7th January 2025

Note you will need to put in details such as your name and address. You can find out what is needed, who your MP is and send your letter via ‘They Work for You’: https://www.theyworkforyou.com/mp/

Dear [MP’s Name],

Subject: Concerns Regarding Coventry University’s Proposed Redundancies and Fire and Rehire Practices

I am writing to express my deep concern about Coventry University’s recent proposal to implement a ‘fire and rehire’ policy for its academic teaching staff. This action sets a dangerous precedent that could have long-term consequences for the quality of education in Britain, particularly if, as is likely, other universities follow Coventry University’s lead.

The University has proposed that academic teaching staff be moved to a subsidiary, which is simply a company set up to put staff on contracts with significantly worse terms and conditions. Initially 340 academics will be issued with redundancies and they will be invited to compete for a smaller number of inferior jobs in the subsidiary. Over a third will become unemployed. No voluntary redundancy package is being offered. It is expected that this is just the start of a major compulsory redundancy program alongside the mass transfer of academic teaching staff at Coventry University into the subsidiary.

Compared to the University the subsidiary company, PeoplesFuture Limited, has longer working hours, an increased teaching load, fewer days of annual leave, a less favourable company sick pay scheme and an inferior pension scheme, which involves the removal of academic staff from the Teachers’ Pension Scheme (TPS). This is a direct violation of the post-92 agreement, which guarantees that all academic staff in post-92 universities have access to the TPS. This agreement was designed to protect staff welfare, support recruitment, and maintain standards across the sector. It is alarming to see Coventry University circumventing these principles.

This fire and rehire of academic staff has far-reaching consequences, not just for affected staff, whose morale is at rock bottom, but also for students. Coventry University serves a diverse cohort, including many disadvantaged and first-generation students. By undermining staff terms and conditions, the quality of education, student outcomes, and opportunities for social mobility will inevitably suffer, disproportionately affecting students from underprivileged backgrounds.

Despite the financial strain cited as the rationale for these changes, senior leaders appear to continue to receive substantial bonuses, further eroding staff and public trust in the institution’s priorities. Note that the top management have created a subsidiary for themselves, so that these managers are employed in part by the University and in part by the subsidiary, but we have no financial information on what benefits managers accrue for their role in the subsidiaries. What we do know is that  John Latham, the VC, was awarded 312K salary + 80K bonus by the University according to the BBC in 2022/23, the year the University announced it had missed its financial targets by 100 million.  We also know that managers salaries and bonuses exceeded £4 million according to the latest University financial report.

Could you please:

1. Raise this issue with the Secretary of State for Education to seek clarification on Coventry University’s compliance with national agreements including the Teachers’ Pension Scheme.
2. Question the fairness and legality of these actions in Parliament, particularly given the government’s commitment to levelling up opportunities for disadvantaged groups.
3. Call for a review of financial management practices within Coventry University and its subsidiaries and in the higher education sector more generally, to ensure that institutions practices are transparent and prioritise education over executive bonuses.

Universities play a vital role in driving equality and innovation, but this can only be achieved if they value their staff and adhere to agreed standards. Coventry University is introducing this proposal prior to the passage and implementation of the Employment Rights Bill, presumably to circumvent the Government’s commitment to workers’ rights and enhanced job security, as proposed in the bill.

I would appreciate your urgent attention to this matter and would welcome a response detailing how you intend to address these concerns.

Thank you for your time and consideration. I look forward to your reply.

Yours sincerely,

[Your Name]

[Your Email Address]

[Your Phone Number]

[Your Address]