This is an important update on the current proposals about the reduction in the working week from 37 hours to 35 hours. 

In April 2024, a proposal was first presented to the workforce for exploring the 35-hour working week, which was introduced as a result of a budget saving that was agreed at the 2024 Council budget meeting. This initial blog was accompanied by a survey that ran from April – May 2024 to gather employee feedback. Over 2200 employees completed the survey, either digitally or via paper form. The last update in September 2024 presented the key themes from the feedback, provided answers to common questions and concerns through an FAQ page, and explained that the next steps would be developed through ‘collective bargaining’ with Aberdeen City Council’s recognised Trade Unions. Proposals discussed with trade unions took account of the feedback received in that initial survey, as well as feedback already received from Trade Union colleagues.

Since this time, we’ve been working closely with Aberdeen City Council’s recognised Trade Union colleagues to discuss and seek feedback on the proposals, with a view to reaching a point of agreement. There have been a range of topics covered in these meetings, with clarifications sought and offered, changes made to proposals as a result of feedback, and actions undertaken as a result of queries and suggestions from Trade Union colleagues.

Following the discussions with Aberdeen City Council’s recognised Trade Unions, our position is now that:

• New starts have begun to be recruited on a core contract of a maximum of 35 hours per working week.
• Part time employees are not affected by the proposal.
• Term time employees are defined as part time for the purposes of this proposal.
• Teaching Staff (those on SNCT terms and conditions) are not affected by the proposal.
• Employees on Craft terms and conditions are included in the proposal.
• Clarification that Chief Officials have always been considered as part of these proposals.
• Annual leave entitlement is confirmed not to be detrimentally impacted by these proposals.
• Pay preservation offer – rather than a mid-year 2024/25 implementation that reduced the benefit of the pay award, any pay preservation would be offered at the annual salary level as at 31^st March 2025 (ensuring the 2024/25 pay award is fully preserved for all staff).
• Pay preservation offer – Pay will be preserved until any 35 hour annual salary is equal to or greater than the 37 hour preserved annual salary as at 31^st March 2025.
• Pension protection – pension protection would be offered if the working week were to be amended for staff.

Constructive conversations, feedback and the suggestions from Trade Unions have led to enhanced changes to the proposals. However, as we have been unable to reach an agreed position with Trade Unions to implement a 35-hour standard working week, we therefore consider that Collective Bargaining is now exhausted.

In order to gain both collective (via trade unions) and individual feedback on the amended proposals we will be moving to a period of Formal Consultation. As the proposals involve a potential change to terms and conditions, we have written to the Trade Unions under section 188 of the Trade Unions and Labour Relations (Consolidation) Act 1992 in accordance with our legislative requirements.

Formal consultation is a structured process that involves several key activities and steps to ensure meaningful engagement with trade unions and employees potentially impacted by the proposals. The process is designed to gather feedback, respond to queries, and make any amendments to proposals based on this feedback and input as appropriate.

We will be back in touch shortly to confirm the next steps of the formal consultation process, and you will receive a letter by post or email confirming next steps and that the formal consultation process has begun and how you can effectively engage with the process.

Along with the invaluable input from Trade Unions, your feedback and involvement to date has helped shaped the proposals so far. I encourage you to keep sharing your thoughts, asking questions, reading FAQs and talking to your line manager as we move into the formal consultation phase.