NEU help and advice pages comprise FAQs and other guidance which address common employment workplace issues and are entirely problem focused. These documents, along with our current top 5 FAQs posed by members, represent the quickest way to get support if you need it.
Other ways to get help
Your first point of contact is your workplace reps - they are best placed to discuss your next steps to dealing with your issue. If you don't know who that is, contact your branch for assistance. Find the contact details here.
You also contact the Employment AdviceLine - however, please be advised that this national service deals with a very high volume of emails and calls and your waiting time for a response may be long.
If you can't find the answer to your question below, speaking to your rep or branch secretary will be the quickest way to answer your query.
Redundancy has unfortunately become a fact of life for education staff in recent years. This guidance is for workplace reps about redundancy and the consultation process that NEU’s FE members whose posts are at risk should expect.
Advice explaining the payments and entitlements you may receive if your post becomes redundant. In any case where redundancy is threatened, specific advice and assistance is available and should be sought from your school/college rep or division/association/branch secretary.
When colleges are going through restructuring members understandably look to their union for support and advice. This guidance is intended to assist NEU college reps in dealing with the issue and ensuring that restructures are carried out fairly and transparently.
This briefing examines the various means by which branches can attempt to secure adequate levels of paid time off for health and safety advisers to perform their various functions and the legal provisions which can be used to support them.
This NEU briefing tells you about the framework of health and safety law - in particular about the legal duties placed on employees, employers and others by the Health and Safety at Work etc Act 1974 and about other sources of health and safety law.
The menopause is an occupational health issue for women educators, as well as being an equality issue. It is important that schools and colleges are suitable workplaces for menopausal women. The purpose of this guide and checklist for reps is to signpost you to advice, and to support you
in improving workplace conditions for menopausal women.
The NEU offers an online staff stress survey as a resource for local officers, reps and safety reps to assist them gather evidence about stress levels within a school and establish the causes and impact of this workplace stress.
In response to requests for assistance with undertaking stress surveys, a system has been developed which enables the NEU to provide an online staff stress survey as a resource for local officers, reps and safety reps.
Details of your statutory rights as an employee in the Further education sector. In some cases your contract will provide you with better terms and conditions and, if this is the case, those better terms and conditions will apply.
Your rights to ask for flexible working, i.e. a change in your terms and conditions relating to the hours you work, the times you work or whether you work at home for all or part of the week. You are encouraged to take informal steps before using the statutory procedure.
Some of the most common issues arising in relation to medical reports prepared by GPs, occupational health physicians and other health professionals on behalf of employers, pension scheme trustees and health insurers.
From time to time, personal relationships may exist or develop between work colleagues. This model policy is designed to help NEU members manage expectations to ensure such situations are dealt with fairly and consistently.
Supply teachers who are in a 'pool' maintained by a LA, those located through the school's own contacts, or part-timers who wish to temporarily increase their hours, are likely to be employees of the school or LA for their period of supply work.
TUPE is shorthand for the Transfer of Undertakings (Protection and Employment) Regulations 2006, a legal framework around which you can involve and engage members to act collectively to protect and advance their rights as they transfer to a new employer.