Branch held its first General Meeting of the 2026-27 Academic Year on 8 October 2026. After introductions and apologies, the branch approved the minutes of our Emergency General Meeting of 23 July 2026.

The Branch President and Pensions Officer then gave brief reports. The President thanked everyone for their contributions and support over the last year, in often difficult times, and noted that the branch has been working beyond capacity for many months now, and so thanked members for their patience. The President also summarised concerns raised in the Open Space held over the summer, following the tragic death of Prof. Jason Arday (these concerns will be taken forward to the Joint Negotiating Committee meeting on 15 October). The Pensions Officer reported on the March 2026 USS valuation and the recent employer consultation run by UCEA: while UCU favours maintaining contribution rates at their current value to ensure the long-term stability of benefits, the University was in favour of reducing contribution rates.

University Finances and Risks to Members

The President and the Executive Committee’s finance lead (who was co-opted to the Executive Committee over the summer) then briefed members on recent and concerning developments. There are several immediate and near-term potential risks to members jobs and employment terms and conditions. The President set out the Executive Committee’s current thinking on recruiting and mobilising members, and, after some discussion, the following emergency motion was then debated and unanimously passed.

Emergency Motion: Recruit and Mobilise to Protect the University

Branch believes that a programme of compulsory redundancies would be unacceptable, highly damaging to the University, and must be strongly resisted. Branch instructs and authorises the Executive Committee to (1) accelerate and prioritise efforts to recruit new members, (2) register a trade dispute if the University of Southampton issues a notice of collective redundancy consultation, and (3) then seek authorisation to commence an industrial action ballot of UCU members.

For: 83
Against: 0
Abstentions: 0
Motion carried unanimously.

Policies and Procedures

The University is intending to ask the trade unions to ratify a revised Probation Procedure at the Joint Joint Negotiating Committee meeting on 8 October 2026. The revisions reflect changes in law that come into force on 1 January 2027, following the passing of the Employment Rights Act 2025. Members voted in favour of ratification (69 for; 1 against; 6 abstentions).

Motions

The following motions were debated.

1. Southampton Anti-Racism Alliance

Branch notes:
1. The growing threat posed by far-right groups in Southampton and nationally; and
2. The recent formation of the Southampton Anti-Racism Alliance as an umbrella group bringing together different community organisations promoting inclusion and opposing racism.

Branch believes:
1. That the Southampton community should stand together and reject divisive, racist narratives.

Branch resolves:
1. To affiliate to the Southampton Anti-Racism Alliance.

For: 66
Against: 0
Abstentions: 2
Motion carried overwhelmingly.

2. Staff-Student Intimate Relationships

Branch notes:
1. The motion passed at our GM of 19 November 2024, calling for ‘a ban of the formation of new sexual and romantic relationships between staff and students, where there is a teaching, assessment or pastoral component to that relationship’;
2. That the University of Southampton has declined to introduce such a ban;
3. That such a ban would be consistent with OfS ‘Condition E6: Harassment and sexual misconduct’, introduced on 1 August 2025.
4. Research by the executive committee, revealing that 15 out of 24 members of the Russell Group now have such a ban in place, namely: Birmingham, Bristol, Cambridge, Durham, Exeter, Imperial, LSE, Manchester, Newcastle, Nottingham, Oxford, QMUL, UCL, Warwick and York.

Branch believes:
1. That misogyny and sexual harassment are best addressed with clear and consistent policies that are unambiguous and which set out clear expectations on professional conduct within the workplace;
2. That this is best achieved by introducing a ban along the lines already set out.

Branch resolves:
1. To again call on the University to urgently begin consulting with trade unions and other stakeholders on the introduction of a ban on staff from entering new intimate relationships with students to whom they have, or are likely to have in future, a teaching, assessment or pastoral responsibility.

For: 64
Against: 0
Abstentions: 10
Motion carried overwhelmingly.

3. Fair Pay for Early Career Colleagues

Branch notes:
1. While most Russell Group institutions participate in the national pay bargaining framework, differences have developed between institutions because institutions are able to place equivalent academic bands at different points on the national pay spine.
2. Data gathered by KCL UCU shows that there is now considerable disparity among Russell Group institutions with regards to minimum lecturer starting pay (basic pay, excluding London weighting allowance etc.). Analysis of the data suggests that minimum lecturer starting pay at the University of Southampton is now among the very worst in the Russell Group:
(a) Lecturer minimum starting pay at Southampton – £39,906 (SP 31) – is the (joint) second lowest in the Russell Group (note that Teaching, Research or Enterprise Fellows can start even lower, at £36,636 (SP 28));
(b) Lecturer minimum starting pay at Southampton (excluding USS pension contributions) is £6,533 less than the median lecturer starting pay in the Russell Group of £46,439 (just above SP 36);
(c) Lecturer minimum starting pay at Southampton (excluding USS pension contributions) is £7,503 less than the mean lecturer starting pay in the Russell Group of £47,409 (just above SP 37).
3. All staff again face a below inflation pay award for 2026-27: UCEA’s full and final pay offer is 2%, while CPI for the 12 months to August 2026 is 3.1% .

Branch believes:
1. Successive below-inflation pay awards are detrimental to all staff, but staff lower down the pay scale, on fractional contracts, in insecure employment, or with dependents, are particularly affected;
2. Staff at the University of Southampton are just as dedicated and skilled as colleagues at other Russell Group institutions and deserve to be paid no less than them.

Branch resolves:
1. To call on the University to urgently address the considerable disparity between minimum lecturer starting pay at the University of Southampton and other Russell Group institutions;
2. To call on the University to urgently address the disparity between Lecturers and Teaching, Research and Enterprise Fellows with respect to minimum starting salary, so that ‘parity of esteem’ is reflected in parity of starting pay.

For: 65
Against: 5
Abstentions: 4
Motion carried overwhelmingly.

[NB: Note that the figures quoted in the above motion reflect pay levels prior to the national cost-of-living pay increase for 2026-27.]

4. Nominate Denis Nicole for NEC

This branch nominates Denis Nicole as a candidate for election to the UCU NEC in 2027 in the geographically elected HE South seats and the HE nationally elected seats.

For: 63
Against: 2
Abstentions: 7
Motion carried overwhelmingly.

Branch held an emergency general meeting on 23rd July 2026, 1-2pm, to discuss the new ‘focused’ voluntary severance scheme and the professional services development programme.

Towards the end of the meeting, the following motion was also debated and passed:

Motion: Solidarity with London South Bank University UCU

Branch notes that UCU members at London South Bank University commenced a marking and assessment boycott on 13 July and are taking strike action on 20-24 July, following an overwhelming vote in favour of industrial action (61% turnout; 89% support strike; 97% support ASOS). Members are fighting redundancies and protesting at management’s decision to tear up local and national agreements.

Branch resolves to:

1. Send our solidarity to UCU members at London South Bank University;
2. Make a donation of £100 to the LSBU UCU strike fund.

For: 102
Against: 0
Abstain: 0
Motion carried unanimously.

We held our Annual General Meeting (AGM) at 12-2pm on 18 June 2026. After a welcome from the Branch President and apologies from those who were absent, we approved the minutes of our Annual General Meeting of 19th June 2025 and our General Meeting of 14th May 2026.

Branch Officer Reports

David Bretherton (President) gave an overview of the branch’s activities this year, focusing on our support for members facing redundancy or voluntary severance, and our anti-casualisation negotiations. David reported that, looking ahead, the financial situation remains unclear, and he reminded members of the importance of remaining engaged in UCU and of the need to continue to encourage colleagues who are not already members to join UCU as soon as possible. David also spoke of the rising far-right activity in Southampton and the risks posed by a potential right-wing, anti-employment-rights government. David thanked all our officers, officials, reps, caseworkers and members, and in particular several long-serving members who were leaving under the VSS scheme.

Mary Morrison (Honorary Treasurer) discussed the branch finances; a copy of our accounts for the 2025 financial year was circulated in advance. Broadly, our finances are stable, although there had been a small decline in income, due in part to reductions in subscription rates for lower-paid members. There will be no change in local subscription rates this year, but an inflationary rise should be considered next year.

Claire Le Foll (Membership and Campaigns Officer) reported on what has been a very busy year for the branch, with recruitment stalls at Highfield, WSA, Boldrewood and NOCS, as well as induction sessions, an anti-bullying workshop, and a drop-in session for members from underrepresented groups. Claire also outlined the new ‘departmental contact’ role, which is intended to be less formal than the traditional department/workplace rep. role, while still helping the branch to keep in contact with existing and potential UCU members.

Thom Bostock (Academic-Related Staff Officer) updated members on the Professional Services Development Programme and noted on the significant impact of the VS programme on some areas of professional services. Thom also highlighted the urgent need for reps in several areas of professional services, to help the branch with expected reorganisations following VS.

Michael Barnard (Post-Grad & SUSU Liaison Officer) has convened several meetings this year between UCU branch officers and SUSU officers, where shared concerns were raised and discussed. The branch is keen to continue to build on this relationship, and Michael will be organising a meeting with the incoming SUSU President next month. Michael is also keen to increase PGR representation.

Amy Wallington (Insecure Contracts Staff Officer) outlined our ongoing work and negotiations with the university as part of the ‘Reducing Casualisation Project’. The project phase involving moving eligible staff with 4 years’ continuous service from fixed-term to open-ended/permanent contracts has been completed, and UCU members approved proposed ‘objective justifications’ for the use of fixed-term contracts at our last general meeting. Forthcoming negotiations would seek to improve the terms and conditions of hourly paid lecturers.

Election of Branch Officers for 2026-27

Moray McAulay, UCU’s Southern Regional Official, acted as returning officer and announced that the following candidates had been elected to the branch Executive Committee for 2026-27:

• David Bretherton, Branch President
• Eleanor Jones, Honorary Treasurer
• Amy Wallington, Insecure Contracts Officer
• Neil Wells, Health and Safety Officer
• Michael Barnard, Postgraduate and SUSU Liaison Officer
• Traute Meyer, Pensions Officer
• Vesna Perisic, Ordinary Member
• Thom Bostock, Academic-Related Staff Officer
• Shmma Quraishe, Black Members’ Officer
• Holly-Gale Millette, Ordinary Member

The AGM also appointed the following candidates to the Executive Committee by acclamation:

• Rachel Corbett, Honorary Secretary
• Claire Le Foll, Membership and Campaigns Officer

Update on Local Disputes

The President updated members on negotiations following the branch’s disputes on ‘Modernising the Governance’ and MAB-related grievances. Outline proposals to resolve these disputes and a joint statement were approved by members at last year’s AGM. Negotiations on the details had continued during 2025-26, and, following discussions in our May General Meeting, negotiators had sought further improvements in six areas. Meaningful changes had been secured in five of these areas, with more modest improvements in the remaining area. The branch’s negotiators and Executive Committee therefore recommended that members voted in favour of accepting the latest proposals.

Members voted in favour of accepting the proposals (for 34, against 1, abstentions 0).

Local Rule Change: Creation of Migrant Members’ Officer

Branch officers proposed a change to local branch rules to create the Executive Committee position of Migrant Members’ Officer, to lead on the branch’s work supporting and representing migrant members.

Members voted unanimously in favour of the rule change (for 28, against 0, abstentions 0).

(This rule has subsequently been approved by UCU headquarters.)

Motions

The following motions were debated and passed by members. (Two further motions fell off the agenda due to lack of time.)

1. Donation to 2Wish in memory of Henry Nowak

Branch resolves to make a donation of £100 from branch funds to the charity 2wish (https://2wish.org.uk/), in memory of Henry Nowak, and to invite members to consider making a personal donation if they can afford to do so.

For: 32
Against: 0
Abstain: 0
Motion carried unanimously.

2. Donations to Palestinian Causes

Branch resolves:

1. To donate £100 from branch funds to Friends of Palestinian Universities (https://friendsofpalunis.org/, formerly Friends of Birzeit University), and to invite members to consider making a personal donation if they can afford to do so.
2. To donate £100 from branch funds to Medical Aid for Palestinians (MAP) (https://www.map.org.uk/), and to invite members to consider making a personal donation if they can afford to do so.

For: 32
Against: 0
Abstain: 0
Motion carried unanimously.

3. Solidarity with Goldsmiths UCU

This branch notes that:

• On Thursday 26 March, Goldsmiths management announced the third round of mass redundancies and restructuring in less than five years – titled ‘Future Goldsmiths’ – following the Recovery Programme of 2021/22 and the Transformation Programme of 2023/24
• Future Goldsmiths includes £20 million of staff cuts, to be made by the end of March 2027, despite the Transformation Programme cutting staff to the tune of £16.1 million in recurrent savings
• On Friday 10 April, Goldsmiths UCU obtained a year-long mandate for industrial action following a successful postal ballot, with members voting to take strike action (81%) and action short of a strike to include a marking and assessment boycott (92%) on a 63% turnout
• Following a vote at a branch meeting on Monday 13 April, attended by over 100 members, GUCU voted to initiate a marking and assessment boycott (MAB)
• On Wednesday 15 April, notice of this industrial action was served to Goldsmiths management, and will commence from Monday 27 April – the first day of the summer term
• On Thursday 23 April, Goldsmiths management served campus trade unions with a section 188 notice that puts 269 staff in Professional Services in scope of redundancy – around 1 in 4 staff across Professional Services areas
• As well as Professional Services staff across the University, lecturers in the Centre for Academic Language and Literacies (CALL) are also in scope of the redundancies
• On Friday 22 May, Goldsmiths management announced 100% pay deductions for GUCU members’ participation in a MAB, stating that they “are not expected to undertake any work duties during this time”

This branch believes that:

• Goldsmiths’ Executive Board have financially mismanaged the institution, having spent over £16 million on lawyers and consultants since 2019, as seen in the outcome of a recent FOI request
• The announcement of 100% deductions for participation in the MAB amounts to a lock out
• Redundancies across the Higher Education sector are a result of a broken funding model, as well as the failure of university senior management teams to run their institutions responsibly and effectively
• Until the funding model for HE is replaced by public funding, job losses in our sector will only worsen

This branch resolves to:

• Donate £300 to GUCU’s local Hardship Fund (see bank details below)

Bank details:
UCU Goldsmith College LA34 Hardship Fund
Unity Trust Bank
60-83-01
20392303

For: 23
Against: 2
Abstain: 5
Motion carried.

(NB: This motion was successfully amended during the debate; the above text represents the motion as amended.)

4. Donation to the Anne Frank Trust UK

Branch expresses its deep concern at rising antisemitism in the UK. Branch resolves to donate £100 from branch funds to the Anne Frank Trust UK (https://www.annefrank.org.uk/), and to invite members to consider making a personal donation if they can afford to do so.

For: 29
Against: 0
Abstain: 1
Motion carried.

Guest Speaker

We were honoured to be addressed by the Chair of Southampton Stand Up to Racism.

Branch held a General Meeting of members at 1-2:30pm on Thursday 14th May 2026. After welcoming members and noting apologies, we approved the minutes of our General Meeting of 10th February 2026. The President then gave a brief branch update, noting that the financial situation remained uncertain, that there were several ongoing restructures/reviews, and that the Professional Services Development Programme was continuing; negotiations on the Reducing Casualisation Project continue.

Concerns from Local Disputes

Members then considered the latest proposals from the University to address concerns raised by members in relation to the local disputes on ‘Modernising the Governance’ and MAB-related grievances. There was broad consensus that negotiations had been serious and constructive, and members gave instructions to the Executive Committee as to next steps in these negotiations.

Policies and Procedures

The University is intending to ask the branch to ratify proposed revised ‘Objective Justifications’ for the use of fixed-term contracts, which have been the subject of negotiation with the campus trade unions. Members instructed the Branch Executive Committee as follows:

• To ratify the University’s proposed revised ‘Objective Justifications’: for 38; against 0; abstain 0 (with the caveat that the branch would seek clearer wording for one of the justifications). Proposal passed.

A branch member from the Library then introduced proposed changes to the University’s Institutional Rights Retention policy, intended to simplify the process of depositing in-scope publications to the institutional repository. While the proposals appear cogent, on the advice of the President, to enable time for advice to be sought from the Regional Office, members instructed the Branch Executive Committee as follows:

• To delegate the decision on the ratification of the Institutional Rights Retention policy to the Executive Branch Committee: for 25; against 4; abstain 5. Proposal passed.

Motions

1. Solidarity with University of Sheffield International College UCU

Branch notes that UCU members at the University of Sheffield International College are in dispute with their employer, Study Group, over pay and conditions, including the fact that they have not had a pay increase of any kind since 2023. The branch has held 12 days of strike action during March-April 2026.

Branch resolves to:

1. Send our solidarity to UCU members at University of Sheffield International College;
2. Make a donation of £100 to the branch’s strike fund.

For: 36
Against: 0
Abstain: 0
Motion carried unanimously.

2. Solidarity with University of Nottingham UCU

Branch notes that UCU members at the University of Nottingham will begin a marking and assessment boycott and ASOS on 20 May 2026, and will be on strike on 22 May. Nottingham UCU fears that 41 ‘suspended’ courses will be permanently closed, and believes that 600-plus jobs are at risk.

Branch resolves to:

1. Send our solidarity to UCU members at University of Nottingham;
2. Make a donation of £100 to the branch’s strike fund.

For: 37
Against: 0
Abstain: 0
Motion carried unanimously.

3. Secretary of State Campaign Motion

This branch notes:

1. The ongoing crisis in higher education and UCU’s lack of a national response.
2. Rule 16.11 of the UCU Rules permits the convening of a Special Sector Conference upon receipt of requisitions from quorate general meetings in 20 branches from separate institutions within the sector, provided the intended business is specified.
3. HE14, committing UCU to pursue a dispute with the Secretary of State for Education over Higher Education funding (SoS Campaign), based on legal advice establishing the viability of such a dispute.
4. The National Education Union (NEU) has announced plans to launch a ballot over school funding in October to prevent redundancies and rises in workload.
5. There are no plans for UCU to allow electronic balloting for industrial action after it is introduced under the Employment Rights Act in August 2026.

This branch believes:

1. The SoS Campaign is necessary to defend jobs, pay, conditions, and the future of public higher education.
2. Coordinating with other unions in education is key to winning this campaign.
3. The failure to progress the SoS Campaign highlights serious democratic problems within UCU.
4. UCU needs to prepare for the introduction of electronic balloting to coordinate with the NEU timeline and organise effective local disputes going forward.
5. The union requires a democratic, member-led process to debate and determine the next steps in the SoS campaign and the introduction of electronic balloting.

This branch resolves:
1. To requisition, under Rule 16.11, a Special Higher Education Sector Conference on the specific business of:
a. Opening the dispute and progressing the SoS Campaign.
b. Coordinating campaigning and industrial strategy with other education unions, including the NEU.
c. Developing a democratic process for electronic balloting for industrial action, both in the SoS Campaign and other disputes.

For: 10
Against: 9
Abstain: 20
Motion carried by chair’s casting vote.

UCU Congress/HESC Motions

Finally, members discussed several motions from the 2nd CBC report that are expected to be debated at the annual UCU Congress and Higher Education Sector Conference at the end of May, and we held a number of indicative votes to guide our branch voting delegates. With regards to union subscriptions, members preferred Motion 30 (which calls for more progressive subscription rates) to Motion 31 (which includes a call for a 15% cut to subscription rates) (CBC advises that ‘if motion 30 is carried, motion 31 falls’). With regards to Motion 52, ‘Academic freedom and freedom of speech require industrial strength’, members opposed the motion if unamended, but supported it if Amendment 52.A1 passed. Members were opposed to Motion HE2, which would see a return to disaggregated national ballots for industrial action. Finally, the vast majority of members present abstained on whether or not to support Motion HE13, which calls for UCU to move to a position of active opposition to exploring conditional indexation of USS (from a position of scepticism).

Branch held a General Meeting of members at 12:30-2pm on Tuesday 10th February. After preliminary matters (welcome, apologies, approval of minutes), the President and members of the Branch Executive Committee gave an update on recent activities, including proposals from the University to resolve matters outstanding from the MAB grievance and Modernising the Governance disputes, the work of the on-going Reducing Casualisation Project, tentative plans for a ‘Day School’ on the Secretary of State dispute strategy, an update on the recent Southampton Trades Union Council meeting, and finally an update on recent discussions with management about the University’s financial position.

We were then joined by the President of the Southampton Solent University UCU Branch, Stephen Desmond, to hear about their dispute and strike action. (Branch passed a solidarity motion in support of Solent UCU later in the meeting.)

The following formal business was then addressed.

Delegates for UCU Congress 2026

Branch elected the following three Congress/HESC delegates unopposed:

• Yaiza Hernández Velázquez
• Holly-Gale Millette
• David Bretherton

Policies and Procedures

The University is intending to ask the branch to ratify one policy at the forthcoming JJNC meeting on 12th February. Members instructed the branch executive as follows:

• To ratify the University’s proposed new Menopause Policy: for 34; against 0; abstain 0.

Motions

The following motions were debated:

1. Solidarity with Solent UCU

Branch notes:

1. Southampton Solent University (hereafter ‘Solent’) plays an important role in the city and region, and that the city, region and the University of Southampton benefit from Solent’s success.
2. Solent UCU is our nearest UCU branch, and a robust resistance there sends a powerful message to our own university’s leadership.

Branch believes:

1. That the ‘fire and re-hire’ approach that Solent’s senior leadership is using is extremely immoral.
2. That their actions will be extremely detrimental to staff at Solent and set a dangerous precedent that potentially damages the whole sector.

Branch resolves:

1. To encourage members to support strike action at Solent related to this ongoing dispute.
2. To donate £100 minimum to Solent UCU’s strike fund, in accordance with the motion ‘Solidarity with HE and FE Branches’ passed by Branch at the GM on 11th February 2025.
3. To email the motion to the Secretary of State.

For: 34
Against: 0
Abstain: 0
Motion carried unanimously.

2. Solidarity with Essex UCU

This branch notes:

1. That colleagues in the University of Essex’s UCU branch have voted to take strike action over management’s plans to close the Southend Campus and cut 400 Academic and Professional Services roles, more than one in 10 of the workforce.
2. That to support its members taking this action, the branch needs adequate strike funds.
3. That the leaders of the University of Essex UCU branch have requested our support in their action.

This branch believes:

1. That it is impossible to axe one in 10 employees at the University of Essex without hurting students and damaging the teaching and research capacity of the university.
2. That the proposed closure of Southend campus would devastate the area, as it is not only home to hundreds of students but a driver of growth in the local economy.

This branch resolves:

1. To donate £100 from our branch funds to the UCU University of Essex branch strike fund.
2. To send a message of solidarity and support to members of the UCU University of Essex branch (ucu@essex.ac.uk).
3. To write to Essex’s VC, Professor Frances Bowen (vc@essex.ac.uk), to condemn these draconian plans.

For: 39
Against: 0
Abstain: 0
Motion carried unanimously.

3. Solidarity with Northumbria UCU

Branch Notes:

1. That the management of Northumbria University want to slash the pay of staff who do not change from the TPS to USS pension scheme, and pull the university out of national bargaining to do so.
2. That Northumbria UCU will take strike action against these plans from 12 February 2026.

Branch Resolves:

1. To donate £100 from branch funds to the Northumbria UCU branch strike fund.
2. To encourage members to sign and share the petition at Northumbria Pay and Pension Petition: Stop the Steal! | Megaphone UK.
3. To email the motion to the Secretary of State.

For: 36
Against: 0
Abstain: 1
Motion carried overwhelmingly.

4. Protests in Iran

Branch notes:

1. The ongoing and severe repression of demonstrators in Iran, including protests linked to rising living costs, inflation, and political repression.
2. Reports that large-scale nationwide demonstrations have been met with violent state responses, including mass arrests and killings in the tens of thousands on 7-8 January 2026.
3. Reports that many detainees face severe legal penalties, including the risk of execution.
4. That a solidarity protest as the Global Day of Action in major capital cities across the world is taking place on 14 February to highlight these human rights concerns. The venue in London for the rally is to be confirmed.

Branch believes:

1. That trade union solidarity extends beyond national borders and includes opposition to state repression and human rights violations.
2. That UCU members have a legitimate interest in expressing solidarity with academics, students, and workers facing repression in Iran.

Branch resolves:

1. To advertise the 14 February protest to members, and to encourage them to attend when the venue and time are advertised.
2. To instruct the Branch Executive Committee to forward a copy of this motion to national UCU representatives, officers and officials, as appropriate.
3. To reaffirm its commitment to international solidarity and academic freedom.
4. To instruct the Branch President to forward a copy of this motion to university management.
5. To email the motion to the Foreign Secretary.

For: 33
Against: 0
Abstain: 3
Motion carried overwhelmingly.

5. Motion for Congress 2026: Exit X

Congress believes that there is no justification for trade unions to continue to use the social media platform ‘X’. Elon Musk has failed to tackle racist, sexist, transphobic and other forms of discriminatory abuse on the platform, and the platform’s AI tool has been used to create and publish harmful, non-consensual sexualised images of women and girls.

Congress resolves:

1. that UCU, at all and every level (national, regional, branch, all committees, etc.), must leave X;
2. to encourage all UCU members to leave X.

For: 30
Against: 0
Abstain: 1
Motion carried overwhelmingly.

6. Sabbatical Provision

Branch expresses its deep concern regarding the operation of the university’s sabbatical policy. It considers the low level of sabbatical provision relative to comparator institutions to be detrimental to the interests of the university and staff. Branch calls on the university to enter negotiations to reach agreement on a revised policy.

For: 22
Against: 0
Abstain: 8
Motion carried overwhelmingly.

Branch held a General Meeting at 12:30-2pm on Tuesday 14th October 2025. The President gave a brief local update, covering matters including our Strategy Day, academic year changes, lecture capture, workload and management culture, and the need to increase membership and stay engaged. We then moved on to the formal business outlined below.

Policies and Procedures

The University is intending to ask the branch to ratify three policies at the forthcoming JJNC meeting on 16th October. Members instructed the branch executive as follows:

• To ratify the University’s proposed new Consultancy Policy: for 37; against 0, abstain 3.
• To ratify the University’s proposed new Overseas Working Policy: for 35, against 0; abstain 3; on the understanding that late amendments discussed with the University are accepted.
• To ratify changes to the University’s Additional Holiday Policy: for 35; against 0; abstain 3; on the condition that the University agrees to enter discussions regarding practices relating to the carryover of annual leave.

Motion: Unite UCU Dispute

Branch notes:

1. The ongoing dispute between UCU management and the Unite UCU branch.
2. That Unite UCU members working from home as part of Action Short of Strike (ASOS) have been threatened with punitive pay deductions.
3. That members of this branch were subject to disproportionate pay deductions for participating in UCU’s 2023 Marking and Assessment Boycott as part of ASOS.

Branch believes:

1. Negotiations between UCU management and Unite UCU should resume immediately, so that the dispute can be resolved as soon as possible.
2. That employers, least of all trade unions, should not make disproportionate or punitive pay deductions from staff participating in industrial action.

Branch resolves:

1. To call on the General Secretary and UCU management to enter negotiations with Unite UCU, without preconditions.
2. To call on the General Secretary and UCU management to stop the threat of punitive pay deductions for taking part in ASOS.
3. To make a donation of £100 to the Unite UCU strike fund, should UCU staff participating in ASOS be subject to disproportionate or punitive pay deductions.

For: 35
Against: 0
Abstain: 3

Motion Carried

AOB: Co-Option to the Executive Committee

Branch voted unanimously in favour of the co-option of Dr Sofia Doyle to the position of Branch Equality Officer. We are pleased to report that this means that all officer positions are now filled for 2025-26.

The University and University and College Union have released the following joint statement:

The University of Southampton and the University and College Union (UCU) have engaged in constructive discussions to address concerns raised by UCU regarding the implementation of the Modernising the Governance project and its impact on employment procedures and academic freedom, and marking and assessment boycott (MAB) related grievances. Both parties are committed to working collaboratively to find mutually acceptable resolutions that uphold the principles of fairness, transparency, and academic excellence within the University.

Key Areas of Proposed Joint Work:

• Academic Freedom: The University and UCU acknowledge the importance of academic freedom. We have jointly reviewed the draft Code of Practice on Freedom of Speech and Academic Freedom and have incorporated a reference to the relevant UNESCO recommendations into 3.1.9 and included a clause in 1.6 regarding the University’s commitment to consult with the Trade Unions on any amendments to the Code. This led the Joint Negotiating Committee (JNC) held on 22 May 2025 to endorse the final draft submitted to Senate for approval. Furthermore, we will examine employment procedures to identify potential enhancements to the protection of academic freedom, including the role of Academic Senators.
• Levels of Authority in Employment Procedures: The University and UCU recognise the importance of ensuring fair and efficient decision-making in employment procedures. We will jointly review the levels of authority for key procedures, including non-confirmation of probation, and redundancy (including the end of a fixed-term contract). The role and principles of independent decision-making in appeal processes will also be a focus of our joint review.
• Council Oversight of Employment Procedures: The University and UCU acknowledge the importance of appropriate oversight of employment procedures. We will work together to ensure that the reporting mechanisms to Council are robust and transparent, including exploring the content and frequency of these reports and the potential for discussion at the Joint Negotiating Committee (JNC).
• Trade Union Advice and Timely Procedures: The University reaffirms its commitment to ensuring employees have sufficient time to access trade union advice during employment procedures. We will jointly document the established practices for escalating concerns regarding delays in obtaining representation. Furthermore, both parties are committed to the timely conclusion of employment procedures and will work together during the implementation review to monitor and identify areas for improvement in procedural timescales.
• Marking and Assessment Boycott (MAB) Grievances: While the University and UCU have maintained their respective positions in relation to the MAB related grievances, both parties have engaged in meaningful and constructive dialogue over the concerns raised by UCU. A Dispute Resolution Procedure was agreed between the University and campus trade unions at the Joint Joint Negotiating Committee (JJNC) meeting on 28 November 2024. Both parties have also agreed to jointly define and map out the distinctions between disputes, individual grievances, and collective grievances as a positive next step to provide a clear way of addressing similar issues moving forward. Following this, we will review Section 1.8 of the University’s Grievance Procedure to ensure clarity and address the handling of individual and collective grievances, including the principle of individual consent for collective processes. Both parties have agreed to keep a separate Collective Grievance Procedure under consideration, with the requirement for such a procedure being determined as part of the ongoing discussions.

Next Steps and Indicative Timeline:

The University proposes the following indicative timeline for addressing the identified concerns:

• June – August 2025: The University will undertake internal work over the summer period to review the identified key areas, develop preliminary proposals, and map out potential solutions based on the discussions held.
• September 2025 (Start of New Academic Year): The University will aim to share these preliminary proposals and mappings with UCU representatives for initial discussion and feedback at the start of the new academic year.
• October – November 2025: Based on the feedback received, the University will refine the proposals and aim to reach mutually agreeable positions with UCU representatives. Draft statements or proposed revisions will be developed and shared for formal agreement.
• Winter 2025/2026 (in parallel with the broader Implementation Review): Final agreed statements and revisions will be prepared for wider communication and, where applicable, integration into University policies and procedures. Importantly, as part of the broader Implementation Review of employment procedures, the University will also engage in discussions with Unite and Unison regarding any proposed changes.
• New Year 2026 Onwards: Any resulting changes to University policies and procedures will then be subject to the appropriate University governance approval processes. We will keep UCU informed of the progress through these governance structures.

We are committed to keeping our respective memberships informed of the progress of this joint work.

Looking Ahead:

Both the University and UCU are committed to a positive and productive working relationship. By addressing these concerns collaboratively, we aim to strengthen the University’s employment practices and uphold the principles of academic freedom for the benefit of all staff and the institution as a whole.

[Statement released 24/7/2025]

Our 2025 Annual General Meeting took place on 19 June, 12:30-2pm, and included reports from the President and several Branch Officers, as well as a talk by guest speaker, Dr Zara Dinnen (QMUL UCU Branch), about the prospect of opening a trade dispute with the Secretary of State for Education. The Branch Executive Committee for 2025-26 was announced, and several decisions were taken, as set out below.

Thank you to everyone who came, and to Laura, our Branch Organiser and Administrator, for organising the meeting.

Branch Executive Committee 2025-26

• President – David Bretherton
• Vice President – Hannah Fair
• Honorary Secretary – Eleanor Jones
• Honorary Treasurer – Mary Morrison
• Communications Officer – Rachel Corbett
• Membership & Campaigns Officer – Claire Le Foll
• Officer for Members of Colour – Shmma Quraishe
• Academic-Related Staff Officer – Thom Bostock
• Pensions Officer – Traute Meyer
• Post-Graduate & SUSU Liaison Officer – Michael Barnard
• Environmental Officer – Vesna Perisic
• Ordinary Member – Patrick McSweeney
• Ordinary Member – Holly-Gale Millette
• NEC South Rep – Denis Nicole

We currently have vacancies on the committee for an Insecure Contracts Staff Officer, Equality Officer, Health & Safety Officer, and two further Ordinary Members – please get in touch if you are interested in taking on one of these roles!

Thank you to outgoing committee members Charlie Ellis, Graham Van Goffrier, Tsvetelina Hristova, John Langley and Becki Nash for their service.

Changes to Local Subscription Rates

Branch discussed a proposal to change local subscription rates from 1 September 2025 to protect the financial position of the branch and to reduce the cost of UCU membership for our lowest-paid members. The proposal was approved, with members voting as set out below. The new rates were confirmed in our Friday email to members of 20 June 2025.

For: 36
Against: 0
Abstain: 4
Proposal carried.

Local Disputes Update

Members were updated on work to resolve our two local disputes. Members were presented with a proposed joint statement (prepared by the University and UCU), and were invited to approve it and to suspend the disputes, so that progress could continue, as set out in the timetable in the joint statement. We voted on the two disputes (and associated sections of the joint statement) separately, as follows:

Do you accept the statement (bullet points 1-4) and wish to suspend the Modernising the Governance dispute?

For: 35
Against: 0
Abstain: 1
Proposal carried.

Do you accept the statement (bullet point 5) and wish to suspend the MAB-related grievances dispute?

For: 27
Against: 0
Abstain: 7
Proposal carried.

Motions Passed

1. Solidarity with Unite Southampton University Branch

Branch notes the ongoing dispute between the University of Southampton and the Unite Southampton University Branch over proposed changes to terms and conditions of staff in Engineering and Infrastructure (part of Estates and Facilities). Branch expresses its solidarity with Unite members, encourages the university to reach a negotiated resolution with Unite, and authorises the Executive Committee to make a payment of up to £300 to the Unite branch’s local strike fund, should their members take industrial action.

For: 35
Against: 0
Abstain: 0
Motion carried unanimously.

2. Donations to Palestinian Causes

Southampton UCU Branch resolves:

1. To donate £300 from branch funds to the Friends of Birzeit University (https://fobzu.org/donate/), and to invite members to consider making a personal donation if they can afford to do so.
2. To donate £300 from branch funds to Medical Aid for Palestinians (MAP) (https://www.map.org.uk/), and to invite members to consider making a personal donation if they can afford to do so.

For: 35
Against: 0
Abstain: 1
Motion carried.

3. Solidarity with Harvard University and other US Universities

Branch regrets that there was insufficient time to debate Congress 2025 motion L4 ‘Condemn Trump’s assault on free speech and academic freedom at Harvard University and other US universities’; it was remitted to the NEC. We believe that, if debated, the motion would have received wide support and call on the NEC to implement its resolutions.

For: 34
Against: 0
Abstain: 2
Motion carried.

4. 2025 HESC Motion HE14 and Secretary of State Dispute

Branch notes:

1. HE14 ‘Trade union dispute with Secretary of State for Education over funding’ overwhelmingly passed at the UCU Higher Education Sector conference.
2. HE14 included a reference to legal advice that shows the viability of a trade dispute with the Secretary of State over the funding of HE.
3. HE14 resolves to open a trade dispute with the Secretary of State for Education over HE funding; to coordinate with other HE unions and students to build wide support for the dispute; and to campaign to build awareness and support for the dispute, highlighting the direct link between sector funding, employment conditions and student experience.

Branch believes:

1. HE14 was successful because it is the result of a long-term, democratic, rank-and-file campaign organised by workers in higher education.
2. In order to make HE14 a reality in the union, rank-and-file members need to continue campaigning.
3. A well-organised dispute at the national level is necessary to challenge the systemic erosion of working conditions across the sector.
4. Collective action from all university unions is required to compel the government to reform the funding model.

Branch resolves:

1. To organise an open general meeting with other campus unions to discuss HE14 and the strategy next term.
2. To contact the local student union and other student groups to discuss the campaign and funding model.
3. To contact the local MP to discuss the dispute, calling on them to raise the issue with the Secretary of State for Education.
4. To contact the local press to discuss the dispute and the impact on the local community of cuts and redundancies.
5. To call on the UCU general secretary to work with other higher education unions to establish a democratic ‘Higher Education Workers Conference’ to plan the next steps in the dispute.
6. To write to HEC to ask for regular updates on opening a trade dispute with the Secretary of State for Education over HE funding.

For: 32
Against: 0
Abstain: 3
Motion carried.

We are UCU, Unite and UNISON local branch lay officers and representatives who support union members at all levels and in all areas of the University of Southampton.

We unequivocally support the rights of trans, non-binary, intersex and gender-nonconforming people, and believe that the best way to protect everyone’s rights is to protect everyone’s rights: an injury to one is an injury to all. We support the right to self-identification, and we support full inclusion in the workplace. We reject the divisive notion that trans rights and women’s rights are in conflict – rather, as is increasingly clear from events in other countries, we rise or fall together. The Supreme Court Judgment in For Women Scotland v The Scottish Ministers (16 April 2025), concerning the definition of ‘sex’ in the Equality Act 2010, reaffirmed trans people’s rights to protection from discrimination and harassment, but also threatens the broader rights, dignity and inclusion of trans, non-binary, intersex and gender-nonconforming people. We are dismayed that the UK Government appears to be prepared to allow this erosion of rights, rather than to legislate to avoid it.

In 2015, ILGA-Europe (the European region of the International Lesbian, Gay, Bisexual, Trans and Intersex Association) ranked the UK 1st in Europe for LGBTQ+ rights, with a score of 86.00%; in the most recent ranking, released 14 May 2025, the UK now stands at 22nd place, with a score of just 45.65%. This steep decline in LGBTQ+ rights in the UK should be a source of great national shame.

For many years, trade unions have been at the forefront of the fight for LGBTQ+ rights in employment and wider society, and we will be advocating within our unions for this to continue and intensify. Further, we call on the senior leadership of the University of Southampton to continue to do as much as possible (within the law, including considering legal action and lobbying for changes to the law) to protect trans, non-binary, intersex and gender-nonconforming staff and students, to limit as far as possible any detrimental action taken to comply with guidance that emerges following the Supreme Court Judgment, to mitigate any negative impacts, and to consult fully with trade unions, the Southampton University Students’ Union, and LGBTQ+ staff and student groups before taking any action. Finally, there should be no changes to provisions or practices until the Equality Act 2010 Statutory Codes of Practice have been updated and approved by Parliament, and full consideration must be given to other key legislation, such as the Workplace (Health, Safety and Welfare) Regulations 1992, the Gender Recognition Act 2004, and the Data Protection Act 2018.

If any union member requires support for these issues, or any other matter, please get in touch with your branch in the usual way.

University of Southampton UCU Branch Executive Committee
Unite Southampton University Branch Committee
UNISON Southampton District Branch, University of Southampton Executive Committee

Our e-consultation on the University’s ‘Transforming the Academic Year’ project opened late on 15 May and closed at 12 noon on 21 May.

The University is considering three options, which members were asked to rank in order of preference:

• Option 1: No changes to the academic year, but workload peaks will be addressed ‘through changes to process, practices, systems and behaviours’.
• Option 2a: 12-week teaching semesters retained, but earlier start to the academic year, shorter Easter ‘break’, and the addition of an intensive marking week for staff/short break for students between Semester 1 and Semester 2.
• Option 2b: Number of Semester 1 and Semester 2 teaching weeks reduced to 11, shorter Easter ‘break’, and the addition of an intensive marking week for staff/short break for students between Semester 1 and Semester 2.

We received 76 responses, which, while low, exceeds the quoracy requirements for branch votes. The results were as follows:

Option 2b is therefore the preferred option of those members that voted, securing an absolute majority of all 1st-preference votes. Option 2a was the least-favoured option, with fewest 1st-preference and most 3rd-preference votes.

Thank you to everyone who took part, and thank you to the Regional Office for organising the vote at short notice.