Recognition FAQs

Recognition means that the FCA and PSR would formally acknowledge Unite the Union as the body that represents staff collectively on matters like pay, terms and conditions, hybrid working, and performance policy. It creates a legal duty on the employer to negotiate with staff representatives rather than simply informing or consulting them.

Very different. The Staff Consultation Committee (SCC) is an employer-created body that can be consulted or simply informed as and when the employer chooses. It has limited powers and no right to access any FCA systems to consult staff or HR data, information or MI needed to reach an informed position. It is legally the weakest form of staff representation possible in a UK employer. Recognition of a trade union changes this and creates a legal duty to negotiate and gives statutory rights to information, facilities and protections. It also means members can discuss and decide on the employer’s proposals before the employer implements them. 

The current Staff Representation Group made it clear in their January 2025 update that engagement on staff pay for 2025 did not meet the basic terms necessary to be considered ‘consultation’, meaning staff reps are ‘informed’ rather than ‘consulted’ on the biggest decisions that affect us.

There are as many different models for recognition as there are workplaces, which means there is a lot of established best practice to draw on for how we make recognition works here. Two prominent examples include the Competition and Markets Authority (CMA) and the Bank of England.

The CMA’s model involves two recognised trade unions (PCS and FDA) alongside independently elected staff reps on a staff consultation committee. The trade unions have bargaining and negotiation rights over pay terms and conditions, while independent staff reps are still consulted on these topics. There is an active role for staff Networks, particularly in Board agenda setting and discussion process. This model allows for a diversity of staff representation and is more likely if the FCA agrees to voluntary recognition. 

At the Bank of England, Unite is the only form of staff representation. The Branch has dedicated office space, IT facilities, and a full-time Rep (seconded from Bank staff). Reps have good working relationships with HR business partners. They prioritise informal dispute resolution and work with senior leadership to escalate issues before they crystalise. This model allows for a stronger bargaining position on behalf of staff and is more likely if the FCA does not seek voluntary recognition, requiring recognition through the Central Arbitration Committee (CAC). .

Our Branch is a local organisation of Unite the Union members. Trade unions exist to protect and advocate staff rights in the workplace, and nobody knows their workplace and the needs of staff better than the people who work here. That’s why our Branch is entirely run by permanent FCA and PSR staff elected as Branch Officers and Reps. We ensure members have individual support, advice and can accompany you to meetings if you hit a challenge in your career. We also advocate improvements to FCA pay and policies. Over the years we’ve supported hundreds of colleagues in their workplace situations. Our collective advocacy has helped secure the cost-of-living payment for staff, seen off increases to in-office requirements in our hybrid working policy and, most recently, has led to the FCA committing to establish a pay anomalies pot. If and when we’re recognised, we’ll be able to negotiate a lot more.

Bargaining units are a way to describe a group of staff who share similar terms and conditions. For instance a bargaining unit could be defined by office location, job grade or some specialist areas of the FCA and PSR. We’re seeking to represent all staff up-to and including senior managers no matter what other bargaining units they may fall into. To achieve this, we need at least 50% of staff we’re seeking to represent to sign the petition in support of recognition.

No. Any permanent member of FCA or PSR staff can sign the petition or vote in a recognition ballot, regardless of union membership. Recognition benefits everyone, and the law doesn’t require you to be a member to support it.

No. Our Unite Branch is politically independent and proudly represents members across all political views. The recognition campaign is about your rights at work, not party politics. Many unionised public sector workplaces are non-partisan and benefit from better pay transparency and protections.

Either:

1. Voluntary route – If enough staff sign the petition, we ask the employer to recognise Unite voluntarily. 
2. Statutory route – If the employer refuses, we can apply to the Central Arbitration Committee. If the CAC agrees enough support exists, they will run a formal, independent ballot. If the majority vote in favour, recognition becomes a legal obligation.

Around 88.6% of jobs in the UK public sector have pay set by collective agreements. The FCA and PSR are highly unusual in both not recognising a trade union for collective bargaining and negotiation on pay, terms and conditions, and in refusing to do so when requested by staff. Almost all comparable regulatory workplaces recognise trade unions. This includes:

• the Bank of England,
• the Prudential Regulation Authority, 
• the National Crime Agency, 
• the Information Commissioner’s Office,
• the Competition and Markets Authority,
• the Environment Agency,
• the Advertising Standards Authority,
• the Insolvency Service,
• the Office for National Statistics,
• the Office of Gas and Electricity Markets (Ofgem)
• the Civil Aviation Authority
• the Office of Communications (Ofcom)

… and many more. 

Even our regulatory counterparts in the United States of America recognise Trade Unions.

No. Your signature on the petition is confidential and will not be shared with the employer. If there is a formal ballot, it will be conducted independently and anonymously by the Central Arbitration Committee (CAC), similar to the way official elections are run.

Absolutely not. Supporting, talking about, and voting for trade union recognition is a legal right under UK law. Employers are prohibited from discriminating or taking action against employees for union involvement. Unite will also support any staff who feel they’ve been treated unfairly for exercising their rights.

Your name, employment status, grade and department are recorded for legal purposes. This is used solely to demonstrate to the employer or the Central Arbitration Committee that sufficient support exists for recognition. It is never disclosed to your manager or HR. All information is stored securely and handled in line with UK data protection law.

The law requires us to demonstrate that a real proportion of staff are supporting recognition. Anonymous signatures can’t be verified and so don’t count toward the legal thresholds for recognition, either voluntary or statutory.

This is about your pay, your conditions and your workplace. Without your voice, change may not happen. Every single signature helps build a legally credible case, and it’s only by showing clear majority support that we can secure recognition. This is your say—don’t leave it to others to decide for you.

Recognition is about creating structured, legal ways to improve things calmly and constructively. It emphasises consensus, consent and compromise, whether an agreement is reached between the union or not. The current SCC model means staff do not have the same meaningful say over their pay, terms and conditions that most other UK public sector employees do. This generates long-standing tension. Recognition is about having a seat at the table, improving how we work and ensuring decisions are made with staff, not just for them.

No. Recognition adds to your rights, it doesn’t replace them. You can still have individual discussions with your manager about your pay or career (eg pay on appointment and flexible working requests). Recognition just means there’s also a collective floor negotiated on behalf of all staff to ensure fairness and transparency.

Recognition protects what’s good and improves what isn’t. It creates a legal safeguard against sudden or one-sided changes and ensures that any future changes are subject to negotiation and consent. Even if things feel fine now, recognition secures that stability for you and for other staff in vulnerable positions, for the long-term.