Prospect wins for two members on Sellafield back pay issue

Prospect has successfully challenged a decision by Sellafield not to give back pay owed to staff because they had left their employment with the company in the time between a Pay Offer being made, and the date when the Pay Award was formally agreed.

Historically, back pay from any agreement had still been paid to staff who had left in the interim.

Sellafield made its offer for the 2022/23 Pay Award in April 2022, and an agreement was not reached with the unions until August for Unite and GMB, and November 2022 for Prospect.

In those intervening months, 377 staff left Sellafield, whose pay fell under those negotiations.

Prospect took up the case of two members who had left the company and challenged the decision through the internal grievance procedure highlighting that they were not aware of the change in policy until after they had left, pointing out that they could have amended their leaving date had they been advised earlier.

Through the grievance process, Sellafield has now accepted Prospect’s position and confirmed that the increases will now be given to the two Prospect members who pursued this matter, and to other former staff members affected as well.

Prospect National Secretary Jez Stewart said:

“This has been a lengthy process which has been stressful for our two members and we thank them for their efforts. This is a huge success for Prospect and will have a lifelong impact for many of those affected. I’d also like to thank Prospect Full-Time Rep, Audrey Uppington, and Prospect’s Legal Officer, Marion Scovell, for progressing the case.

“Finally, I would like to thank Sellafield Ltd for the mature and constructive way they conducted the grievance process and maintaining their commitment to do the right thing. It is worth noting that a change in leadership saw a change in approach. This outcome, whilst not benefitting any current working members, shows the benefit of trade union membership”.

Sellafield Ltd’s Head of Employee Relations, Tony Brown, said: “Addressing this long-standing issue in the correct way has necessarily taken some time.  Employees were unknowingly disadvantaged, through a change they were not aware of when leaving Sellafield Limited, so correcting this is simply the right thing to do. I thank everyone for their patience whilst we have corrected this matter, and Prospect for raising the matter with the Company and working constructively to address the issue.”