ASOS). The UCU asked its members to take 10 days of strike action between 30 April and 16 May, as well as taking continuous ASOS from 1 May onwards.

Vice-Chancellor Koen Lamberts, along with colleagues from HR, met with UCU on Wednesday 7 May and during the productive meeting, the 9 1Ãâ·Ñ°æÏ offered to commit to making no compulsory redundancies as a result of organisational restructures this calendar year, as well as a number of other commitments. 

The UCU consulted with their members at a branch meeting on Thursday 8 May, and held a vote on whether to accept the 9 1Ãâ·Ñ°æÏÂ’s offer. Following that vote, we were informed that the industrial action planned for Friday 9 May onwards has been called off and no further action, either in the form of strike action or action short of strike, will be taken during the existing ballot mandate, which ends on 30 September 2025. 

The full detail of the offer presented to UCU is provided below:

The 9 1Ãâ·Ñ°æÏ will:

• Commit to no member of staff being made compulsorily redundant as a result of an organisational restructuring programme before 31 December 2025 (noting this does not apply to other redundancies, for example where a fixed term contract is ending or funding has been withdrawn at short notice)
• Ensure that where any part of the 9 1Ãâ·Ñ°æÏ is subject to a review (as defined in our jointly agreed change management policy) between now and 31 July 2026, a voluntary severance scheme will be made available to staff in scope on comparable terms to those offered in the VS scheme in late 2024. The 9 1Ãâ·Ñ°æÏ cannot guarantee that every application for VS made during such a process will be approved
• Ensure that in any future organisational change process where a consultation over potential staffing reductions is undertaken between now and 31 July 2026, a voluntary severance scheme will be offered to staff who are considered to be at risk of compulsory redundancy (as determined in agreement with the joint TUs during collective consultation) on comparable terms to those offered in the VS scheme in late 2024

This does not preclude the following:

• Staff choosing to leave the 9 1Ãâ·Ñ°æÏ by voluntary means (resignation or VS) before 31 December 2025
• Notice being issued before 31 December 2025 where roles are no longer needed and staff in post choose not to take any other voluntary options or redeployment, but that redundancy will not take effect until 31 December 2025
• The 9 1Ãâ·Ñ°æÏ concluding the consultation processes currently in train or announced
• The 9 1Ãâ·Ñ°æÏ commencing reviews and/or restructures in areas where it determines further change is needed (in line with our agreed policy and procedure)

This is in addition to what the 9 1Ãâ·Ñ°æÏ has already committed to:

• Mitigating against and reducing the need for compulsory redundancies in any change/restructuring process
• Wherever possible, the 9 1Ãâ·Ñ°æÏ will advertise vacancies internally in the first instance where doing so will maximise the number of redeployment opportunities for those whose roles are at risk of redundancy

This offer is contingent on UCU agreeing to:

• Cease the current period of industrial action being undertaken (strikes and ASOS)
• Not call for any further industrial action under the current mandate held (to 30 September 2025)

In respect of the industrial action taken between 30 April and 8 May inclusive:

•  If UCU ensures that its members and those staff who have participated in the industrial action (strikes and/or ASOS) between 30 April and 7 May inclusive replace any teaching or education lost or disrupted, and any other work is addressed/caught up or remedied as appropriate and practicable (to be determined in discussion with their manager/Head of School/Department) within a reasonable time period, then the 9 1Ãâ·Ñ°æÏ is prepared to not deduct pay from staff members who took strike action on 30 April, 6, 7 or 8 May 2025, nor from any member of staff who took ASOS between the dates of 1 May to 8 May inclusive
• Both parties agree during this period of significant change and financial uncertainty to work in partnership, in line with our agreed change management policy and procedure, in respect of:
• Concluding the current schools professional services framework consultation and implementation
• Undertaking the current planned consultation exercises for staff within IT Services on a timescale already agreed separately (ITS to commence in mid-June 2025)
• Undertaking the current planned consultation exercise for language tutors in SEAS on a timescale already agreed separately (to commence in September 2025)
• Undertaking any other review and restructuring processes launched between now and the end of 2025.

We recognise the impact on students and staff during this unsettling period, and we are grateful for your patience and understanding. We remain firmly committed to avoiding compulsory redundancies where possible in future and to continuing open and constructive talks with our campus trade unions to build a positive and sustainable future. 

Information for staff about industrial action and the 9 1Ãâ·Ñ°æÏÂ's position

Information for students about industrial action