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Introduction
This pay claim is submitted by UNISON on behalf of staff working for PCH. The claim is set at a
level that we believe recognises the following key points:
• Substantial increases in the cost of living over recent years have significantly reduced the
value of staff wages. This is likely to become a critical issue for staff working for PCH in the
coming months with inflation as measured by the Retail Prices Index (RPI) already running
at 7.5% (19 December 2021), an increase in National Insurance from April 2022 of 1.25%
and a reported energy price cap increase of as much as 51%, also from April 2022.
• Appropriate reward is needed to sustain the morale and productivity of staff in their crucial
role of delivering high quality services.
• Appropriate reward is needed for the increased workload and stress placed on staff against
a background of unprecedented changes in working practices.
• Average pay settlements across the economy have been running ahead of those received
by PCH staff over recent years, increasing the likelihood of recruitment and retention
problems in the long term.
• Nobody should be paid less than the nationally recognised Living Wage rate, which has
become a benchmark for the minimum level of decent pay across the UK and is now paid
by large sections of the public services and many major private companies.
We are seeking:
• An 8% increase on all salary points and allowances which would enable PCH to respond
effectively to the rapidly worsening recruitment and retention crisis by showing existing staff
that loyalty is rewarded and raises pay levels to be sufficient to attract talented new staff to
fill vacancies. The claim reflects a reasonable expectation of the level RPI inflation may
reach by April 2022 and responds to the rapid rise in wages in recent months in sectors
competing with PCH for labour, including construction.
• Accreditation as a living wage foundation employer, ensuring that all PCH employees and
all employees of contractors providing services to PCH receive the minimum required for a
decent life. PCH is a powerful economic actor in the areas in which it operates and can do
more to ensure general economic improvement through using its power as a buyer of
labour and services for good.
• Homeworking subsistence payments of £6 per week for all workers required to bear the
costs of running an office in their own homes, because of economies made by PCH in the
provision of workspace. Leading housing associations are recognising the need for such
payments.
Staff Morale
Working against a background of tight budgets, significant increases in the cost of living and the
unprecedented demands of the Covid-19 pandemic, staff have been facing greater workload
pressures. The resulting increased stress puts the morale of the workforce at risk and poses a
long-term threat to PCH ability to provide a consistent quality of service.
Conclusion
There can be no doubt that all PCH staff have seen the value of their earnings fall considerably
over recent years and evidence suggests that they are also falling behind pay settlements for
comparable jobs and will continue to do so due to the rapidly rising cost of living. Combined with
these developments, the last year has seen intensified pressures placed on staff against the
unprecedented background of the Covid-19 pandemic. Staff have had to adapt to new ways of
working during the pandemic, placing significantly increased stresses on all staff. Many staff
have also faced the pressure of juggling their workload with extra demands in their private life,
particularly where they have been caring for children or elderly relatives. Nonetheless, the
dedication of staff over the pandemic has enabled PCH to maintain and adapt its services
throughout this unprecedented period. Therefore, this pay claim represents a very reasonable
estimate of the reward staff deserve for their dedication, skill and hard work and the minimum
improvement in pay needed to maintain workforce morale for delivering consistently high-quality
services.