Motion 4: Flexible Office Attendance Arrangements During Redundancy Situations

MOTION PASSED

Conference Notes:

Conference notes that organisational restructures and redundancy situations can create significant uncertainty, financial pressure and disruption for colleagues and their families.

Conference further notes that many colleagues affected by redundancy may seek redeployment opportunities in alternative locations where vacancies exist, but current site-based attendance requirements can create barriers to redeployment and retention.

Conference Believes:

Conference believes that retaining experienced colleagues within the organisation should be prioritised wherever possible and that greater flexibility during periods of organisational change would support both colleagues and the employer.

• Conference therefore calls upon the union to campaign for:
• Greater flexibility in office attendance requirements for colleagues placed at risk of redundancy.
• A formal redeployment dispensation period of between 12 and 24 months, where colleagues successfully secure roles in alternative contractual locations may continue working from their existing office location, where operationally viable.
• Policies that support redeployment, minimise unnecessary relocation pressures and improve job retention opportunities for affected colleagues.

Conference believes this approach would provide colleagues with greater stability during periods of uncertainty while supporting retention of skills, experience and knowledge within the organisation.

Proposer(s):

Liam Wallace

NEC Supports this Motion

Motion 5: Voluntary Use of Pay in Lieu of Notice (PILON)

MOTION PASSED

Conference Notes:

Conference notes that in redundancy and organisational change situations, employers increasingly apply Pay in Lieu of Notice (PILON) on a mandatory basis.

• Conference recognises that while PILON may suit some colleagues, others would benefit significantly from remaining employed during their notice period through the use of garden leave arrangements.
• Conference believes colleagues should have greater choice and flexibility regarding how their notice period is managed.
• Conference therefore calls upon the union to campaign for:
• Colleagues being given the option to choose between mandatory PILON or serving their notice period on garden leave where operationally appropriate.
• Greater flexibility to support colleagues seeking alternative employment opportunities, retraining or career transition support during notice periods.
• Fair and transparent consultation regarding notice arrangements during redundancy processes.

Conference Believes:

Conference believes providing colleagues with this choice would support wellbeing, reduce financial anxiety and improve opportunities for colleagues to secure future employment.

Proposer(s):

Liam Wallace

NEC Supports this Motion

Motion 6: Introduction of a Representative Code of Conduct

MOTION PASSED

Conference Notes:

• The critical role that Advance Union Representatives play as the informed voice at work for members
• The importance of maintaining professionalism, consistency, and trust in all representative activity
• That members rely on representatives to act in their best interests, providing fair, ethical, and knowledgeable support
• The need to ensure that all representatives clearly understand and commit to the Union’s expectations and values

Conference Believes:

• That all representatives should actively demonstrate Advance Union’s core values: Passionate, Trusting, Knowledgeable, Caring, and Professional
• That a clear and transparent Code of Conduct strengthens confidence in the Union and its representatives
• That consistent standards of behaviour and accountability are essential to delivering high-quality representation
• That representatives must act at all times in the best interests of members and the Union as a whole

Conference Resolves:

• To formally adopt the Advance Union Representative Code of Conduct & Expectations as set out below
• To require that:
• All new representatives formally sign up to the Code of Conduct as part of their appointment
• Existing representatives confirm their commitment to the Code
• Representatives agree to act in the best interests of members and Advance Union at all times
• Add a rule to the member rule book to make it clear that our members expect this of our representatives.
• To ensure that:
• The Code is embedded into training, onboarding, and development for representatives
• Clear processes are in place to support, monitor, and uphold standards
• Breaches of the Code are managed in line with Union governance procedures
• Remit to NEC to review and finalise the code of conduct to be ready to be fully adopted in time for Area and NEC elections in September.

Advance Union – Representative Code of Conduct & Expectations

1. Purpose

This Code of Conduct sets out the standards expected of all Advance Union Representatives and officials. It reflects our commitment to being “your informed voice at work” and delivering professional, ethical, and effective representation for all members.

2. Our Values in Action:

• Every representative must demonstrate Advance Union’s core values in everything they do:
• Passionate – Actively advocate for members, taking ownership and working collaboratively
• Trusting – Act with integrity, honesty, and discretion
• Knowledgeable – Maintain strong understanding of policies and procedures
• Caring – Treat every member with respect and empathy
• Professional – Act ethically, responsibly, and with accountability

3. Expectations of Representatives

3.1 Representation and Advocacy

• Act in the best interests of members, individually and collectively
• Provide fair, unbiased, and consistent representation
• Support constructive engagement with employers
• Promote positive relationships while defending members’ rights

3.2 Professional Behavior

• Demonstrate integrity, honesty, and accountability
• Uphold the Union’s professional reputation
• Avoid unnecessary conflict or reputational harm

3.3 Communication and Engagement

• Communicate clearly, respectfully, and promptly
• Ensure members’ voices are heard and acted upon
• Encourage participation and collaboration

3.4 Confidentiality and Trust

• Maintain strict confidentiality
• Handle sensitive information securely
• Build trust through reliability and transparency

3.5 Knowledge and Development

• Maintain up-to-date knowledge of policies, legislation, and union processes
• Engage in continuous learning and training
• Seek guidance when required

3.6 Supporting Members

• Provide accessible, empathetic, and practical support
• Treat all members fairly and without discrimination
• Explain options clearly and take timely action

3.7 Equality, Inclusion and Respect

• Challenge discrimination and promote equality
• Treat everyone with dignity and respect
• Champion inclusivity in all union activity

3.8 Accountability

• Be accountable for actions and decisions
• Follow union policies and governance
• Accept feedback and strive for improvement

4. Practical Standards

• Representatives are expected to:
• Respond promptly to members
• Prepare for meetings and casework
• Keep accurate records
• Complete relevant training
• Follow agreed processes
• Work collaboratively
• Balance assertiveness with professionalism
• Attend all relevant meetings and events on behalf of your members (or provide apologies)
• Secure appropriate facility time for duties
• Actively gather member feedback and contribute to union activity

5. Breach of Conduct

• Failure to meet these standards may result in:
• Review of responsibilities
• Additional training or support
• Action in line with Union governance, including removal from role or membership where appropriate

6. Commitment

• By signing this Code, representatives commit to upholding Advance Union’s values and acting as a trusted, professional, and effective voice for members at work

Proposer(s):

Keith Hoyland

NEC Supports this Motion

Motion 7: Rule Book Amendments

MOTION PASSED

Conference is asked to approve the following amendments to the Advance Union Rule Book:

1. New Rule 22 – Representative Conduct and Discipline

• Insert new Rule 22:
• Representative Conduct and Discipline
  Where a representative is found to have breached the Rule Book or the Union Code of Conduct, they will be subject to a conduct review process.

This process will normally be chaired by the representative’s NEC representative. Where the individual concerned is an NEC representative, the review will be chaired by an officer appointed by the General Secretary.  They will investigate the claims and decide.

• Outcomes of disciplinary proceedings may include:
• No action
• Informal action
• Formal action
• Removal from representative role
• Removal from union membership
• Any sanction imposed may include a minimum or permanent exclusion period from holding office or membership of the union.
• An appeal can be made to the General Secretary, who will appoint an officer to review the findings and consider the appeal before making a final decision.

2. Amendment to Rule 17 – Legal Support

Add New Rules

17.3 Legal merits assessments and employment legal advice will not be provided unless the member has completed the appropriate internal resolution processes, including any available appeal. Exceptions will only be considered where the Union believes that failure to obtain advice at an earlier stage may risk prejudicing the member’s case in legal proceedings.

17.4 The Union does not participate directly in ACAS conciliation or provide ACAS support representation for members.

3. Amendment to Rule 2.1 – Aims

Amend Rule 2.1 to read:

• 1 To act collectively as a trade union for people employed by companies where the Union has recognition.

4. Amendment to Rule 4.1 – Ordinary Membership

• Amend Rule 4.1 to read:

4.1 Ordinary Membership
All people employed by organisations where the Union has a recognition agreement, and who fall within the bargaining group covered by that agreement, are eligible to be considered for ordinary membership.

Summary

These changes are intended to:

• Strengthen accountability and standards for union representatives
• Clarify access to legal support and processes
• Define the Union’s role in external conciliation
• Ensure membership eligibility aligns with recognised bargaining groups

Proposer(s):

Keith Hoyland

Motion 8: Securing the Future — A Strategy for Union Growth and Diversification

MOTION PASSED

Conference Notes:

The critical changes introduced by the Employment Rights Act 2025, specifically the new statutory rights of access, came into effect in October 2026. This legislation gives independent trade unions a formal right to request physical and digital access to workplaces to recruit, organize, and represent workers.

• The continuing structural contraction and reduction in size of the Bank, our historical core membership base.

Conference Believes:

• Relying solely on a single, shrinking employer poses a fundamental risk to the long-term sustainability, financial health, and status of Advance Union as a going concern.
• To protect the interests of our existing members, preserve our institutional independence, and ensure we remain financially resilient, the Union must proactively plan for the future.
• The incoming legal rights to workplace access represent a historic, unprecedented opportunity for Advance Union to expand its footprint.
• We must leverage our extensive experience in financial services and related sectors to diversify, branch out, and seek new collective bargaining agreements with other employers.

Conference Mandates the General Secretary to:

• Develop a Growth Strategy: Formulate a comprehensive, proactive strategy for membership growth and diversification outside of the core Bank.

Target New Employers: Identify and target alternative employers and sectors where Advance Union can actively recruit and seek new recognition and collective agreements, fully utilizing the new statutory access frameworks.

Report to the NEC: Present this formal growth and diversification strategy to the National Executive Committee (NEC) for review and implementation planning during the second half (H2) of this year.

Proposer(s):

Jim Leonard

NEC Supports this Motion

Motion 9: Collaboration on High Performance and Supporting Member Wellbeing within Santander.

MOTION PASSED

Conference Notes:

The Business Evolution: This Conference recognizes Santander’s focus on a high-performance culture and understands the importance of a commercial lens to ensure the bank’s future growth and competitiveness.

The Workplace Experience: Conference notes, however, that the practical implementation of this strategy has led to increased pressure for many colleagues across the business.

Differing Perspectives: There is a growing concern that “high performance” is occasionally interpreted at a local level as simply achieving more with fewer resources, rather than focusing on efficiency and smarter working practices.

Conference Believes:

• The Impact on Wellbeing: While supporting the bank’s ambition to succeed, the current climate is creating a noticeable strain on the day-to-day well-being and work-life balance of our members.

Sustainable Performance: For a commercial strategy to be truly successful, it must be sustainable. True high performance relies on a supportive environment, clear expectations, and manageable workloads.

• The Value of Clarity: A shared, transparent understanding of the bank’s cultural goals is essential to reduce ambiguity and alleviate the anxiety currently felt by many teams.
• Conference Instructs the National Executive Committee / Union Leadership to:
• Seek Definitive Clarity: Invite Santander senior management to provide a clear and consistent definition of what a “high-performance culture” looks like in practice for everyday roles.
• Promote Balanced Working: Engage in constructive dialogue with the bank to ensure that performance expectations are aligned with realistic resourcing and proper support.

Advocate for Sustainability: Partner with Santander to ensure that the bank’s commercial focus always coexists with a genuine commitment to the health, well-being, and long-term sustainability of the workforce.

Proposer(s):

Bhavin Bharaida

NEC Supports this Motion

Motion 10: Reviewing Overtime Restrictions for Senior and Specialised Roles to Prevent Unpaid Hours

MOTION PASSED

Conference Notes:

The Overtime Restrictions: This Conference notes that certain roles within the bank—particularly senior, specialist, or professional grades—have historically had restrictions or exclusions placed on their eligibility for overtime pay.

Changing Demands: Conference notes with concern that, as workloads and business demands have intensified, members in these restricted roles are increasingly finding it impossible to complete their duties within contracted hours.

• The Unpaid Burden: Consequently, these colleagues are facing growing pressure to work significant, regular additional hours completely unpaid, simply to keep on top of their responsibilities.

Conference Believes:

Fairness Regardless of Grade: While it has traditionally been assumed that higher grades carry a degree of flexibility, the current level of reliance on unpaid extra hours is excessive and unsustainable.

The Wellbeing Impact: Senior and specialist staff are not immune to burnout. Expecting them to routinely donate free labor masks genuine resourcing issues and severely damages their work-life balance.

• Protecting Contractual Boundaries: No matter the seniority or nature of the role, working regular, uncompensated hours is fundamentally not right and leaves these members at a distinct disadvantage.
• Conference Instructs the National Executive Committee / Union Leadership to:
• Challenge the Status Quo: Put these specific concerns directly to Santander leadership, highlighting the unfair burden currently falling on senior and restricted-grade roles.
• Demand Clear Messages: Ask the bank to issue clear communication to business leaders confirming that seniority should not be used as a justification for expecting colleagues to work unpaid hours.

Seek Policy Adjustments: Negotiate an amendment to the current overtime policy framework to ensure these roles are no longer disadvantaged—either by removing the restrictions on overtime pay for hours worked or introducing a guaranteed, robust Time Off in Lieu (TOIL) mechanism.

Proposer(s):

Bhavin Bharaida

NEC Supports this Motion

Motion 11: Clarity on site location for internal job opportunities

MOTION PASSED

Conference Notes:

The majority of S3 and above internal vacancies are advertised as Milton Keynes only; some opportunities do reference other primary sites as a ‘potential’ option. Feedback from members is that the rules are not applied consistently and often roles can be located in any primary site, however, some are strictly MK only, and it isn’t clear from the advert. The impact of this is that people are being discouraged from applying for opportunities and/or discriminated against based on location, with no transparency. i.e., I have heard of situations where different potential candidates have been given different messages regarding location, with more flexibility available for the ‘right’ candidate.

Conference Believes:

• The current model is not fit for purpose in retaining and rewarding talent within the wider organisation outside of Milton Keynes.
• Whilst we recognise the strategic shift to Milton Keynes head office, other primary sites have talent, and most teams currently operate across multiple different locations.
• Internal candidates should be encouraged to apply for opportunities that meet their skills and aspirations.
• A fair, consistent, and transparent framework is essential to drive engagement, development, and long-term retention.

Conference Resolves:

• To formally engage with the Bank to review and improve the internal vacancy location process-
• To seek absolute clarity on location options in all advertised vacancies:
• The default position for all internal roles should be a free choice location of any primary site
• Should a role be required to be in one site only, then this is explicit and the reason why is made clear in the advert

Supporting Statement:

This motion aligns with our commitment to engagement and growth by ensuring colleagues are able to develop their skills, progress their careers, and continue to contribute to the organisation’s success. A stronger, more transparent location framework will support retention, motivation, and a culture that truly values internal progression.

Proposer(s):

Richard Ackroyd

NEC Supports this Motion

Motion 12: Performance Management

MOTION FAILED

Conference Notes:

Conference notes that calls are reviewed when scores are 8/10 or less by managers.  The feedback scenario I strongly disagree with is when they’re unhappy about advice given in relation to a process.  A discussion is then had with the colleague in question and details are recorded on Prosper.

When the outcome of the conversation is that the colleague didn’t do anything on the call to either make the situation worse or didn’t act against hospitality standards regarding the call in general, this is very unfair because the colleague is only relaying information the company has set out in their processes.

Conference Resolves:

Conference resolves that these reviews should be removed so that they don’t impact the average customer survey percentage for colleagues.  If this isn’t possible, then create a system where these reviews can be removed.

Proposer(s):

Liz Watson

NEC does not Support this Motion

Motion 13: Starting Times

MOTION FAILED

Conference Notes:

Conference notes the expectation for colleagues to be ready to start work at their contractual time, and it’s suggested we arrive at work 10-15 minutes before our start time. In addition, dealing with customers could in some cases overrun the end time, which wouldn’t attract overtime unless it exceeds 15 minutes.

Conference Resolves:

Conference resolves that the end-of-day situation is in line with the nature of the role, but the start of the day time should be paid.

• Conference moves to lobby the bank to ensure the time at the start of the day is paid.

Proposer(s):

Liz Watson

NEC does not Support this Motion

Motion 14: Collectively Bargain Pay Outcomes for all Represented Grades

MOTION PASSED

Conference notes:

• That Advance collectively bargains annual pay reviews on behalf of members employed across grades S1 to S5.
• That recent pay settlements have appropriately sought to improve the position of lower-paid colleagues and support progression within the salary ranges applicable to S1 and S2 grades.
• That, over recent years, members within grades S3 to S5 have experienced more limited structured pay progression, with members in grade S5 increasingly reliant upon management discretion rather than collectively negotiated pay outcomes.
• Organisational restructures, role consolidations and redundancy programmes have reduced the number of employees within senior grades whilst increasing the scope, accountability and responsibilities carried by many remaining members.
• That cumulative inflation over the last five years has exceeded 24%, resulting in a significant reduction in the real-terms value and purchasing power of salaries that have not benefited from meaningful pay progression.
• That £1 of purchasing power in 2021 now requires approximately £1.24 to maintain the same standard of living, meaning that members whose salaries have remained broadly static have experienced a substantial erosion in real earnings.

Conference believes:

• The core purpose of collective bargaining is to secure fair, transparent and negotiated outcomes for all represented members.
• That no-represented grade should be excluded from the benefits and protections afforded by collective bargaining.
• That pay review arrangements which rely upon management discretion, rather than negotiated structures, reduce transparency, create inconsistency and weaken confidence in collective bargaining outcomes.
• That recognising differing levels of responsibility, accountability, leadership and business impact across grades is entirely consistent with the principle of fair and structured pay progression.
• That all represented members, regardless of grade, should have access to clear and transparent pay review arrangements negotiated through collective bargaining.
• The emergence of different approaches to pay determination across represented grades risks creating a two-tier experience of union representation, which is not in the best interests of members or the Union.

Conference resolves:

• To reaffirm that Advance should seek collectively negotiated and structured pay outcomes across all represented grades from S1 to S5.
• To oppose pay review arrangements that place any represented grade wholly or predominantly outside the scope of structured collective bargaining.
• To instruct the National Executive Committee to make the achievement of transparent, negotiated and non-discretionary pay review arrangements for all represented grades a core objective of future pay negotiations.
• To seek pay structures that recognise differing levels of responsibility, accountability and role complexity across all grades whilst ensuring that no represented group is excluded from meaningful negotiated pay outcomes.
• To ensure that future pay bargaining explicitly considers the protection of members’ pay against long-term real-terms erosion arising from cumulative inflation.
• To provide members with an annual update on progress made towards securing structured and collectively bargained pay outcomes across all represented grades.

Proposer(s):

Lee Summers

NEC Supports this Motion

Motion 15: Advancing Union Engagement through Community Action, External Congress Activity, and May Day Mobilisation

MOTION PASSED

Conference notes:

• The growing need for trade unions to strengthen their presence and relevance within local communities.
• The importance of collective action, visibility, and solidarity in advancing workers’ rights.
• The role of national and international union bodies in coordinating campaigns that amplify workers’ voices.
• The value of engaging with external congresses, networks, and campaigns, including those focused on LGBTQ+ rights and Diversity, Equity and Inclusion (DEI).

Conference believes:

• That unions are strongest when they are embedded in and actively engaged with the communities they serve.
• That public-facing actions and events play a critical role in building awareness, solidarity, and membership.
• That participation in external congresses and equality-focused initiatives strengthens the union’s commitment to inclusivity and representation.
• That May Day remains a powerful and symbolic opportunity to demonstrate unity across the labour movement.

Conference resolves:

• To encourage all affiliated unions and branches to deepen their engagement with local communities through outreach, partnerships, and participation in community campaigns.
• To support and promote involvement in external congress-related activities, including LGBTQ+ and DEI events, as part of Advance’s wider organising and equality agenda.
• To actively promote and support participation in upcoming May Day activities, including rallies and events coordinated at national and international levels.
• To call on members to register for and attend TUC and ITUC May Day rallies as a key opportunity to demonstrate solidarity, visibility, and collective strength.
• To call on Advance to formally register its participation in TUC and ITUC May Day rallies and actively mobilise members to attend.
• To elect or appoint a nominated contact within Advance Union to coordinate engagement with TUC and ITUC May Day activities, external congress participation, and broader community organising.
• To develop resources and guidance to support branches in mobilising members and increasing participation across these activities.
• Conference further resolves:
• To treat May Day mobilisation and external engagement not as one-off events, but as catalysts for sustained community involvement and organising.
• To report back on participation levels and outcomes, with a view to strengthening future campaigns and ensuring continued progress on equality and inclusion.

Proposer(s):

Sinead Purse

NEC Supports this Motion

EMERGENCY MOTION #1

Motion: Pension Contributions

MOTION PASSED

Conference notes:

This Conference notes that Santander provides a valuable pension scheme, including enhanced employer contributions for employees contributing up to 8%.

Conference further notes that salary sacrifice pension contributions and bonus exchange arrangements generate significant employer National Insurance savings for Santander, currently around 15% of the amount sacrificed. While members benefit from their own National Insurance savings, the employer National Insurance savings generated through these arrangements are not currently shared with employees through additional pension contributions.

Conference believes:

Conference believes that these savings arise directly from members choosing to save more for their retirement and that a fair sharing of the benefits generated by these arrangements would improve retirement outcomes and encourage greater pension saving.

Conference resolves:

This conference therefore, calls on Advance to engage with Santander to seek the payment of employer National Insurance savings generated through pension salary sacrifice contributions above the matched contribution level, and through bonus exchange arrangements, into members’ pension pots as additional employer pension contributions.

Proposer(s):

Cavan Hagan

EMERGENCY MOTION  #2

MOTION PASSED

Motion: Equality of Status and Employment Opportunities Across All Sites

Conference Notes:

1. In some organisations, multiple work sites are classified differently, with certain sites designated as “secondary” or lower status.
2. Such classifications can result in unequal access to employment opportunities, training, and progression.
3. This creates inconsistency in the treatment of staff performing the same or similar roles across different sites.

Conference Believes:

1. That all workers should be treated equally, regardless of their designated site tier.
2. That no site should be regarded as secondary or inferior in regard to training, development, or recruitment opportunities within the organisation.
3. That fair treatment across sites strengthens solidarity, morale, and service delivery.

Conference Resolves:

1. That Advance lobbies Santander so that all sites within the organisation are formally recognised as primary sites.
2. That there should be no classification of “secondary” or inferior sites.
3. That all employees should have equal access to employment opportunities, progression, training, and resources regardless of site.

Proposer(s):

Damien Brown