Posted on:
Dear Member,
Please see link to the CIJC 2026 Pay Award - CIJC Pay Award 2026 Comms.pdf
In solidarity,
Charlotte Brumpton-Childs
National Officer
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Dear GMB Union Member,
Workplace exposure to hazardous substances, particularly fumes, dusts, vapours, mists, and airborne particulates, remains a significant occupational health concern across UK industries. As part of our commitment to safeguarding health, safety, and welfare at work, this Workplace Exposure Register has been created in partnership with our law firm Unionline to ensure that workers have a clear, accessible means of recording and evidencing exposure to potentially harmful airborne contaminants.
This register is designed to complement, not replace, the legal duties placed upon employers. Employers are required to assess, control, monitor, and review employees’ exposure to hazardous substances. However, we recognise that workers themselves are often best placed to identify when exposures occur, especially where controls may be inadequate, inconsistent, or poorly implemented.
In February 2019 the Health and Safety Executive (HSE) reclassified all welding fume, including mild steel, as a Group 1 human carcinogen, with no safe level of exposure. This includes both the visible particulate fume as well as the invisible gases generated during welding operations. Welding fume exposure has been linked to lung cancer, chronic obstructive pulmonary disease (COPD), occupational asthma, metal fume fever, and long-term neurological, renal, and cardiovascular harm. For these reasons, welding fume is given specific emphasis in this register.
Workers across manufacturing, engineering, shipbuilding, construction, fabrication, and maintenance roles are routinely exposed to welding fume, often in challenging real-world environments where ventilation, extraction, and respiratory protection may be inadequate. Documenting these exposures is essential to ensure early intervention, enforce employer compliance, and protect workers’ long‑term health.
The purpose of this Workplace Exposure Register is to:
Provide workers with a formal mechanism to record instances of exposure to hazardous fumes, dusts, and airborne substances, including but not limited to welding fume, metalworking fluids, silica dust, wood dust, solvents, and combustion products.
Create a contemporaneous record that may assist in enforcing workplace safety improvements and ensuring employers meet their statutory duties under COSHH.
Support members in the event of future industrial disease claims handled through Unionline, by preserving evidence of exposure that may otherwise be lost over time.
Strengthen our ability to challenge unsafe work practices and advocate for better engineering controls, extraction systems, health surveillance, and training.
Who Should Use This Register
Anyone who may be exposed to hazardous airborne contaminants - whether regularly or occasionally - is encouraged to complete this register whenever exposure occurs or when controls fail. This includes welders, fabricators, apprentices, maintenance technicians, cleaners, machine operators, labourers, and any worker who may be unintentionally exposed through bystander contamination or poor segregation of workspaces.
Entries in this register will be securely held and may be used by GMB or Unionline to:
https://www.surveymonkey.com/r/PD9HL6M
We urge all members to use this new Register as appropriate.
In solidarity,
Charlotte Brumpton-Childs, Acting National Secretary
Matt Roberts, National Officer
Posted on:
Dear member,
Following a ballot of GMB members working under the CIJC agreement I am pleased to inform you that the following pay award has been accepted:
The above will come into effect from 30th June 2025.
You should be aware that the rates of pay set out in the CIJC WRA are the minimum payable and it is open to employees in workplaces to seek to achieve a higher rate through local campaigning.
In solidarity,
Charlotte Brumpton-Childs
National Officer
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Dear member,
Following several negotiation meetings between the CIJC employers’ and your union representatives, the CIJC have made a full and final pay and conditions offer which is set out below. On the basis that this is an above inflation offer your GMB national officer is recommending this offer is accepted. It is important to note that the CIJC sets the MINIMUM rates and you should talk to your GMB officer should you and your colleagues wish to organise to increase the rate at your specific workplace.
In addition to the above we will establish working groups to discuss:
1. Other Benefits - Pensions, Sick Pay, Holiday Entitlement and Holiday Pay
It was agreed that we would hold exploratory talks on each of these items. These talks will be scheduled to commence in September this year.
It was agreed to examine the differences between our own agreement and the other Agreements within the sector. We would identify opportunities and agree priorities for revision.
2. General Operative Grade and Plant Operator Grading
These issues would be progressed in line with the timetable established above.
3. Modernisation of the Agreement
It was agreed that we would discuss the concept of modernisation. During the negotiations we had briefly explored what “modernisation” meant to both parties and these discussions would continue. During these discussions we will consider Working Rule 13 Highways Maintenance and Working Rule 10 Tunnel Work.
In solidarity,
Charlotte Brumpton-Childs
National Officer
Posted on:
Dear Member,
Following a ballot of GMB members working under the CIJC agreement I am pleased to inform you that the following pay award has been accepted:
In addition to the above we will establish working groups to discuss:
The above will come into effect from 24th June 2024.
You should be aware that the rates of pay set out in the CIJC WRA are the minimum payable and it is open to employees in workplaces to seek to achieve a higher rate through local campaigning.
In solidarity,
Charlotte Brumpton-Child
GMB National Officer
Posted on:
Dear GMB Member,
Following a number of negotiation meetings between the CIJC employers’ and your union representatives, the CIJC have made a full and final pay and conditions offer which is set out below. On the basis that this is an above inflation offer your GMB national officer is recommending this offer is accepted. It is important to note that the CIJC sets the MINIMUM rates and you should talk to your GMB officer should you and your colleagues wish to organise to increase the rate at your specific workplace.
In addition to the above we will establish working groups to discuss:
The ballot will close on 25th April and the results will be announced shortly afterwards.
In Solidarity,
Charlotte Brumpton-Childs
National Officer
Posted on:
Dear GMB Member,
Following a ballot of GMB members working under the CIJC agreement I am pleased to inform you that the following pay award has been accepted:
The above will come into effect from 10th July 2023.
You should be aware that the rates of pay set out in the CIJC WRA are the minimum payable and it is open to employees in workplaces to seek to achieve a higher rate through local campaigning.
In Solidarity,
Charlotte Brumpton-Childs
GMB National Officer
Posted on:
Dear GMB member,
RE: GMB SCAFFOLDING MEMBERS
GMB members working for contractors at DSM Dalry are about to enter their 7th week of strike action over NAECI bonus payments. We were made aware this week of an agency advertising for scaffolders to go work on the site, trying to undermine our strike. We have had the advert removed but wanted to make our scaffolding members aware to make sure you weren't caught out being asked to carry out work in an effort to break the strike! Employers have been told to negotiate an end to the dispute, and we will stand firm until then.
If you want to send a message of support please email dominic.pritchard @gmb.org.uk.
In solidarity
Charlotte Brumpton-Childs
GMB National Officer
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The government have said that construction sites can remain open. GMB are desperately urging government clarification and guidance for how sites should operate to keep construction workers and your family’s safe during this pandemic period.
GMB are clear our position is that all construction workers must be protected.
Suspended Work/Project
Where a project or job is suspended for any reason, employers should pay full pay from day one. If this is not in place then employers must apply the Government Grant Scheme of 80%, regardless of employment status i.e. directly employed fixed term contracts or temporary workers. We also call on all employers to implement the further 20%. There is no excuse for construction workers being laid off without pay or being made redundant!
Essential Build or Maintenance & Repair Work - Your Health and Safety
Where essential build or essential repair and maintenance work is continuing, then employers must work with our GMB reps to agree proper measures to ensure social distancing and safe working. It is more important than ever that employers comply with health and safety laws. There are legal requirements under the Health and Safety at Work Act and the regulations that go with it that cannot be suspended just because of COVID. Sites should follow the Site Operating Procedures from the Construction Leadership Council – see the link below.
See our full guidance on Covid-19
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