Loughborough UCU

Latest Loughborough UCU News

  • Reps Team Update – New Workload Rep in SDCA

    We are very pleased to welcome Jennifer Dranttel as our new Workload Rep for the School of Design & Creative Arts. This role focusses specifically on monitoring and addressing workload issues within departments, supporting colleagues, gathering evidence, and contributing to branch-wide efforts to promote fair and sustainable working practices.

    Jennifer Dranttel, LUCU Workload Rep for SDCA introduces herself below:

    “My name is Jennifer Dranttel and I am a University Teacher in Textile Design at Loughborough University where my role is teaching-focussed, alongside a personal research practice. My work sits at the intersection of textile design, BioDesign, climate justice, and sustainability, with a particular interest in material innovation and culturally situated design methodologies.
    I have been a member of UCU since I joined Loughborough in 2023, and this role is an opportunity to more actively contribute to the collective voice of staff within the university. I have volunteered to focus on workload because of my own experience of feeling not always empowered in conversations around role expectations, capacity, and responsibilities. I am particularly interested in advocating for greater transparency, fairness, and consistency in how workload is allocated and recognised, especially within teaching-intensive roles and practice-based disciplines.
    I am keen to work with colleagues to ensure that workload processes are not only equitable on paper, but meaningful in practice, and that staff feel confident and supported in raising concerns. I look forward to contributing to a stronger, more collective approach to improving working conditions across the university.”

    We are encouraging members across all Schools and Professional Services areas to consider becoming a Workload Rep. If you are interested in taking on this role or would like to find out more, please see here or contact our Branch Organiser, Callum Salfield, for an informal discussion.

    Department Reps

    Department Reps are at the heart of how our branch supports members. They play a vital role in helping to resolve local issues, build community, and ensure that members’ voices are heard across the University. Whether representing a department or focusing on specific issues like workload, Reps strengthen our collective ability to make Loughborough a fairer and more supportive workplace.

    We currently have vacancies for Department Reps in Chemistry (School of Science) & Loughborough Sport. In addition, Student Services and Estates and Facilities Management are being covered by a temporary Rep while we seek volunteers from within those areas to take on the roles permanently.

    Members in any of these areas who are interested in becoming a Department Rep, or would like to find out more about what’s involved, are encouraged to contact Callum Salfield for an informal chat.

  • Introduction of Guidelines for Managers Dealing with Restructures

    The sensitive handling of restructures, and constructive and timely engagement with unions on these, has been a significant issue on which the campus unions have repeatedly pressed management for several years.  In partnership with the University we have agreed guidelines that should be followed which include specifics about how and when to engage with the unions, as well as setting a positive tone for this engagement.  We are hopeful that this will improve the experience and outcomes for members, as well as the reps involved.

    Link to the guidance: https://internal.lboro.ac.uk/info/managing-organisational-change/ (you will need the VPN if off campus, and will need to log in to the web page)

  • LUCU Meet and Greet at the Staff Fair – 14 May

    Loughborough UCU will be at the University Staff Fair on Thursday 14 May, 10am–12pm, and we’d love you to come and say hello.

    We’ll be hosting a Loughborough UCU Meet and Greet at our stall in the James France Exhibition Area. This is a great opportunity for current members to drop by, catch up, and meet and chat informally with branch committee members and activists about the work UCU is doing locally and nationally.

    If you’re not yet a UCU member but are interested in finding out more, you’re very welcome too. Come along to ask questions, find out how UCU supports staff at Loughborough, and learn how to get involved if you wish.

    Whether you’re new to the university or have been here a while, please feel free to stop by, we look forward to meeting you.

  • Big Changes in UK Employment Law

    Big changes have begun in UK employment law, with a new wave in April 2026, marking the most significant shift in workplace rights in over a decade. 

    These changes are good news for employees all over the UK – though it is worth noting that in some cases existing university policies are already more generous. We are sharing these updates in partnership with Loughborough University and our sister campus unions UNISON and Unite the Union. Further changes are due to take place through the remainder of 2026 and 2027 and we will provide further updates as changes come in. 

    Here’s an overview of what has already changed: 

    1. Trade Union changes
      1. Minimum service level rules for strikes – now removed 
        Rules around ‘minimum service levels’ for strikes were removed on 18 December 2025. These rules were about minimising disruption when there’s a strike. 
      2. Increased dismissal protection for industrial action 
        From 18 February 2026, dismissal for taking part in industrial action became ‘automatically unfair’. This removed the 12-week limit for claiming unfair dismissal.  
      3. Trade union activity 
        From 18 February 2026: 
        The time needed to give notice of industrial action reduced to 10 days, instead of 14 days. 
        Picket supervisors are no longer required. 
        Industrial action mandates last for 12 months, instead of 6 months. 
        Industrial action and ballot notices were simplified. 
        Political fund rules changed. 
      4. Trade union ballots 
        From 18 February 2026: 
        The support threshold rule has been removed – this rule required at least 40% of the total eligible votes to support action. It applied to important public services. Public and private sector ballots now follow the same requirement – they only need more votes in favour of industrial action than against 
        The turnout threshold rules for industrial action ballots will remain until at least August 2026 – they require at least a 50% turnout for industrial action ballots  
    2. New Day One Rights for Key Types of Leave 
      From 6th April 2026, colleagues no longer need to have a minimum length of service to access: 
      Paternity leave – now a day one right 
      Unpaid Parental leave – also became a day one right 
      NB. Entitlement to Statutory Paternity Pay still requires 26 weeks’ service. 
    3. Bereaved Partner’s Leave 
      A new entitlement allows up to 52 weeks’ unpaid leave if the mother or primary adopter dies within the first year of the child’s life. 
    4. Statutory Sick Pay (SSP) changes
      From 6th April 2026:
      1. SSP is payable from day one – no more waiting days. 
      2. All colleagues qualify, as the Lower Earnings Limit was abolished. 
      3. SSP increased to £123.25 per week 
      4. This means every colleague, regardless of hours or earnings, gets day one sick pay support. 
    1. National Minimum & Statutory Pay Increases 
      From 1st April 2026: The National Living Wage (21+) rose to £12.71. 
      From 6th April 2026: Statutory family‑related pay increased to £194.32 per week (SMP, SAP etc.) 
      From 1st May 2026: Loughborough University are committed to paying the Voluntary Real Living Wage to support colleagues to meet the true cost of living.  The Real Living Wage increases to £13.45.  In addition, the University also pays a Loughborough Real Living wage supplement to address pay compression in the lower grades. 
    1. Bereavement Leave Becomes a Day‑One Right 
      All colleagues will gain a day‑one right to at least one week of unpaid bereavement leave, including for pregnancy loss before 24 weeks. 
    2. Redundancy Consultation  
      The maximum protective award for failing to collectively consult is doubling to 180 days’ pay: a significant increase that places greater emphasis on proper consultation (up from 90 days previously). 
    3. Establishment of the Fair Work Agency 
      A new enforcement body, the Fair Work Agency, launched on 7 April 2026.  The Fair Work Agency is a new UK employment rights enforcement body launched in early April, and its role is to strengthen compliance and provide a single, more effective regulator for workplace rights.
    4. Sexual Harassment and Whistleblowing 
      From April, any disclosure relating to sexual harassment automatically counts as a protected whistleblowing disclosure, giving colleagues stronger safeguards when raising concerns. 

  • Reduce Your UCU Subscription Cost by Claiming Tax Relief

    As we’ve entered a new tax year, it’s a great time to remind UCU members that you may be able to reduce the cost of your union subscription by claiming tax relief from HM Revenue & Customs (HMRC).

    How does it work?

    UCU is an HMRC‑approved professional body. This means eligible members can claim income tax relief on up to 67% of their annual UCU subscription, at the tax rate that applies to their earnings.

    How much could you claim back?

    The exact amount depends on how much you earn, your UCU subscription rate & whether you pay basic or higher‑rate tax.

    As an example:

    • A basic‑rate taxpayer could typically reclaim 20% of 67% (13.4%) of your annual subscription
    • A higher‑rate taxpayer could reclaim 40% of 67% (26.8%) of your annual subscription

    Even modest claims can add up, especially if you’re claiming for multiple years.

    You can backdate your claim

    You don’t just have to claim for the current tax year. HMRC allows you to claim for up to four previous tax years, as long as you were a UCU member during that time and haven’t already claimed.

    How do you claim?

    You can claim tax relief in whichever way suits you best:

    • Online, via your Government Gateway account
    • By post, using HMRC’s form
    • By phone, by contacting HMRC directly

    When completing your claim, UCU subscriptions should be listed under “professional fees and subscriptions”.

    All the guidance you need, including what figures to use and how to submit your claim, is available on the national UCU website here.

    Don’t leave it unclaimed

    Claiming tax relief on your UCU membership is straightforward, legitimate, and could save you money every year. With the new tax year now underway, it’s an ideal moment to make sure you’re not missing out.

  • Huge Win on USS Pension Valuations

    UCU have successfully negotiated a change to the methodology to be used for future USS Pension Scheme valuations which will benefit all members.

    For several decades UCU has argued that the valuation method used to assess whether the USS pension scheme has enough money to meet its obligations is faulty. Traditionally, USS has relied on a so-called “gilts plus” method, where the valuation has focused on government borrowing costs (the “gilts”) plus an assumed degree of over-performance (the “plus”). This meant that after the 2008 financial crisis, when government borrowing costs reached record lows, USS appeared to have enormous deficits. This, in turn, led our employers to propose cutting pension benefits and, in 2018, to suggest that our defined benefit pension scheme should be closed entirely. Those who follow these matters closely will recall that the Financial Times described the gilts plus valuation method as “insanely pessimistic”.

    UCU’s position has always been that the long-term performance of USS’s investments — which include long-term investments in infrastructure (USS owns a share of Heathrow Airport, for example) — is unlikely to be highly correlated with short-term government borrowing costs. Since 2010 the union has consistently argued, with the support of its actuarial advisors, that the valuation method should instead be based on a “best estimate minus” approach, by focusing on the scheme’s expected investment returns (the “best estimate”), with a degree of prudence built in (the “minus”).

    It has now been agreed by the USS Trustee that a version of this “best estimate minus” valuation method will be implemented for future valuations. If this method had been in place during the 2010s it is possible that no periods of industrial action would have been necessary. For instance, the 2017 valuation, which led to the long-running 2018 strikes, in fact showed a best estimate surplus of £8.3bn.  The change therefore also significantly reduces the likelihood of future disputes with all of the financial and emotional toll they bring.

    This change is a major achievement by UCU’s negotiating team and national officials, as well as all members who had voted for and taken the strike action which has unfortunately been necessary to focus the minds of employers and keep this on the agenda. Everyone who works in the pre-1992 university sector will benefit.

    Further details: https://www.ucu.org.uk/article/14381/USS-valuation-methodology-changes-agreed—with-more-to-do

  • Parking at Loughborough: What You Told Us and What Happens Next

    Members highlight widespread stress, inequity, and lost working time.

    Recently, UCU invited colleagues to share their experiences of parking and campus travel. We would like to thank the many members who provided extensive feedback on this issue.

    We received many dozens of pages of written comments from academic and professional services staff across multiple Schools and departments, representing a wide range of roles, contracts, working patterns and commuting circumstances.

    The message from these responses was clear: members feel that parking and campus travel arrangements have become significantly more difficult in recent years, and due to the new accommodation building project the situation is worse than ever.

    What Staff Told Us

    While experiences vary by location and arrival time, the vast majority of feedback we received suggested that the current system is:

    • Unpredictable: staff often do not know whether parking will take two minutes or twenty, with knock-on effects for scheduling and on-campus availability.
    • Stressful: many staff report starting the day more anxious or frustrated than was previously the case.
    • Inequitable: negative effects fall disproportionately on certain groups, such as staff with caring responsibilities; some colleagues reported additional childcare costs incurred simply to arrive early enough to secure parking.
    • Structural: linked to policy changes, reduced capacity, and insufficient alternatives.
    • Work Effectiveness: parking difficulties contribute to staff being late to teaching and meetings, lost time & increased preference for working from home (to avoid parking stress).
    • Safety:concerns were also raised about walking across campus after dark, congested roads and insufficient secure bike storage.

    Many colleagues reported that if they arrive after 9am, finding a space becomes significantly harder. It is common to spend 10–20 minutes or more searching for parking in high-demand areas.

    Recurring concerns in the feedback included:

    • Competition between staff, students, visitors, and external users.
    • Loss of nearby parking capacity and increased reliance on distant car parks.
    • Shuttle services that are described as unreliable or impractical, notwithstanding recently announced improvements.
    • Rising parking charges alongside worsening availability.

    What Staff Want to See

    The most common suggestions for practical improvements included:

    • Better management of student and visitor parking near workplaces and prioritising staff parking in high-demand areas. 
    • Improved distribution of staff-centred parking capacity aligned with where staff work.
    • More reliable shuttle services for cases when distant parking remains necessary.
    • Investment in active travel, including safer cycling routes and secure bike storage.
    • Consideration of longer-term infrastructure solutions where appropriate.

    Some colleagues emphasised sustainability and reducing car use overall. However, even these responses acknowledged that current alternatives are not yet reliable or practical enough for many staff.

    University Responses So Far

    Student parking is now limited to car parks 1 (multi-storey), 7 (Robert Bakewell), and Holywell, and this is enforced using cameras. A significant number of short-stay spaces by the swimming pool have been returned to normal use.  These measures have helped to ease pressure in East Park.

    We are told that problems are most acute Tuesday to Thursday during semesters 1 and 2.  Those who have the option are encouraged to help spread demand through the week by moving office days to Monday and Friday.

    Management are hopeful that the temporary car parks near Towers will become available again after a period of fair weather, however these will always remain weather dependent and so are not reliable, especially during semesters 1 and 2 when demand is high.

    We are assured that only on open days does the demand for parking outstrip the capacity on campus, and that there is always parking available, usually in the multi-storey and at Holywell Park. However, this clearly does not address the issue of the extra 40-60 minutes of travel time it would take to park at Holywell and travel to and from East Park if that were necessary, or the inequity around who this is likely to impact most.

    Management have been explicit in saying that this time spent travelling across campus does not count as working hours – meaning that individuals are expected to take a significant hit to their own time as a result of the recent changes.  This cannot be acceptable.

    Support for a Campaign and How to Get Involved

    While pay, workload and pensions remain core union priorities, many colleagues emphasised that parking problems are materially affecting daily working lives and supported UCU campaigning on this issue.

    We can work together to improve car parking, but more work will be needed to communicate the strength of feeling on this issue to management. If you would like to help shape next steps, please contact our Branch Organiser, Callum Salfield.

    Parking should not be a daily source of stress, inequity or lost time. Thank you again to everyone who contributed – and we will keep you updated.

  • Reps Team & Committee Update – New Committee Member and New Rep in Wolfson

    We are very pleased to welcome Richard Blanchard as our new Department Rep for the Wolfson School of Mechanical, Electrical and Manufacturing Engineering. Richard has stepped forward to take on the role after a period without a rep in this area.

    We are also very pleased to announce that Jonathan Causton has been co-opted onto the LUCU committee as an “ordinary committee member”. Jonathan will help the committee continue to build its capacity whilst learning the ropes. We encourage anyone else interested in getting more involved in the branch to get in touch with our Branch Organiser, Callum Salfield, to discuss what opportunities exist.

    Richard and Jonathan introduce themselves below:

    Richard Blanchard, LUCU Department Rep for Wolfson

    “Hi, I am Richard Blanchard, Reader in Renewable Energy based in CREST.  I’ve been at the university for 23 years and am passionate about teaching and researching how renewable energy can open energy access to people in less developed countries to improve social and ecological resilience. I am the new rep for Wolfson.”

    Jonathan Causton, LUCU Ordinary Committee Member

    “Hello everyone. I am Jonathan Causton, Centre Manager in the Department of Mathematics Education within the School of Science. I have been at the University since 2019 and have been a member of UNISON during my local government career prior to moving to the Higher Education sector and I joined LUCU in 2024. I joined the LUCU committee in February 2026 and I hope I can contribute to the excellent work the committee does in supporting UCU members at the University and working with university senior management to make Loughborough University one of the best places to work at! By profession I am an accountant with significant finance experience of how the HE sector works but also bring a broad range of experience ranging from Research Management, HR, Health and Safety and events management knowledge to the LUCU committee. I am genuinely very excited about being involved with LUCU and to make a difference.”

    Reps and committee members are at the heart of how our branch supports members. Reps play a vital role in helping to resolve local issues, build community, and ensure that members’ voices are heard across the University. Whether representing a department or focusing on specific issues like workload, Reps strengthen our collective ability to make Loughborough a fairer and more supportive workplace.

    We currently have vacancies for Department Reps in:

    • Chemistry (School of Science)
    • Loughborough Sport

    In addition, Student Services and Estates and Facilities Management are currently covered by a temporary Rep while we seek volunteers from within those areas to take on the roles permanently.

    Members in any of these areas who are interested in becoming a Department Rep, or would like to find out more about what’s involved, are also encouraged to contact Callum Salfield for an informal chat.

    We are also encouraging members across all Schools and Professional Services areas to consider becoming a Workload Rep. If you are interested in taking on this role or would like to find out more, please contact our Branch Organiser, Callum Salfield, for an informal discussion.

  • The Employment Rights Act 2025: What It Means for You

    The Employment Rights Bill became law on 18 December 2025. Its changes are being rolled out in stages through 2026 and 2027, and many of them are directly relevant to UCU members at Loughborough.

    What’s Already Changed

    The most significant early changes are good news for workers taking industrial action. Dismissal for taking part in industrial action is now automatically unfair, with the previous 12-week limit removed. The minimum service level rules for strikes, which allowed employers to compel workers to work during strike action, were scrapped on 18 December 2025.

    For union organisation, the notice period for industrial action has been cut from 14 days to 10, industrial action mandates now last 12 months rather than 6, and picket supervisors are no longer required. Crucially, the rule requiring 40% of eligible members to support action, which applied to important public services, has been removed. Ballots now simply require more votes in favour than against.

    April 2026

    From 6 April 2026, statutory sick pay will be paid from the first day of illness rather than the fourth, and the lower earnings limit for eligibility will be removed. Paternity leave and unpaid parental leave will become day one rights, removing the current qualifying period of 26 weeks and one year respectively.

    The maximum protective award for failure to properly consult in a collective redundancy will double from 90 to 180 days’ pay, a significant strengthening of members’ rights in redundancy situations.

    October 2026

    Employers will be required to inform workers of their right to join a trade union, and union representatives will gain a new right to reasonable accommodation and facilities for carrying out their duties. Union equality representatives will also gain a right to time off for their duties.

    The time limit for making an employment tribunal claim will increase from 3 months to 6 months, an important practical improvement for members considering legal action.

    Workers taking industrial action will also gain protection against detriment, being treated less favourably by their employer, in addition to the existing unfair dismissal protection.

    January 2027

    Protection from unfair dismissal will become a right after just 6 months in a job, down from the current two-year qualifying period. This is a major change that will give far more workers the confidence to raise concerns without fear of dismissal.

    “Fire and rehire”, dismissing staff and re-engaging them on worse terms, will become automatically unfair dismissal in most cases.

    Later in 2027

    Workers on zero-hours and low-hours contracts will gain the right to guaranteed hours if they want them, and workers will have the right to compensation if a shift is cancelled, moved, or cut short. Protections for pregnant workers and those returning from maternity leave will be strengthened, and a new right to statutory bereavement leave will be introduced.

    This is a significant package of reforms, and UCU will be monitoring implementation closely. If you have questions about how any of these changes affect your employment at Loughborough, please contact your School/department/service representative or the LUCU committee at UCU@Lboro.ac.uk

    Further reading: ACAS Summary of Changes to Employment Rights Act 2025

  • War in Western Asia – Support for Members

    In light of the rapidly escalating conflict across the Western Asia (Middle East) region, LUCU extends its support to all members who may be affected. The ongoing conflict may be impacting you in various ways: work and travel safety, research and teaching collaborations, personal or family connections to the region, or the broader distress that events of this nature can bring.

    Travel in Affected Regions

    We would like to highlight the University’s guidance on the issue, which was published on internal news and sent by email on Monday 2nd March.

    However, we note the list of countries named in this guidance (Bahrain, Israel, Kuwait, Palestine, Qatar and the UAE, including Dubai, Iraq, Iran, Jordan, Lebanon and Syria ) does not include, in addition to the above, all countries now affected: Azerbaijan, Cyprus, Oman, Saudi Arabia, Turkey.

    If you are in or travelling through any of these affected regions, whether on University business or personal travel, please inform your line manager and/or School Head of Operations and keep yourself as safe as possible.

    Insurance

    We have confirmed with insurance that colleagues travelling on University business, who commenced travel prior to the conflict’s start and received prior approval for the trip, are covered by University travel insurance until their return to the UK. While the preference is for all travel to be booked through Clarity, any travel booked outside of Clarity would still be covered, provided it was approved in advance.

    If you were planning on travelling to or through these regions for University business, you are unlikely to be covered by the University’s insurance and must not travel without seeking further guidance from your Service or School and the University’s insurance team.

    Compassionate Leave

    The University’s 2-week compassionate leave policy is available for those experiencing stress and trauma connected to a protected characteristic, such as race, which includes ethnicity, nationality, and national origins. In these cases, it is expected that the time off requested will be granted; please approach your line manager in the first instance and contact LUCU if you require support accessing this leave.

    Support and Solidarity

    LUCU is here to support affected individuals through our casework team. The REACH Network and International Staff Group are additional possible sources of support. For immediate mental health support, the Education Support Partnership runs a 24/7 helpline: 08000 562 561.

    The LUCU Committee extends our solidarity and condolences to those who are anxious, suffering or grieving as a result of this devastating war, and expresses our sincere hopes for the conflict to end as soon as possible. We will continue monitoring the situation and are available to meet with members who would like to respond collectively.

    In solidarity

    LUCU Committee

  • Have your say on LU’s REF Code of Practice

    We have received the following invitation from colleagues working on our new REF Code of Practice. The implications of REF are clearly important for both the institution and individuals. Consultation over previous schemes has been constructive and worthwhile, and we urge you to get involved.

    Loughborough University is developing its Research Excellence Framework (REF) Code of Practice (CoP), which all UK Higher Education Institutions participating in the REF are required to produce. The Code of Practice sets out how the University will make robust, transparent and inclusive decisions about its REF submission, including the selection of research outputs.

    The development of the Code of Practice provides an important opportunity to share information about Loughborough’s REF submission and to invite feedback from staff on REF decision making processes. A REF Code of Practice consultation period will run from 2 March until 3 April 2026 which provides several opportunities to engage as follows.

    Hybrid Briefing Sessions:

    Find out more about the REF Code of Practice, ask questions and provide feedback in-person or online at a hybrid briefing session hosted by Prof Karen Coopman (aPVC R&I) & Emma Allaway (REF Manager).

    • Thursday 5 March, 10:30 – 12:30, James France CC021/Microsoft Teams – Click here to book
    • Monday 9 March, 13:30 – 15:30, Sir Frank Gibb RT033/Microsoft Teams – Click here to book

    Drop-in sessions:

    Ask questions and provide feedback directly to the RIO REF Team at an in-person or online at a drop-in session.

    • Tuesday 24 March, 13:00 – 16:00, Hazlerigg 201.0.25/Microsoft Teams
    • Wednesday 1 April, 09:00 – 12:00, Hazlerigg 201.0.25/Microsoft Teams
    • Book a 15-minute time slot here

    The draft REF Code of Practice document and an online feedback form to capture structured feedback (anonymous) are available on the REF webpages.

    We welcome and value your feedback and contributions which will play a key role in shaping this important document ahead of its submission.

    If you have any questions about the REF Code of Practice, the consultation process, or REF more broadly, please contact: REF team or Emma Allaway, REF Manager.

  • Loughborough’s Rights Retention Policy: A Win for Academic Staff

    Following consultation with UCU, Loughborough University’s Rights Retention Policy — in place since January 2024 — is now entering its next stage. From 1 April 2026, the policy will automatically apply to all journal articles (and conference papers with an ISSN) authored by Loughborough staff and doctoral researchers. Importantly, this is now an opt-out policy: you are covered by default.

    The University has already written to all publishers where Loughborough authors have published over the past four years to notify them of the policy and the April start date.

    What does it mean for you? Your Accepted Manuscripts can be deposited in the University Repository and made freely available immediately upon publication, with no publisher embargo. This means your work will automatically meet REF 2029 Open Access requirements — important given that from January 2026 REF requires deposit within three months of publication. Crucially, you retain the right to reuse your own text, images, and diagrams in future work without seeking permission from publishers.

    What do you need to do? Continue depositing your Accepted Manuscript via LUPIN as soon as possible after acceptance. Library staff will handle the rest. A Rights Retention statement in your article is no longer required, though it remains good practice to include one.

    Can you opt out? Yes — if you want a specific article excluded, contact the Library Open Research Team at repository@lboro.ac.uk before publication.

    UCU has long argued that academic staff should retain greater control over their own intellectual work. This policy is a concrete step in that direction, reducing the power publishers hold over research that academics create. We encourage members to take full advantage of it.

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