Work & Wages

Living Wage Week 2021

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Living Wage Week, November 15th – 21st, saw events every day of the week in Greater Manchester to celebrate the fight for a decent wage for all.

Eamonn O'Brien and John Hacking Living Wage Campaign for GM Poverty Action

Bury Council Leader Eamonn O’Brien with Greater Manchester Living Wage Campaign Coordinator John Hacking

On Monday at the People’s History Museum we learned the new rate for the Real Living Wage (RLW) of £9.90 per hour (outside London). This represents a pay rise for thousands of lower-paid workers in the city region. The event also heard Greater Manchester Mayor Andy Burnham set out the plan to make Greater Manchester the first RLW City Region in the UK (more on that below), with the objective of every worker in Greater Manchester receiving at least the RLW by 2030. There were some great contributions from a wide range of speakers and in particular, a passionate plea to end low pay in the care sector from Danni Dolan, a care worker and Unison member.

At the event Eamonn O’Brien, the Leader of Bury Council, was presented with a plaque to celebrate the local authority becoming a RLW employer.  Bury is the fourth Council in Greater Manchester to take this important step, joining Manchester, Salford and Oldham.

On Tuesday, Wednesday and Friday members of GMPA’s team attended events organised by Salford CVS, pro.manchester and The Mustard Tree respectively. “There’s an intrinsic connection between the happiness of employees and the productivity of a company” said Greater Manchester Local Enterprise Partnership Chair Lou Cordwell at the pro.manchester event, “As employers, we have a massive responsibility to do the right thing.” The room was full of business leaders, some who already pay the RLW and some who planned to, and were there to find out more.

On Thursday November 18th Greater Manchester Poverty Action hosted a policy roundtable event to mark Living Wage Week. The event was attended by a range of policy makers and opinion formers including businesses, VCSE representatives, academia, trade unions and the Living Wage Foundation. The discussion focused on how to build on the RLW work being done in Greater Manchester to tackle in-work poverty, with questions such as: how ambitious can we be? what sectors should we be focussing on? and what else needs to happen in policy terms?

One of the most important elements of the Week was the launch of the Greater Manchester Living Wage City Region Action Plan, which we have been actively involved in shaping over the last year. Greater Manchester is the first city-region officially recognised by the Living Wage Foundation for its ambitious plans to increase take up of the RLW. The aim is to raise the number of accredited RLW Employers from 384 to 650 in three years, with all businesses paying the RLW by 2030.

This is a big step towards GMPA’s objective to boost household incomes and financial resilience across Greater Manchester.


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New deal for workers

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We need a new deal for workers

By Paddy Lillis, General Secretary, Usdaw

The new Real Living Wage rate announced this week reflects the struggles that workers on low pay are facing to afford what they and their families need, amidst a cost-of-living crisis, and cuts to household incomes. In-work poverty is increasingly a reality for workers in low-pay sectors such as retail, but as USDAW General Secretary outlines, a new deal for workers, including a rise in the government’s National Minimum Wage, could immediately improve the lives of so many.

The retail sector is in crisis. The most recent figures show that we are experiencing the longest continuous drop in retail sales since records began in 1996. With Christmas trading just around the corner, the Government needs to urgently deliver a retail recovery plan.

This plan must go beyond supporting business and local government and focus on the people who work in shops, warehouse and distribution settings. This will help businesses recruit and retain staff and at the same time ensure staff are appropriately rewarded for the important work they do. If we want retail to prosper, we need to make sure that retail jobs are good jobs.

For too long retail jobs have been overlooked and considered unimportant, despite the fact that retail is the largest private sector employer in the UK. All too often, retail jobs have been characterised as low paid, insecure employment.

In this context, it is unsurprising that many retail workers are struggling to make ends meet. Usdaw has recently surveyed over 2,500 low paid workers on their experiences of low pay and insecure work. The results of this survey show that:

  • 69% have struggled to pay gas and electricity bills in the last year;
  • Over 1 in 3 have missed or been late with rent/mortgage/council tax payments;
  • In the past 12 months, 71% of respondents have had to rely on unsecured borrowing to pay everyday bills, and two-thirds of these are now struggling with the repayments;
  • Three-quarters reported that financial worries are affecting their mental health.

This is not sustainable, especially when so many retail workers have been at the forefront of our response to the Coronavirus pandemic and kept our country going through challenging times. Now, everyone understands the important role retail workers play.

We need the Government to introduce a new deal for workers, to tackle in-work poverty. Usdaw is calling for:

  • An immediate increase in the National Minimum Wage to at least £10 per hour for all workers;
  • A minimum contract of 16 hours per week for everyone who wants it;
  • A right to a ‘normal hours’ contract;
  • A ban on zero-hours contracts;
  • Improved sick pay;
  • Protection at work, through legislation to protect public facing workers which makes it a specific offence to assault them;
  • A proper social security system and a fundamental overhaul of Universal Credit;
  • A voice at work for all employees, through strengthened trade union rights.

It is time for the Government, employers and the public to recognise that retail workers have been undervalued for too long. They deserve a new deal. The provisions that Usdaw are calling for will lead to a substantial improvement in life experience for millions of workers across the economy and will help tackle the growing scandal of in-work poverty that blights our country.

Usdaw logo for GM Poverty ActionMore information about Usdaw.


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Your Work Your Way

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By Jane Jacoby, Child Poverty Action Group

The number of families affected by in-work poverty is rising. Parents on low pay now need the equivalent of 1.5 earnings to keep their families out of poverty. In families where one parent works, a growing number of the non-working parents identify as being unemployed, yet while seeking work many of these potential second earners face barriers such as childcare, transport, skills and confidence. This important group also tend to be overlooked in Job Centre targets and by most employment support programmes; hard to reach out to and often requiring intensive but flexible support that recognises they may not be able to access many jobs due to family commitments and the challenges of juggling work and childcare with a partner.

In response Child Poverty Action Group are offering practical employment support to couples families in Bury. Your Work Your Way offers a year of in depth, individualised employment support to families who are living on low wages topped up by Universal Credit or Tax Credits. Participants will also have access to specialist welfare rights advice as well as access to a support budget which can be used to assist with work-related costs such as course fees, childcare and transport. Participants are also eligible to apply to Barclays’ Rebuilding Thriving Local Economies Fund which can provide financial assistance to people who have been adversely affected by Covid.

“When I was looking for a job after my child started school, I remember feeling confused about everything – jobs, money, childcare, the impact on family life – after being out of the world of work for a few years. There’s so much to think about! If someone had offered me the opportunity to sign up with a project like Your Work Your Way for tailored support and advice, I’d have jumped at the chance. It’s great to be able to help participants to really understand what it will mean for their family finances, including benefits, if both they and their partners work – so that any changes they make, they can have confidence in.” Dee Lynch – YWYW Welfare Rights Advisor

“We use a solution focused approach to really help participants explore work which is right for them and their families. It is great having time to support participants explore options around jobs, training and volunteering.” Jane Jacoby – YWYW Personal Support Coach

Your Work Your Way are seeing participants in a central Bury office location. They are happy to take referrals or be contacted for a friendly chat. The project is open to men or women who:

  • have a partner who is working
  • have children
  • are receiving Tax Credits or Universal Credit (or are entitled to them but not claiming)
  • live in Bury
Jane Jacoby for GM Poverty Action

Jane Jacoby

Your Work Your Way is funded by Barclays. Bury was selected as a location by Barclays as part of their commitment to Bury through their Thriving Local Economies initiative. Further details can be found here: Your Work, Your Way | CPAG on Bury Directory or on our Facebook page

Jane Jacoby   07985104986


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Employment and Skills Service

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Trafford Housing Trust

Employment and Skills service supports customers seeking training and job opportunities

Trafford Housing Trust (THT) customers seeking employment and training opportunities can find support in the organisation’s Employment and Skills service.

The service is available to all THT residents and members in their household who are unemployed or working less than 16-hours per week and over the age of sixteen.

Working with over 50 organisations, THT customers can gain access to existing employment and training support programmes and find sustainable employment that suits their ambitions.

THT residents can contact the THT specialist Employment and Skills Advisor, who will assess an individual’s employment and skills needs and provide signposting and advice. The service can be accessed for up to six months to navigate between support services and a pathway into employment.

THT residents who contact the specialist Employment and Skills Advisor will work on a personalised action plan outlining links to relevant organisations offering support based on an individual’s needs.

The service also includes goal and ambition setting, assistance sourcing and applying for training, education and job opportunities, CV writing, tips on preparing for an interview and help to navigate a pathway for a career change. Those using the service can also seek help accessing financial support for travel expenses and access to work clothes.

Since launching in late 2020, the service has helped 29% of THT residents using the service start work.  It has also assisted 73% of these residents move closer to employment and 27% have started a course.

THT customers can contact our specialist Employment and Skills Advisor, Nikki Mosley, via email or phone 0300 777 7777.   For more information visit our website.


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Real Living Wage City Region

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Greater Manchester Real Living Wage Campaign Update

By John Hacking, Greater Manchester Living Wage Campaign Co-ordinator.

May 12th was a very significant date for the campaign to make Greater Manchester a Real Living Wage City Region as it saw the first meeting of the City Region Living Wage Action Group chaired by the newly elected Mayor of GM, Andy Burnham.

Greater Manchester Living Wage Campaign (GMLWC) has been working towards the goal of making GM a Real Living Wage City Region for a number of years and the announcement in November 2020 by the  Mayor that it was his intention to make this vision a reality, was a massive step forward for our campaign to see a real improvement in the lives of thousands of low paid workers in our area.

Since the announcement I have (as reported in previous newsletters) been working with partners and stakeholders across GM to create the Living Wage Action Plan which was unveiled on May 12th. The Living Wage Action Plan Group will now work to outline a clear path towards the goal of all employers in the city-region paying the living wage and offering living hours by 2030, as recommended by the Independent Inequalities Commission in its report published earlier this year.

I have been, and will continue, to work on the Plan to ensure that there are ambitious targets and that there is the widest and most diverse possible involvement from all sectors and communities across GM.

The Action Plan Group will be chaired by Lou Cordwell, Chair of the Greater Manchester Local Enterprise Partnership and is made up of businesses, unions, local authorities, civil society, faith groups, social enterprises and voluntary organisations.  The Plan will focus on key sectors of the GM economy: ‘anchor institutions’, including large public sector organisations; local authorities; health and social care; hospitality and leisure; large employers; small and medium enterprises; and the voluntary, community and social enterprise sector.

GMLWC along with GM Citizens will lead on the campaigns sub-group  focussing on using our local networks of Real Living Wage activists and advocates to target employers across GM working with local and national campaigns.

As part of the work to involve a wide and diverse group of people and organisations in the Campaign Subgroup, we will be holding a meeting of the GMLWC group in June. If you are on the database you will receive more information in the next couple of weeks. If you aren’t but want to be then please send your name, organisation (if applicable) and email address to me.

John Hacking GM Living Wage coordinator for GM Poverty Action

Greater Manchester Living Wage Campaign Coordinator John Hacking

In addition to this, we continue to work with partners across GM on a range of local campaigns. One of the activities we promote, and support, is to encourage more local authorities to become Real Living Wage Employers. As reported previously Bury Council recently made a commitment to become a Real Living Wage Employer. In the latest in our series of podcasts we spoke to Councillor Eamonn O’Brien, Leader of Bury Council about a range of issues related to the fight against poverty and in particular the plans to make Bury Council the 4th local authority in GM to become a Living Wage Employer. You can listen the podcast on our website here

John Hacking, Greater Manchester Living Wage Campaign Co-ordinator
Twitter: @GMlivingwage     Facebook:

The Greater Manchester Living Wage Campaign is a Greater Manchester Poverty Action programme.


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GM Living Wage Campaign update

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As Greater Manchester (GM) emerges from the lockdown, we will need to work to make sure the coming recession doesn’t mean a race to the bottom for workers in GM.  We need to work together to ensure that we deliver the ‘Better’ in the #BuildBackBetter strategy and build back in a way that protects and improves the conditions and pay of our lowest paid workers. We need to support the key workers who have supported us all through this crisis and campaign to make sure that at the very least, they are paid the Real Living Wage. We need to ensure that we do not retreat in terms of numbers of already accredited Living Wage Employers and that we seek to protect the most vulnerable workers in those sectors that have traditionally paid people low wages.

What does this mean for the campaign for decent work for all workers in GM in general, and the campaign for a Real Living Wage in particular? These themes were discussed at a webinar on July 8th organised by the GM Living Wage Campaign on the topic of decent work, the Real Living Wage and the post lockdown GM economy.  Follow this link to see discussion and hear from our panel made up of Jenny Martin from Unison NW, Amy Rothwell from Boo Consulting and Graham Whitham from GMPA.  We were also joined in the discussion by Greater Manchester Mayor Andy Burnham.

Following on from the webinar, we are continuing the discussion and debate and in the coming weeks we will be publishing a series of podcasts of our conversations with people involved in these key issues. The first of this series of three is a discussion I had with Andy Burnham, where we covered a range of topics that will be interest to those supporting the living wage campaign in GM but also to a much wider audience.

Best Wishes and Stay Safe.

GM Living Wage Campaign Coordinator
John Hacking

Twitter : @GMlivingwage  Facebook:

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Decent Work and The Real Living Wage Post Covid

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By John Hacking

Greater Manchester (GM) went into the Covid-19 crisis as one of the fastest growing economies in the UK and will most likely come out of it in recession.

What does this mean for the campaign for decent work for all workers in GM in general, and the campaign for a Real Living Wage in particular?

It is likely that the economic impact on the GM economy will not be uniform across sectors.

The health and care sector in particular will continue to have a huge focus placed on it and there is clearly an increased sense of social solidarity and support for key workers in this sector and others such as transport and  local municipal services across the wider population. This will provide opportunities to protect the progress that has been made in tackling low pay amongst these workers and to press for improved job quality and pay.

There are, however, other sectors where low pay has traditionally been a problem in Greater Manchester.

Businesses in the ‘foundational economy’ and  particularly those in retail and hospitality will be very adversely affected, with knock on consequences for their employees, most of whom are unlikely to have earned the Real Living Wage even before the Covid-19 crisis. This will not be uniform across the conurbation, as areas that have a larger number of workers in these types of businesses will be more heavily affected.

The response that we make as the Greater Manchester Poverty Action and as the GM Living Wage Campaign will be affected by these changing circumstances. We will need to work with our partners in the Trade Unions, the Local Authorities and other public sector bodies and the Voluntary, Community and Social Enterprise sector to ensure that ‘we hold what we have’ in terms of gains made in the past. In addition, we will need to find ways of working together to ensure that we meet the challenges ahead with a well-formed strategy and a sense of common purpose and energy.

GM Mayor Andy Burnham has said that government support for business should be linked to the introduction of better employment standards, including a Real Living Wage. ThisBuild Back Better approach is one that needs to shape the economic response across GM and nationally.

The timing and nature of the emergence from the crisis is unknown. The full scale and nature of the economic impact is unknown. The toll on wellbeing and mental health conditions of workers is unknown.

Even given all these unknowns we should start to think and plan for the challenges and opportunities ahead for our campaign and the aspirations of our partners and supporters.

With this in mind GM Living Wage Campaign will be holding a 1 hour online Think Session at 2pm on Wednesday May 13th, 2020. The session will be informal and will focus on thoughts and ideas for the post Covid-19 period both short and long term. If you want to take part please contact me

John Hacking GM Living Wage coordinator for GM Poverty Action

Best Wishes and Stay Safe.

John Hacking,
Greater Manchester Living Wage Campaign Coordinator


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Poverty, Destitution and Exploitation

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Understanding the vulnerabilities of people homeless and rough sleeping to modern slavery


Exploitation is an under-reported but inextricable aspect of poverty. Traffickers are professionals at turning vulnerable peoples’ desires for a better life into profit through the most vicious kinds of exploitation. While other elements of extreme poverty have been studied in great detail in the UK and around the world, the links between chronic poverty and exploitation are less well understood.

In the media and in public conversation, trafficking and exploitation are often portrayed as crimes that mostly effect people from outside the UK. Whether recent arrests of the Czech sex trafficking ring in Levenshume and Gorton or the tragedy of the 39 Vietnamese nationals found dead in the back of a Lorry in Essex. What is often missing from the reporting is that in the UK, there are three times more minors exploited from the UK than any other nationality and UK adults are the 4th most frequently exploited demographic. Vulnerability to exploitation does not depend on the country you live in, but on the leverage traffickers can use to control and manipulate people for a profit. With the UK’s social safety net stripped in the wake of austerity since 2010, 14 million people living below the poverty line and 1.5 million destitute across the country, the number of people vulnerable to exploitation is huge.

One of the most vulnerable groups in the UK are people who are homeless or rough sleeping. Despite decreases in the numbers of people with no place of safety in Greater Manchester following the concentrated efforts of housing schemes like A Bed Every Night, the problem remains significant and the number of people who are vulnerable to exploitation remains high. Previous research has demonstrated links between homelessness, rough sleeping and a vulnerability to trafficking and exploitation. The Passage in London 2017 report found that 64% of homelessness organisations have encountered modern slavery. The Modern Slavery Helpline reports that 276 cases connect modern slavery to homelessness. In addition, the links between rough sleeping and a vulnerability to trafficking have been illustrated in numerous case studies.

Specifically, Human Trafficking Foundation and Greater Manchester Combined Authority identified attributes which increase rough sleepers’ vulnerability including:

•  A history of mental health issues
•  Alcohol and drug dependency needs
•  Former asylum seeker status
•  Having no recourse to public funds

Between January and March 2019, STOP THE TRAFFIK circulated a survey aiming to understand the experiences of being targeted for exploitation from people who were rough sleeping, homeless, or accessing homeless services across Greater Manchester. Extensive findings from the survey are presented in a full report.

The survey revealed that out of the 180 respondents:
•  29% had experienced being offered food, accommodation, drugs or alcohol in return for work
•  32% had witnessed or heard of it happening to someone else
•  21% had concerns over how safe or genuine these offers were
•  22% had warned someone, or been warned, not to take job offers from particular people or groups
•  17% had known someone go missing after taking up an offer of work
•  24% had not been paid wages that were promised to them after doing work

The report also includes quotes which viscerally characterise the exploitation taking place in the region every day:

“[People offer food, accommodation, drugs or alcohol to me] all the time – everyone who is rough sleeping gets asked to sex work or prostitute themselves”

“[I was] bullied… for not shoplifting. My feet was burnt down and I was thrown in the canal”

Tom Madden Stop the Traffik for GM Poverty Action

Tom Madden, Community Data Analyst for STOP THE TRAFFIK

Having demonstrated the existence of the problem, STOP THE TRAFFIK and GMCA are collaborating on a second stage of the research and a multi-agency response to the issue. We will build a network of organisations working to support homeless and rough sleeping people across Greater Manchester and collate their understandings of the exploitation occurring in the communities that they support. We will then disseminate this shared learning, through training, awareness campaigns and literature to transform Greater Manchester’s understanding and preventative strategy towards the exploitation to some of the most vulnerable people in our communities.

If you would like any more information about the report or would like to get involved in the upcoming preventative projects combatting exploitation in Greater Manchester, please get in touch by email.

More information about STOP THE TRAFFIK


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UC & in-work conditionality

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Universal Credit and In-Work Conditionality – the employers view

by Katy Jones, Centre for Decent Work and Productivity, Manchester Metropolitan University Business School

Universal Credit – the new working age benefit for people who are unemployed or on a low income – potentially involves the introduction of “in-work conditionality” (IWC), placing responsibilities on individual claimants to increase their earnings (e.g. through increasing their hours/earnings in their current place of work or by taking up additional or alternative jobs elsewhere). These expectations may be backed up by support (e.g. through advice from Jobcentre staff), but also by benefit sanctions if individuals do not comply with mandatory work-related requirements.

Whist additional support for low-income workers is welcome, the extension of IWC (and sanctions) to those in work is controversial. Research focusing on claimant experiences has raised questions about the extent to which IWC results in meaningful in-work progression, and has uncovered the counterproductive consequences of a sanctions-based approach focused on requirements to apply for a high volume of jobs. Furthermore, employers are key to outcomes arising from such policies, but they have been largely absent from policy discussions. Our project (briefing note and full report), supported by PIN, begins to fill this gap, through consulting with 12 businesses operating in Greater Manchester.

The employers sampled offered a range of roles and contract types – some offered mainly full-time positions, others offered mainly part-time roles but required staff to take on additional work as required, some employed staff on zero hours contracts. Regarding expectations for employees to progress within their firm, employers said that this was something they would consider, however that the capacity for this varied, and weak consumer demand could make offering more hours difficult. Ultimately, their ‘bottom line’ would have more sway over expectations placed on staff, and there was widespread reluctance to increase wages due to perception that this would impact negatively on profits. Furthermore, employing staff on a part-time, flexible basis was central to existing business models:

We wouldn’t want to have every single person on a full-time contract. We’d still need some flexibility to
fluctuate with the demands of business levels”
(Employer 11, hotel)

Employers felt that the impact of IWC would depend on a range of factors including business needs, worker responses, and the approach taken (i.e. whether a supportive/sanctions-based approach, and the nature of support). There was a concern that IWC may be a hindrance to workforce flexibility and that it might adversely impact on staff motivation and well-being:

“[It’s] simple, happy team, happy guests…If we have a team who’s burdened with all these headaches,
then of course that’s going to impact on our quality, productivity”
(Employer 5, hotel)

Katy Jones MMU for GM Poverty Action

Katy Jones

Employers also felt IWC could increase recruitment costs for businesses – not only due to increased turnover, but also if more applications were made by others subject to it. Interviewees complained about the high costs associated with dealing with a high volume of applications, which they felt in part resulted from the existing emphasis of Jobcentres on requiring jobseekers to focus on the quantity, rather the quality of applications and job fit.

In addition, some employers felt that policymakers should focus more on employer practices, rather than solely on claimants. Supporting employers to be better businesses was felt to be more likely to have a positive impact on both individual progression opportunities and firm performance:

It would be probably more beneficial for the government to help employers become better employers, and to make the workplace a more positive environment than it is to push employees to get more jobs” (Employer 10, soft play centre)

Our project has highlighted a number of important issues which policymakers should consider as their ‘in-work offer’ is developed. Importantly, a ‘work first, then work more’ approach, focused on placing conditions on individual workers fails to consider long-standing issues of poor work quality and management practices, and appears to be at odds with the nature of the UK labour market, and broader policy agendas focused on improving productivity and work quality.

More information about the Centre for Decent Work and Productivity


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Working conditions in Manchester’s textile manufacturing sector

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by Lucy Brill

In 2017, the international women workers’ organisation, Homeworkers’ Worldwide (HWW), more used to mapping the garment industry in countries as far away as India, Chile and China, completed a scoping study on working conditions within the textile and garment manufacturing sector within Greater Manchester (GM). Our report is available on the Homeworkers Worldwide website here.

Our outreach project contacted over sixty local organisations, collating anecdotal information about workers in the sector, which eventually led to interviews with two retailers, six manufacturers and five workers. We also built up a database of information about over a hundred companies within GM.

Initial interviews found evidence that confirmed that the low wage rates (around £4/hour) and double accounting systems found by Professor Hammer in Leicester in 2015 were also present in some factories in Greater Manchester:

They give us payslips but they only show 16 hours/week, at £7.50/hour, whereas in fact we’re doing many more hours than that .. usually we do 30 hours/week… and we’re paid around £500/month.

Small manufacturers also highlighted the challenges they faced, due to large retailers’ unfair purchasing practices, which included driving down prices to levels where it was impossible for them to pay their workers properly and leaving invoices unpaid for several months at a time.

In Bangladesh or China you have to pay 30% in advance, and then pay everything to release the goods … whereas here the law is so weak, they all expect 60 or 90 day terms ..

the retailers are very dishonest ..  they’re all billionaires, yet they won’t pay invoices for months ..

E-tailer X .. is really hard to work with, constantly driving down the prices ..

This was intended to be an initial study, that we hoped would lead to a larger action research project. Unfortunately  we were not able to extend the scoping study so it is not possible to say how prevalent these issues are within the UK industry.

The report highlights the importance of further research to enable workers voices to be heard in the debate to improve working conditions within UK manufacturing, and concludes with some provisional policy recommendations.

These include the importance of accessible employment rights advice backed up by effective enforcement services that operate independently of immigration controls, to support workers who take action to claim those rights. Large retailers particularly those who value the flexibility and fast turnaround that local manufacturers can provide, need to recognise their responsibilities, and support their much smaller UK based suppliers to provide decent working conditions for workers making and packing their clothes now, and also to invest in a sustainable future for the UK industry.

Small suppliers need retailers to help them manage the risks involved in the fashion business, so they do not pass these onto their workers. Employers highlighted issues such as prompt payment terms, as well as larger or more consistent orders, which would reduce their overheads and enable them to improve working conditions within their factories. National government should also consider introducing joint liability for the most serious labour rights abuses, to hold the often much larger retailers accountable for working conditions in their supply chains

Homeworkers world wide article Lucy Brill photo for GM Poverty ActionHWW would be very keen to collaborate with others to find ways to extend this work, as was originally planned when we started on the work in 2017. Please contact Lucy Brill if you have any proposals to take this forward.


Lucy Brill
Homeworkers Worldwide Co-ordinator


i3oz9sWorking conditions in Manchester’s textile manufacturing sector
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