TOCs dispute: could we win more?

This is a discussion piece, representing the view of its author. We welcome further contributions.

RMT has written to all members working for Train Operating Companies involved in the national dispute over pay and conditions to inform them that the union has "received an email from the Department for Transport stating their intention to send a pay proposal for all grades (non-driver) for years 2023-4 and 2024-5 at the same level as that for drivers [...] This would mean that the proposals from the DfT would be as follows: Year 2023-4, 4.75%; Year 2024-5, 4.5%."

Like the drivers' deal, including the pay settlement for 2022-3, this equates roughly to a 15% pay rise over three years. And, like the drivers' deal, the DfT's offer won't come tied to demands for changes to terms and conditions.

After several years of a pay freeze, a 15% increase over three years is obviously an improvement. But remember that, throughout much of those three years, inflation was sky high. The increase does not restore our pay to the level it should have been at if it had kept pace with inflation.

A no-strings pay offer is obviously preferable to one with conditions. But the threat of cuts and detrimental changes to working practises hasn't gone away. As the union's email notes, "Where TOCs have tabled productivity proposals previously, these talks are expected to continue locally under the respective TOC collective bargaining arrangements."

In the absence of a strong push, either from the union's leadership or at rank-and-file level, for a renewed dispute, the government will not feel under any pressure to offer us anything better. It may well be the case that those of us who believe such a push is necessary and possible are currently a small minority. We understand the reasons why most workmates will vote to accept the deal. But we can use the period of discussion around the forthcoming e-referendum as an opportunity to build resolve towards a renewed dispute over 2025-6 pay. This deal, if accepted, will expire in eight months. We must use that time to build confidence, momentum, and ambition towards a proactive, positive campaign next year, demanding not only a further above-inflation pay increase, but positive changes to working conditions, such as a reduction in the working week and an end to outsourcing.

This offer, and the offers made to other workers, show that a Labour government is more susceptible to union pressure than the Tories. So let's ratchet up the pressure and aim to win more.