Overtime policy statement

Overtime Campaign Archive

We launched our overtime campaign in March 2019 after it became clear from our annual pay survey that shockingly high numbers of RBS and NatWest workers were expected to work beyond their contracted hours while not receiving additional pay for that work. In July 2019, we called on the bank to commit to a joint review with Unite on both overtime and the bank’s use of time off in lieu of additional hours worked (TOIL).

The bank acknowledged that overtime and TOIL were being used inconsistently, however, did not agree to a joint review. Instead, without consultation with Unite, they announced a new overtime policy that, in our view, failed to address many of our members’ key concerns and ran the risk of worsening some of them.

This newsletter, first published in March 2020, is our initial response to the new policy.

Unite Statement on the RBS Overtime Policy

The employer has published a new overtime policy which it intends to implement in full from 1st July 2020.

Unite has not agreed this new policy as, in part, it directly cuts across a number of local arrangements between workers and management that have been established over the years, to ensure the efficient operation of the relevant business unit.

Working patterns

Both the employer and the union recognise that there has sometimes been an inconsistent application of the payment of overtime and the way in which TOIL has been calculated in some business areas of the bank. The union has previously highlighted that the bank’s requirement for their staff to be ‘ready for work’ and for employees to ensure that ‘customer needs are met’ are often not accurately reflected, measured or compensated for – unfortunately, this new policy does not meet that requirement.

Unite position

The trade union has been clear with RBS over employees’ hours worked:

  • Overtime for eligible employees is a contractual entitlement; it’s not discretionary or a perk.
  • All time needed to be ‘ready for work’ and to ensure that ‘needs are met’ should be logged and compensated for.
  • TOIL is not mandatory – it’s a voluntary option for the employee to accept if they wish to.

Unite comments

Unite’s survey of members regularly highlights the alarming amount of unpaid and unrecognised hours, RBS employees continue to work. RBS’s new policy does at least attempt to reiterate that additional hours worked should be paid for. Unfortunately, members’ experience of this is mixed at best, with the employer regularly calling on employees to be ‘agile and flexible’, with extra time being worked with minimal notice or prior agreement.

Flexibility should work both ways, but it rarely does

The employer must ensure that no-one works for free and that all additional hours are paid for at the appropriate rate. Where employees choose TOIL, they should be able to take it at a time that suits them as well as the business. If employees have to start work earlier than their shift requires simply to be ready for customers or they work beyond their normal finish time, then this must be reflected as part of their working week. The new policy fails to do this and may result in members’ experiences of unpaid hours worsening.

Where can I get advice on hours of work and overtime?

If Unite members believe they are working additional unpaid hours and have any immediate questions, they should contact their local Unite representative in the first instance.

If further assistance is required, members can contact the Unite RBS information point at

rbsinfo@unitetheunion.org.

Unite Representatives

The union is always seeking members to take on one of the four Unite Representative Roles i.e. Workplace, Union Learning, Safety and Equality. If Unite members are interested in finding out more about becoming a Unite Representative please email rbsinfo@unitetheunion.org.

Unite RBS updates & update your details

If you would like to receive regular updates electronically from the union and have not already advised us, please email from your preferred email address to rbsinfo@unitetheunion.org.

It is also important that members ensure that their membership details are up to date and accurate (e.g. home address, work address, whether you are full time or part time etc.).

If you believe that your membership details are out of date, please also e-mail the above address or alternatively you can contact your local union office or log onto ‘My Unite’ at the website www.unitetheunion.org where you can update your own details.

Not a member?

RBS employees who are not already members of Unite are urged to join the trade union now.

Join Unite’s 1.4 million members and have a voice on your pay and other issues, as well as receiving support, advice and representation. Membership forms can be obtained by emailing rbsinfo@unitetheunion.org plus you can join online at www.unitetheunion.org

Further reading