PRESIDENT’S COLUMN

RMT helpline 0800 376 3706 :: may/june 2026 :: RMTnews 27 The Employment Rights Act present a real, practical opportunity for our union to grow, organise, and strengthen our collective voice. These are not abstract legal tweaks—they are tools that open doors that were previously closed and every member can use them. For years, unions have faced barriers when trying to reach workers directly in their workplaces. That is now changing. The new provisions give unions greater access rights, meaning we can enter workplaces for the purposes of recruitment, organising and retention. In simple terms, we can now have conversations with workers where it matters most—on the job, face to face and in real time. This creates opportunities to grow membership across all grades—rail, road and maritime. We are an all-grades transport union and these changes reinforce that message. Where there are workers, there should be a union and now it will be easier to make that a reality. RMT’s organising department has already identified new areas to tap into. Workers who were previously difficult to reach—whether due to outsourcing, fragmented workplaces, or employer resistance—can now be engaged more directly. That matters because many of those workers face the greatest insecurity, the lowest pay, and the least protection. Not every employer will welcome this and some may resist union access or attempt to delay engagement. But the difference now is that the law is on our side. Where access is unreasonably denied, unions can apply to the Central Arbitration Committee — an independent body that can step in and decide whether access should be granted. If the case is upheld, the employer must comply. That gives us a clear, lawful route to challenge obstruction and ensure workers are not cut off from union support. Growing membership is not just about numbers; it is about strengthening workplace security, dignity and respect. Every new member adds weight to our collective voice. That voice is what secures better pay, safer conditions, and fair treatment. It is also what underpins collective bargaining agreements. Put simply, collective bargaining is when workers negotiate together, through their union, rather than individually. This leads to stronger outcomes—better wages, clearer protections, and enforceable rights. The new legislation makes it easier for unions to reach the critical mass needed to establish and expand these agreements. More members mean more recognition, and more recognition means more power to negotiate. We have already seen what that strength can achieve through our campaigns— whether it is fighting against workplace assaults or standing firm in the campaign to end outsourcing. These are not isolated issues; they are part of a broader struggle for fairness and respect at work. A stronger, larger union is better placed to win those fights. But legislation alone does not build a union—people do. The real opportunity lies with all of us: representatives, activists, and members. The task is simple but powerful—have the conversation. Speak to colleagues. Challenge myths about who can join. Too many workers still believe unions are “not for them.” These changes give us the chance to prove otherwise. This builds directly on the outstanding work already being carried out across our regional councils and branches. Our reps and activists are the backbone of the union. With these new rights, their efforts can go even further and reach more workers, in more workplaces, more effectively. We have fought hard to secure these improvements, now we must make them count. By using these rights, by organising in previously untapped areas and by strengthening collective bargaining, we can extend protection to more workers. Unity is strength. That strength provides protection from unfair treatment, unsafe conditions and from being left to face employers alone. When we stand together, we are not just defending what we have—we are building something stronger for the future. The opportunity is here and it’s up to all of us to take it. George Welch President’s Column ORGANISE AND RECRUIT Mr Morgan outlined his personal experiences with TfL and LUL and how he tested their processes by applying for hundreds of jobs where he both disclosed and didn’t disclose that he had a disability. Overwhelmingly the jobs were available to him when he didn’t disclose a disability, yet only three when he applied as a disabled person. Stef Lić, Hull Rail spoke about the Neurodivergence Project at Network Rail and provided delegates with access to a document that explained the various neurodivergent conditions. Mark Stock of The Deaf Academy gave a well-received talk about the situation that deaf people face when travelling on public transport, particularly trains. He opened by describing “one of the worst days of my life” when a storm cancelled and diverted trains while he was travelling and explained some of the less obvious issues that a deaf person faced in those circumstances. While delegates gave accounts of some of the stations where positive steps had been taken to assist deaf travellers, including using screens that display British Sign Language, Stock pointed out that staff often lack basic training. Lucy Fawkes-Grey, GWR Welfare Officer gave an account of the work that company was doing and the structures that are in place to support staff. She talked about the TRiM system, peer-based trauma risk management originally designed for the UK military in the late 1990s. The system helps prevent people who have experienced trauma from needing further psychological help. Conference concluded with a clear determination to ensure that these member-led priorities remained at the forefront of the union's national agenda.