Posted on: 14 January 2026

Dear ALS Managers,

Collective consultation on transport changes and potential job cuts:

Yesterday, many of you will have received the news that ASDA will begin consultation with GMB about proposed changes to how the transport operation is managed. Following this ASDA have said job cuts may be necessary. I know that this will be concerning news for many of you.

Your union will be doing everything possible to protect jobs and get the best deal possible for our members.

Only GMB members will:

• Be able to feed comments and questions into the collective consultation via your reps

• Receive individual representation if there are one to one meetings you need to attend

• Get support, advice and information

• Receive legal advice if required

GMB are now appointing representatives in depots. From amongst these representatives a total of 7 stewards will be elected to make up the national committee who negotiate with ASDA on pay, hours and holiday. Once our elections are complete, we will update you on the names of your local stewards and national committee members.

Absence Management Changes:

You will no doubt now be aware that changes have been made to the absence management policy, these changes are now available to see on One ASDA. GMB was not involved in negotiating these changes for ALS managers as they do not fall within the scope of your new recognition agreement.

National Agreement Negotiations:

We are still negotiating the national agreement that will govern how negotiations on your pay, hours and holiday will work. Once this agreement is finalised, we will begin our first round of negotiations over your pay claim which was submitted before Christmas.

Thanks again for your continued support.

Nadine Houghton,

GMB National Officer

Posted on: 5 December 2025

Dear GMB members,

It gives me great pleasure to share with you the GMB's first ever pay claim for ALS managers.

Based on our manager members feedback we have reached a claim that addresses some of the most pressing concerns for our manager members.

We will now submit this claim to the company.

It is important you have workplace reps elected who can play a leading role in negotiations. Please ensure you are putting your name forward if you are interested or asking colleagues who you think may do a good job.

The pay claim is attached in full below, but to summarise:

1. An above RPI pay rise
2. A review of the current pay banding and rates of pay within bands
3. Shift premiums in line with hourly paid colleagues
4. Sick pay and absence policy parity with hourly paid colleagues
5. A fair and transparent bonus payment
6. For the award not to be linked with performance management

We will update you on next steps as soon as we are able to.

Thank you to all of you who have played a part in helping us reach this point. This is an important step but it’s essential that more managers now join the union and become active if you want to achieve meaningful and sustainable change.

gmb-pay-claim-for-als-managers-2026.pdf

Many thanks,

Nadine Houghton

National Officer

GMB Private Section

Posted on: 30 October 2025

Dear ALS managers,

WOW - WHAT A RESULT.

Congratulations to all of you who took part in the ballot to secure GMB representation for managers across all ALS depots.

45% of you took the time to return your ballot paper and vote YES for a union voice, meaning the GMB have now secured the legal right to collectively represent you in negotiations on pay, hours and conditions.

We know you will have lots of questions, such as how will you elect your stewards, what will the structure look like, how will negotiations work, etc.

At the moment we are working through all of this, and we will of course need to discuss this with ASDA too. So, for the time being, there may be more questions than answers.

But you've taken the first step and what comes next is in your hands.

The most important thing you can do to build union power is join the GMB. If you want the outcome of this vote to really count, we now need to organise. Join here www.gmb.org.uk/join

Thank you again and we will be back in touch soon with further updates.

Nadine Houghton, GMB National Officer

Posted on: 10 October 2025

Ballot papers are now landing. The ballot is closing on the 24^th October so make sure they are back in the post no later than the 21^st October.

We understand there's a few myths doing the rounds about what will happen if you vote for GMB recognition, so we wanted to clear up some inaccuracies:

Myth 1: If you vote YES for GMB recognition in the ballot you will automatically be joining the GMB.

The Truth: The only way you join the GMB is by completing a form - either a paper copy or online.

Myth 2: Managers union subs will be higher than hourly paid colleagues.

The Truth: GMB has two main subscription rates, one for part time if you work 20 hours or less (£8.57 per month) and full time (£15.18 per month)

Myth 3: ASDA's senior leadership are already listening to you via the NMCV.

The Truth: The only point at which ASDA started engaging meaningfully with your concerns is when it became clear there was going to be a vote on GMB recognition. It is because you have started organising into the GMB that you have won concessions and improvements from the company.

Myth 4: There's only one pot of money for pay.

The Truth: This may be ASDA's position, but it isn't the GMB position. The job of a trade union is to make sure the pot available is big enough for all the members it represents through our negotiations. Even if this is / was the case - you have been unrepresented when it comes to what you are paid, this vote is your chance to change that.

Myth 5: There will be redundancies if you vote for the union.

The Truth: ASDA is facing a challenging period, we don't know what steps it might be forced to take in the future to address this. If job cuts or restructurings were ever on the horizon this would be because there was a business case for it - not because you voted for a trade union. The only way a business can legally make job cuts is if they have a genuine reason to do so. If any of this were to happen (we hope not!) you are better off being represented collectively by a trade union as your employer has a legal duty to consult with your union before changes are made - something we have a great deal of expertise in.

Myth 6: The campaign is only being driven by a few sites.

The Truth: 65% of managers up and down the country signed the petition in support of GMB recognition, every site was represented in this. The reason the campaign has been so successful so far is because it is genuinely a national campaign.

Myth 7: You will be represented by hourly paid stewards.

The Truth: You will elect your own representatives to represent you in disciplinaries and grievances, pay talks, collective consultations and in regards to health and safety matters. The national negotiations will be supported by a national officer and they will be fully trained to carry out their role with paid release from work to do so.

PLEASE ENSURE YOU RETURN YOUR BALLOT PAPER IN TIME AND NO LATER THAN THE 21^ST OCTOBER.

Posted on: 30 September 2025

Dear ALS Managers,

The ballot dates for your crucial vote on GMB recognition have now been confirmed by the CAC.

Your ballot will open on the 8^th October and close on the 24^th October.

WHAT DOES THIS MEAN IN PRACTISE?:

The ballot papers will be sent and returned using first class post meaning they will be dispatched on the 8^th so you should receive them around Friday 10th.

Please ensure they are put back in the post no later than the 21^st October to be received by the 24^th.

WHAT YOU NEED TO DO:

Make sure ASDA have your current home address, if you've moved and not updated your details please do this asap. You can check this on Work Day.

If you do not receive a ballot paper by the 15^th October you can call Joanne Curtis at the CAC on 0330 109 3607 and she can arrange a replacement.

You must return your ballot paper yourself, in the post.

WHY YOU SHOULD VOTE:

At least 40% of all managers in the bargaining unit need to vote and need to vote YES for GMB recognition to be awarded.

If this doesn't happen, we will be unable to apply for recognition for another 3 years, you will, effectively, lose your right to independent trade union recognition.

You will lose the right to negotiate better pay rises, improvements to your terms and conditions and better health and safety.

If 40% of you do not vote and vote YES it will be easier for the company to continue making some of the changes they had previously planned, such as making it easier to discipline you for taking sick leave.

You have achieved so much through this campaign so far - now you have to take the final step to seal the deal.

We have been visiting depots ahead of the ballot, if you have been unable to attend one of the meetings please let your local reps know so we can arrange another visit.

We will also continue to provide updates as we move through the ballot process.

Thanks for all your support so far.

In solidarity,

Nadine Houghton,

GMB National Officer

Posted on: 15 September 2025

Dear ALS Manager,

As we enter the final stages in your campaign to win a union voice at work, I wanted to provide a brief update.

1. Meetings with GMB officials during work time:

GMB officers will soon be coming to your depot to meet you. Every ALS manager is entitled to one hour paid release to meet with a GMB official during the start or end of your shift. GMB officers will be booking these visits directly with your GM's and a poster will be displayed on the union notice board with the date and time for these meetings. Your local hourly paid reps will also be reminding you of the date and time for these meetings.

Please make every effort to attend - this is your chance to meet GMB officials directly, ask questions and understand more about the process.

2. How will the ballot be run?:

It's too early to say.

GMB have asked the CAC to authorise a workplace ballot. We believe it is important that every one of you has the right to participate as fully as possible - we believe a workplace ballot is the best way to achieve this. ASDA have asked for a postal ballot to take place.

The CAC will now decide how the ballot will be held. If the CAC panel can't decide, they may call a hearing to determine for them.

3. What happens next?:

We will begin setting up visits to come and meet with you - watch out for the posters.

We are awaiting the CAC decision on how the ballot will be run - once we have this we will also get a timetable for the ballot. We will advise you on next steps following this.

4. Don't forget what you have achieved so far:

ASDA want you to believe the changes they have introduced since the GMB started campaigning for recognition, including pay rises and shift premium increases, have been achieved because they have suddenly started listening to your concerns. This isn't the case. Managers have been raising these issues for years, but they have fallen on deaf ears. ASDA are listening now because you have made them, by showing your intent to form a union. It is important you keep pushing forward to protect what you have won already and to ensure you win more in the future - that is only possible if you vote for the GMB.

In the meantime if you have any questions, please email nadine.houghton@gmb.org.uk

Thanks for your continued support.

Yours sincerely

NADINE HOUGHTON

GMB National Officer for ASDA

Posted on: 4 August 2025

Dear ALS managers,

I wanted to take this opportunity to confirm what would happen if you vote for GMB recognition.

There's plenty of misinformation out there so let me tell you the facts.

1. You will have your very own negotiating body:

You will elect your own representatives from amongst ALS managers who are GMB members. These representatives receive training from the GMB and are entitled to paid time off to attend training and carry out their union role. Some of these reps will also be responsible for leading on your pay negotiations. ALS managers have an equal seat at the table when it comes to deciding pay and it is your GMB manager reps who sit at the negotiating table to represent you on this.

2. Hourly paid representatives will not negotiate your pay and conditions:

Hourly paid colleagues have their own negotiating body, its called the NJC. This is separate and different to your negotiating body. Only ALS managers who are GMB members and their elected representatives will get to tell the company what your pay priorities are. Hourly paid colleagues and their GMB representatives are not part of this process.

3. You will formulate your own pay claim:

When we say GMB recognition gives you a say on pay - we mean it. Before we even tell the company what your pay priorities are we seek our members views first, using a pay survey. We use the results of this survey to formulate your pay claim - a pay claim is a list of your pay priorities. Your GMB manager representatives and your national officer then present these priorities to the company, this forms the basis of our negotiations with your employer.

4. You get a vote on a pay offer:

Following pay negotiations the company make a pay offer. This offer is put to a vote of ALS managers who are GMB members. Your lead GMB reps usually make a recommendation as to whether you should vote to accept or reject the offer. But it is down to you to decide and the vote is entirely anonymous. If you reject the offer we get back round the table with the company to try to find a way forward. Currently you have no say - you get what you are given.

5. You get a say over your wellbeing, health and safety:

A recognised trade union has legal rights when it comes to your health and safety. ASDA have to

consult with your GMB manager representatives before they make any changes in the workplace that could impact your health and safety. As with pay, these consultations will be with GMB manager representative's, your national officer and no one else.

6. GMB will have sole negotiating rights over your pay and conditions:

Your employer can't simply make changes to things like your sick pay, hours, shifts, pay rates, maternity and paternity pay without negotiating with GMB first.

7. We have a legal right to access certain information:

A recognised trade union has a legal right to information that helps us effectively represent our members - whether that's on pay or health and safety.

As always, please feel free to raise any questions by emailing me directly on nadine.houghton@gmb.org.uk and if you'd like to receive our video and text updates please send your name, depot and job title to Nadine on 07714 239 227.

Yours sincerely

Nadine Houghton

National Officer

Posted on: 1 July 2025

We are really pleased that the government body overseeing the union recognition process has agreed that you should get a say on whether the GMB is able to negotiate directly with ASDA on your behalf, to improve your pay and conditions. We will keep you updated with further news on when and how you will be able to vote but, for now, a big thank you to all of you that signed the petition.

You'll also be aware that ASDA have awarded managers a pay rise and made some improvements to terms and conditions.

ALS managers should be under no doubt that the only reason ASDA have done this is because a majority of you signed the petition in support of GMB recognition and because they know you will now all be given the opportunity to have a vote on whether you want the GMB to negotiate on your pay and conditions.

ASDA have not done this out of the kindness of their heart but to attempt to bribe you not to form your own union.

If you can achieve these improvements simply by signing a petition, imagine what you can achieve if you actually vote for and form your own union.

My ask of you is not to be bought off by these temporary concessions.

GMB welcomes any improvement in your pay and conditions but forming a union is about winning improvements now as well as protecting you for years to come by giving you an equal seat at the table when it comes to determining your pay and conditions.

You and your Manager Colleague Voice reps have been asking ASDA to deliver on some of these changes for years, but they have only started listening to you when you demonstrated you were ready to form a union. Don't be fooled into thinking ASDA will keep making improvements, this is a temporary fix to try to prevent you from voting from the GMB.

We will keep you updated on next steps for the ballot.

Thanks again for your continued support - now let’s push forward to win you the real change you deserve.

Nadine Houghton, GMB National Officer for ASDA.

Posted on: 6 June 2025

Dear ALS Salaried Managers,

I'm really pleased to share with you the results of the CAC's report - which show that you have cleared the first hurdle in your bid for independent union representation at work.

• The amount of GMB members in the proposed bargaining unit is 16.9%
• The amount of managers signing the petition to support recognition is 64.2%

The CAC will look to accept the GMB's application for recognition if the following criteria is met:

• That 10% of workers are members of the union
• A majority of the workers would be likely to favour recognition of the union

We have met those tests. Thank you - and well done.

The findings of the CAC's report now goes to a CAC 'panel' who decide on whether or not to accept the unions application, if they do we will then move forward with arrangements for a vote - to ensure you get to have a say on what representation and voice at work you deserve.

We will keep you updated on next steps but for now thank you for your work in getting this far.

Nadine Houghton,
GMB National Officer

Posted on: 4 June 2025

Dear ASDA Colleagues,

Thank you so much to all of you who have signed the petition calling for the GMB to be the recognised union for ALS salaried managers.

We know, because you've told us, that there are several issues of concern for you currently:

• Absence policy
• Red circling and banding structures
• The appraisal process
• Bonus metrics
• Your total reward package
• Holiday entitlement

These are all issues that, if you vote for the union to be recognised, we would seek to campaign on to improve your role in ASDA.

As previously communicated, the GMB has now started the formal recognition procedure. This is a legal process through a body called the Central Arbitration Committee (the CAC) and the process is now well under way. In a short time, the CAC will tell ASDA and the GMB whether we have enough evidence to proceed to the next step in the legal process.

If you have cleared this first hurdle, GMB will then hold discussions with ASDA about who would or wouldn't be included in any potential negotiating agreement and we would also look to agree time scales for your vote on whether the GMB becomes your recognised union.

The most important part of these next steps is of course your opportunity to vote on whether or not you want the GMB to be your voice at work. We will talk to you more about this once we have further details.

If you have any questions please feel free to email me directly on nadine.houghton@gmb.org.uk

Thank you for your continued support.

Nadine

Nadine Houghton

National Officer

GMB Private Section

Posted on: 20 May 2025

Dear ALS Salaried Managers,

It is extremely disappointing for me to have to write to you today to let you know that, despite GMB's best efforts to work collaboratively with ASDA, your employer appears intent on delaying your attempts to gain union representation at work.

We had hoped that our attempt to work voluntarily with ASDA to secure you a vote and subsequently an agreement for union recognition would move forward positively. Unfortunately, what has actually happened is that ASDA have unnecessarily delayed the GMB making a formal application to the CAC.

To move things forward, I have, today, made your formal recognition application the CAC (the independent government body responsible for overseeing union recognition applications). Unfortunately, this process can be lengthy but at the end of it we hope you will be given a vote and you will finally get to have your say.

That's why it is so disappointing that ASDA have taken this approach - all you are asking for is an opportunity to have your say on how you want to be represented. For you to have a vote and for the outcome of that vote to be respected. These are basic democratic rights and your employer can choose to respect and facilitate this at any point.

I will communicate next steps with you as soon as I can.

I know that things have been difficult; the removal of your bonus, cuts to sick pay and pay rises that you do not believe are reflective of the role you play in the business but please be assured that things are now progressing in your campaign to win union representation.

In solidarity,

Nadine Houghton, GMB National Officer

Posted on: 14 May 2025

First of all - an apology from me for sending out the wrong video update yesterday, this was an old message and we'll get a new one out to you all asap.

In the mean time, read on to find out where we are in the campaign to win union recognition for ALS salaried managers:

It is essential that you are given a say on how you want to be represented at work. Every worker should be able to choose, for themselves, whether collective, independent representation through a trade union is in their best interests. Its clear to us that ALS managers need - and deserve - a collective voice at work, through the GMB.

The majority of ALS managers have now signed a petition to say they want the union to be recognised to negotiate on their pay and conditions. Its important that ASDA now pay attention to this. We hope we are now moving forward with agreeing a process that demonstrates to ASDA the strength of feeling on this issue.

The GMB held our first meeting with ASDA on Monday. It's unfortunate it's taken so long to get round the table, given ASDA received our formal application request in April, however we are genuinely hoping there is now a commitment from the business to let you have your say on union representation.

ASDA have requested, and GMB have agreed that we will try to find a way to give you a vote on union recognition through an informal route. We are happy to work with ASDA to try to achieve this, however we are looking for commitments from them about how this will be organised before we can be sure this is the right way to proceed.

If we can agree an informal process, our hope is that you will be given a fully independent vote, likely through your work email address. This will be completely anonymous and neither ASDA nor GMB will know how any individual has voted.

If we are unable to agree an informal way forward with ASDA we will revert back to the legal route through a government body called the CAC.

I hope to have a further update for you later this week or early next week.

Thanks for your continued support.

In solidarity,

Nadine Houghton, GMB National Officer

Posted on: 16 April 2025

Dear ALS Managers,

Please see below for an update on the campaign to win GMB recognition for ALS managers:

If ASDA decide they do not want to voluntarily recognise the GMB to be the recognised trade union for ALS managers, then the union must embark on a legal process to achieve this.

This is done by making an application to an independent organisation called the Central Arbitration Committee (CAC).

GMB have completed the first step in this process by writing to ASDA to request they reach a voluntary agreement with us.

ASDA have now responded to this initial request to ask that we have these discussions through another independent body called ACAS. ASDA have said that if we can demonstrate we have the support to be the recognised body for ALS managers then they will talk to us about a collective agreement to negotiate on your pay and conditions.

We are, of course, happy to engage constructively in those discussions and provide the evidence that supports our claim.

The evidence we will provide is the petition which has been signed by the majority of ALS managers and our membership records which show the levels of membership we have among managers.

This evidence will all be provided confidentially and will be independently verified - ASDA will not see any names or details.

We then have until the 15^th May to reach an agreement with ASDA. If we do not reach an agreement by this date, we will be in a position to make the next stage of our application to the CAC.

As you can see, this is a lengthy process and I ask that you bear with us. We will keep you updated on progress every step of the way.

The most important thing you can do is identify any of your manager colleagues that have not signed the petition and ask them to do so - and - for as many of you to join the GMB as possible.

It is important we don't take our foot off the pedal and that we continue to build the campaign to show ALS managers support for the GMB to be their recognised trade union.

Thank you for all of your support so far and watch out for further updates.

In solidarity,

Nadine Houghton

GMB National Officer for ASDA

Posted on: 16 April 2025

Dear GMB members in hourly paid roles and ALS salaried managers,

The GMB petition for recognition for salaried managers now has the support of over 50% of ALS managers. This means we are now ready to move ahead with the next stage in the campaign for union recognition for salaried managers.

A huge thank you to all managers that have signed the petition so far and to our GMB hourly paid stewards who have helped make this happen.

ALS managers have sent a clear message to ASDA that you expect effective, independent trade union representation and a collective voice in the workplace.

ASDA had until Friday 11^th April to provide a formal written response to our initial request, after which we can submit an application to an independent body called the CAC.

If the CAC accept our application and agree that we have the evidence required they can then mandate ASDA to allow an independent ballot of the managers to take place. You then get to vote on whether you want the union to represent you collectively in pay talks and in relation to your terms, conditions, hours of work and health and safety.

If you are a manager that has not yet signed, or you have colleagues that have not yet signed, please use the QR code below to get the petition completed.

Thanks again for all your support and hard work.

In solidarity,

Nadine Houghton

GMB National Officer