Blog

We are writing to provide an urgent update on the ongoing dispute at the ITF and to request your solidarity with respect to a rushed and deeply damaging restructuring process.

Impact of Restructure on All ITF Regions 

ITF management is proposing to cut approximately 25% of the staff based in London this year. However, the restructuring process is not confined to the head office. This is a global process currently underway in Asia Pacific and planned for all other regions over the next year and half. Staff across all regions face the risk of losing their jobs during this process. 

The scale of these changes threatens to severely undermine the organisation’s ability to deliver on the ambitious work program agreed at Congress in October 2024.

ITF staff on non-standard contracts are often the most vulnerable. These workers are being excluded from consultations, and at times given no information about their situations, despite the fact many have worked for the ITF for years doing the same work as permanent staff. 

ITF management has said that the total number of regional staff will not be cut, but has not given any assurances to existing staff that there will be a place for them in the revised structure with completely new roles. Like their colleagues in London, Asia Pacific staff have been put at risk of redundancy, have been given only vague information about new roles and the process to apply for them, and are struggling to make decisions about their futures. Regional staff have not been afforded any opportunity for collective negotiation over their terms and conditions, contrary to the ITF Constitution.   

Moreover, while ITF management has said that regional offices will be strengthened with an infusion of new resources, they have not explained where these resources will come from. Staff in London have been told that any cost savings must be used to address the financial deficit. Work across the entire ITF is already suffering due to the chaos caused by the restructure, and will likely be further impacted due to the significant loss of institutional knowledge that comes with high staff turnover in a short period of time.  

Historic Strike Vote by ITF Staff 

On 2 July 2025, in response to the proposed changes, ITF staff in London voted overwhelmingly to take industrial action. This marks the first time in ITF’s history that staff have delivered a strike mandate. The turnout was 89% of staff with 89% voting in favour of striking and 90% in favour of an overtime ban and working-to-rule. These results demonstrate the strength of feeling among staff and their commitment to defend their jobs, their colleagues, and the critical work of the ITF.

In line with this democratic mandate, London-contracted staff will undertake strike action on Tuesday 22 July and Tuesday 29 July 2025. In addition, a continuous overtime ban and work to rule will commence from Thursday 17 July 2025. Further industrial action dates will be announced if there is no progress in negotiations with management.

ITF Staff Union Proposal 

Unite, which is the recognised union for ITF staff, made a formal request for an extension to the consultation period – from 55 to 90 days – to allow time for genuine engagement and the development of viable alternatives. This request is foundational to a set of other staff priorities in this process, including disclosure of the financial information which is being used to justify such severe cuts and to which the union is entitled under UK law.

We of course acknowledge that the ITF has identified financial challenges and that the Executive Board (EB) approved a mandate in April 2025 to find cost savings. We would like to be part of the process of finding solutions. That is why we repeatedly asked for the opportunity to engage with the EB’s Financial Sustainability Group.

The current proposals from ITF management are destructive and incredibly uneven, with male-dominated management roles being given immunity from the cuts. This is despite the ITF’s returns showing total compensation for management increasing at twice the rate of non-management from 2021 to 2024. Conversely, the proposals would result in downgrading of pay and work intensification in roles where there is a higher concentration of women, among other concerns with the magnification of existing inequalities.  

Failure to Follow Due Process 

ITF management have not adhered to our internal policy on restructuring or the dispute mechanism outlined in our Collective Bargaining Agreement. Our formal complaints have not been given a hearing in line with our internal policies. To date, management have only made themselves available for a single day with the UK government’s ACAS mediation service.

It is also important to note that all 15 current and former union representatives who fall within the scope of the restructure have been put at risk of redundancy. This raises serious concerns about anti-union conduct which must also be addressed, if a constructive and collaborative solution to these challenges is to be found.

Request for Your Support

At this crucial moment we are asking all affiliates to stand with ITF staff. Please do not cross our picket line. ITF staff work tirelessly to support transport workers all over the world. Our work is global, so too is our picket line. Refusing to engage with events or meetings organised by ITF management during this period, and to make work requests of ITF staff, is a vital expression of solidarity. 

We ask you to write directly to the ITF General Secretary to urge him to:

• Reconsider the refusal to extend the consultation period

• Provide the financial information requested by staff and their union to enable informed negotiations

• Ensure that any proposed changes do not magnify existing inequalities for protected groups such as women

• Commit to a genuinely collaborative and transparent process going forward

We urge you to raise your voice now in unity with staff to protect the critical work of the ITF. There is still time to reach a fair and sustainable resolution that preserves jobs, respects staff voices and enables the ITF to fulfil its mission. But this will not happen without your engagement.

Further information available here: www.itfstaffunion.org

The ITF Staff Union has filed a further complaint alleging that ITF managemet has failed to respect the law and our internal policies on the duty to conduct genuine consultation.

The ITF has a legal obligation to undertake consultation with staff in relation to the mass redundancy and organisation-wide restructuring process initiated on 2 June 2025.

As per ACAS, an employer proposing redundancies of this scale “should hold a genuine and meaningful consultation”. For a consultation to be genuine and meaningful, the employer must seriously consider the ideas of those consulted and try to come to an agreement. Crucially, the consultation must be at a point when proposals are at a formative stage, when the employer is open to ideas and when it can substantially influence the outcome.

The ITF also has an internal policy on restructuring and is party to a Collective Bargaining Agreement with Unite, including for the purposes of negotiation on any changes to terms and conditions of employment. The restructuring policy outlines a clear set of steps that must be followed sequentially.

These obligations and policies have not been respected. Since its inception the rushed “change process” has been marked by chaos, uncertainty, contradictory information, omissions, and a lack of clear planning or strategic thinking. There is a strong sense that ITF leadership started this process with a clear end goal in mind.

The union has conducted a survey of our members to gauge their views on this process. We have come to the close of scheduled team consultations, which were meant to provide greater clarity to staff, and the eve of the deadline for “voluntary redundancy” applications, which was extended with the expectation that staff would be provided with all the information they needed by this point to make an informed decision about their future. 

A majority of unionised workers participated in the survey. Data from respondents is clear: staff have no confidence that genuine consultation has taken place.

Question 1: Have you been provided clear information about how the change process will impact your employment?

• Yes: 22.4%
• No: 77.6%

Question 2: If you have attended a team consultation session, have you been provided with a clear rationale for the specific changes to your team?

• Yes: 7.8%
• No: 92.2%

Question 3: Have you received satisfactory answers to all of your questions?

• Yes: 1.8%
• No: 98.2%

Question 4: Have you been provided all the information you need to make an informed decision about your future at the ITF?

• Yes: 5.2%
• No: 94.8%

Question 5: Have you been provided with sufficient time to make an informed decision about your future at the ITF?

• Yes: 8.8%
• No: 91.2%

Question 6: Have you been provided all the information you need to suggest alternative proposals that would allow the ITF to avoid compulsory redundancies?

• Yes: 5.2%
• No: 94.8%

Question 7: Do you feel that your alternative proposals would be implemented if sound?

• Yes: 10.5%
• No: 89.5%

Question 8: Is the change process negatively impacting your mental or physical health and/or your ability to do your work effectively?

• Yes: 91.4%
• No: 8.6%

We submitted a formal complaint today regarding the disproportionate targeting of union representatives for staff cuts, in accordance with our Collective Bargaining Agreement and internal Supporting Change policy.

A brief summary of our complaint follows:

Our review of ITF management’s proposed changes indicates that 100% of current or former union representatives in scope of the restructure have been placed at risk of redundancy. 

A total of 15 current or former union representatives who are members of the bargaining unit have been put at genuine risk of redundancy.

This is either by the elimination of their roles from the proposed new structure or requirement to compete for a job within a reduced pool of amalgamated roles, in some cases with a downgraded rate of pay. 

• 25% – Announced cut to London staff in 2025
• 0% – Impact on number of management roles 
• 100% – Number of current or former union reps put at genuine risk of redundancy

Ordinary members of the union who have been especially vocal – for example by posing challenging questions to leadership during recent all-staff meetings – have also been put at genuine risk of redundancy. 

Further, in June 2025 three members of the union were threatened with the possibility of disciplinary action for informing colleagues from other global unions that the uncertainty created by the current restructuring process leaves them unable to commit to plans further into the future.

We have raised this specific concern internally with ITF management on at least three occasions, receiving no meaningful response or reassurances.

Putting union reps at risk of redundancy undermines our ability to advocate and negotiate on behalf of the members we represent.

Under Section 146 of the Trade Union and Labour Relations (Consolidation) Act 1992, workers are protected from detrimental treatment by their employer for participating in a union.

This applies to all UK employers, but it is especially important for the ITF. As a global union federation, the ITF must make every effort to faithfully adhere to this principle and leave no doubt that this foundational value will be fully respected. 

First strike dates confirmed in official press release from Unite the Union.

A quarter of staff facing redundancy while senior management wages increase 47%

More than 100 workers at the London-based International Transport Workers’ Federation (ITF) will strike over planned redundancies and attacks on collective bargaining.

The workers, members of Unite, the UK’s leading union, are striking after the ITF’s management initiated an organisation-wide restructuring that includes cutting a quarter of the workforce this year.

The workers voted by 89 per cent for strike action and 90 per cent for action short of strike action on a turn out of 89 per cent. 

The number of senior management roles is not being impacted by the proposed cuts even though wages for leadership positions increased by 47 per cent from 2021 to 2024. The ITF’s general secretary total compensation was £309,000 in 2024, making it one of the highest paid union positions in the world.

Unionised staff are also being threatened with the possibility of further compulsory redundancies if they do not agree to tear up their existing collective bargaining agreement and replace it with a toothless document prepared for management by external consultants.

Unite regional officer Mercedes Sanchez said: “The treatment of these workers by ITF’s leadership is totally unnecessary and unacceptable. The counterproductive cuts and attacks on collective bargaining must be scrapped. Unite will support our members 100 per cent until that happens.”

While male-dominated roles in senior management have been protected, the restructuring plan proposes to downgrade pay and intensify work in roles where there is a higher concentration of women.

ITF management is citing financial challenges but has refused to provide the financial disclosure requested by Unite on behalf of staff. This is now the subject of a complaint to the Central Arbitration Committee.

The proposed staff cuts are draconian and will have an adverse impact on the union’s ability to provide services to its affiliates. Savings can be found before taking an axe to jobs and services.

The workers will take strike action on 22 and 29 July, while an overtime ban and work to rule will be in place from 17 July. Industrial action will intensify if the dispute is not resolved.

Unite regional officer Mercedes Sanchez added “ITF affiliates approved an ambitious five-year vision at their congress in October 2024, not severe staff cuts that will prevent that workplan being delivered. Entire departments would be decimated under the proposed restructure, in some cases leaving only a single staff member behind. These cuts are short-sighted and self-destructive.”

The results of the first ever strike ballot by ITF staff have been announced:

• 89% voter turnout
• 90% voted for actions short of strike
• 89% voted for taking strike action

We now have an overwhelming mandate to protect our jobs and the critical work of the ITF!

You can help us mark this occasion by sharing our social media posts and sending a solidarity message.

More details to come soon.

Français / Español

1. Background

Unite the Union LE1267, the recognised union for staff at the International Transport Workers’ Federation (ITF), is publishing a strike vote notice. 

This advisory is being shared due to the fact that individual staff members have been threatened with discipline for discussing ITF management’s restructuring proposals, which would reduce London headquarters staff by 25% in 2025.

Earlier this month, three staff members were threatened with the possibility of disciplinary action for informing colleagues from other global unions that the uncertainty created by the current restructuring process leaves them unable to commit to plans further into the future.

ITF staff can now refer interested parties to this advisory and direct inquiries for further information to the ITF Staff Union (contact[at]itfstaffunion.org).

We appreciate any effort to convey to ITF management that you support our call for a more collaborative approach that addresses staff concerns around financial transparency, due process, and providing sufficient time to allow for genuine consultation to take place, in which every effort will be made to avoid the need for compulsory redundancies. 

2. ITF Staff View on Restructuring Proposals

If implemented, the severe cuts proposed by ITF management would be deeply destructive and incredibly uneven.

As staff we are obviously concerned about our jobs being at risk. But there is much more at stake. The cuts being proposed endanger the crucial trade union work we have dedicated years of our lives to supporting. 

After affiliates approved an ambitious vision at our October 2024 Congress in Marrakesh, entire teams responsible for delivering this workplan would be decimated by cuts of half or even two-thirds. Some teams would be reduced to a single person. Over 30 roles would be eliminated. 

These roles are necessary to deliver the work affiliates asked us to do through ITF’s democratic governance structures. As a result the proposed cuts put the Congress Vision in jeopardy.

There are also serious concerns that the proposed downsizing will magnify existing inequalities at the ITF. The restructuring effectively provides immunity to management roles (which are male-dominated), while downgrading pay and intensifying work in roles where there is a higher concentration of women. 

In addition, ITF management is proposing to add a new senior management role for internal operations, which is typically the responsibility of an Assistant General Secretary. How can this expansion of senior management be justified?

Management says staff cuts in London are urgently needed to address a financial deficit, while simultaneously saying additional resources will be allocated to “strengthen regions”. Where are these additional resources coming from? And where do existing regional staff fit in this picture? 

Like in London, Asia Pacific regional staff are undergoing restructuring, and have received letters saying their jobs are at risk. The salaries and conditions of all regional staff are being changed, yet the right of regional staff to collective negotiation is being denied. This right is protected in the ITF Constitution.

3. Challenging ITF Management’s Narrative

ITF management will likely say that this is all speculation, that restructuring is subject to formal consultation, and that no decisions have been made. 

Unfortunately, this view is not shared by ITF staff. There is little possibility of genuine consultation in such a short window of time, when management says the formal consultation process will conclude before the end of July. This is particularly true when necessary information is still missing and internal policies are not being followed.

1. Lack of financial transparency: ITF management have refused to provide the financial disclosure requested by the union, which is now the subject of a formal complaint to the UK government. Cutting staff should be a last resort. We do not believe that all the alternatives have been fully explored, particularly when there are well-known examples of wasteful spending and poor financial management. 

2. Lack of due process: The consultation process has failed to follow the ITF’s own internal policy on restructuring. This is subject to a collective grievance by the staff union requesting that the timeline be paused until this appeal can be heard. Management has so far refused to hear the appeal as required by our internal policy and Collective Bargaining Agreement (CBA).  

3. Rushed timeline: The consultation timeline is unrealistic for the scale of changes being proposed. ITF management struggles to follow a 45-day timeline for changes to a small team of four, let alone an organisation-wide restructure affecting 144 in London, plus all staff globally. Over four weeks into the formal consultation, information on the proposed changes is still incomplete and contradictory. 

A full day of mediation with the UK government’s ACAS service did not result in real movement on any of the above issues. Until the above issues are addressed, there is no possibility for meaningful consultation to take place. 

We are not opposed to change. Strategic planning is essential. However, we are alarmed by how little thought – or understanding of our work – has been put into these proposals. The real goal appears to be fast-tracking a ready-made outcome in time for the next Executive Board meeting in October.

4. Stress and Risks of Victimisation

ITF staff have been put under immense stress as we grapple with the impacts of the staff cuts and restructuring proposals.

The threat of mass redundancies continues to loom over the staff body, including “at risk” of redundancy letters sent to staff after work hours on Friday 6 June.

In a recent poll of staff, over 85% of respondents said that management’s communications had a negative impact on their mental health or wellbeing.

Five of six elected shop stewards have been put “at risk” of redundancy, with the one exception being the shop steward in the Maritime department (which has now been excluded from the restructuring process). Concerns raised about potential victimisation of union representatives have not been addressed. 

5. Strike Vote by ITF Staff

Unprecedented times call for unprecedented measures.

For the reasons described above, ITF staff are undertaking a formal ballot for industrial action for the first time in the history of the ITF Staff Union.

As per UK trade union law, this vote is being conducted by postal mail. The ballot period is running from 12 June to 2 July.

The results of the ballot will be announced shortly thereafter and any potential impact on ITF operational activities will be shared in due course.

English / Français

1. Antecedentes

La filial LE1267 de Unite the Union, el sindicato reconocido del personal de la Federación Internacional de los Trabajadores del Transporte (ITF), se dispone a publicar un aviso de voto de huelga.

Compartimos este documento debido a que algunos miembros del personal han sido amenazados con medidas disciplinarias por discutir las propuestas de reestructuración de la dirección de la ITF, que reducirían la plantilla de Londres en un 25 % en 2025.

Este mes, tres miembros del personal fueron amenazados con la posibilidad de medidas disciplinarias por informar a colegas de otros sindicatos mundiales que la incertidumbre creada por el actual proceso de reestructuración les impide comprometerse con planes a más largo plazo.

El personal de la ITF puede ahora remitir a las partes interesadas a este documento y dirigir las solicitudes de información adicional al sindicato del personal (contact[at]itfstaffunion.org).

Agradeceremos todo esfuerzo por comunicarle a la dirección de la ITF su apoyo a nuestra reivindicación de un enfoque más colaborativo que aborde las inquietudes del personal en torno a la transparencia financiera, las garantías procesales y la concesión de tiempo suficiente para llevar a cabo una consulta genuina, en la que se haga todo lo posible por evitar los despidos forzosos.

2. Opinión del personal de la ITF sobre las propuestas de reestructuración

De implementarse, los severos recortes propuestos por la dirección de la ITF tendrían un efecto profundamente destructivo e increíblemente desigual.

Como miembros del personal estamos obviamente preocupados por el riesgo que corren nuestros puestos de trabajo. Pero hay mucho más en juego. Los recortes propuestos ponen en peligro la crucial labor sindical a la que hemos dedicado años de nuestras vidas.

Después de que las afiliadas aprobaran una ambiciosa visión durante el Congreso celebrado en Marrakech en octubre de 2024, equipos enteros responsables de llevar a la práctica este programa de trabajo se verían diezmados por recortes de personal de la mitad o incluso de dos tercios. Algunos equipos se reducirían a una sola persona. Se eliminarían más de 30 funciones.

Estos cargos son necesarios para realizar la labor que nos han solicitado las afiliadas a través de las estructuras de gobernanza democrática de la ITF. Por lo tanto, los recortes propuestos ponen en peligro la visión del Congreso.

También preocupa seriamente que la reducción de plantilla propuesta agudice las desigualdades existentes en la ITF. En efecto, la reestructuración otorga inmunidad a las funciones directivas (en las que predominan los hombres), al tiempo que rebaja el salario e intensifica la carga de trabajo de las funciones en las que hay una mayor concentración de mujeres.

Además, la dirección de la ITF propone añadir una nueva función de alta dirección para las operaciones internas, lo que normalmente es responsabilidad de un Secretario General Adjunto. ¿Cómo puede justificarse esta ampliación de la alta dirección?

¿La dirección afirma que se necesitan urgentemente recortes de personal en Londres para hacer frente a un déficit financiero, a la vez que anuncia que se asignarán recursos adicionales para “fortalecer las regiones”? ¿De dónde proceden estos recursos adicionales? ¿Y cómo encaja el actual personal regional en este nuevo panorama?

Al igual que ocurre en Londres, el personal de la región de Asia-Pacífico se está viendo sometido a un proceso de reestructuración y ha recibido cartas en las que se comunica que sus puestos están en peligro. Se están modificando los salarios y las condiciones de empleo de todo el personal regional, pero se le niega el derecho a la negociación colectiva, protegido en los Estatutos de la ITF.

3. Cuestionamiento de la narrativa de la dirección de la ITF

Es probable que la dirección de la ITF diga que todo esto son especulaciones, que la reestructuración está sujeta a consultas formales y que no se ha tomado ninguna decisión.

Lamentablemente, el personal de la ITF no comparte esta opinión. Hay pocas posibilidades de que se celebre una auténtica consulta en un plazo tan breve, cuando la dirección afirma que la consulta concluirá antes de finales de julio. Esto es especialmente cierto cuando sigue faltando información necesaria y no se siguen las políticas internas.

1. Falta de transparencia financiera: La dirección de la ITF se ha negado a facilitar la información financiera solicitada por el sindicato, por lo que ahora es objeto de una queja formal ante el Gobierno británico. El recorte de personal debería ser el último recurso. No creemos que se hayan explorado plenamente todas las alternativas, especialmente cuando existen ejemplos notorios de despilfarro y mala gestión financiera.

2. Falta de garantías procesales: El proceso de consulta no ha seguido la propia política interna de la ITF sobre reestructuración, por lo que se ha presentado una queja colectiva en la que se solicita detener el proceso hasta que se examine este recurso. Hasta la fecha, la dirección se ha negado a examinar el recurso, tal y como exigen nuestra política interna y nuestro convenio colectivo.

3. Calendario apresurado: El calendario de la consulta no es realista dada la magnitud de los cambios propuestos. A la dirección de la ITF le cuesta cumplir un plazo de 45 días para realizar cambios en un pequeño equipo de cuatro personas, por no hablar de una reestructuración de toda la organización que afecta a 144 personas en Londres, además de a todo el personal a nivel mundial. Transcurridas más de cuatro semanas desde el inicio de la consulta formal, la información sobre los cambios propuestos sigue siendo insuficiente y contradictoria.

La jornada completa de mediación mantenida con el servicio ACAS del Gobierno británico no dio lugar a avances reales en ninguna de las cuestiones mencionadas. No podrá llevarse a cabo una consulta significativa hasta que se aborden estos asuntos.

No nos oponemos al cambio. La planificación estratégica es fundamental. Sin embargo, nos resulta alarmante la poca consideración o comprensión de nuestro trabajo que revelan estas propuestas. El verdadero objetivo parece ser acelerar un resultado planificado de antemano a tiempo para la próxima reunión del Comité Ejecutivo en octubre.

4. Estrés y riesgo de victimización

Como miembros de la plantilla de la ITF, nos estamos viendo sometidos a un inmenso estrés mientras lidiamos con las repercusiones de los recortes de personal y las propuestas de reestructuración.

La amenaza de despidos masivos sigue cerniéndose sobre el personal, incluidas las cartas de “riesgo de despido” enviadas fuera del horario laboral el viernes 6 de junio.

En una reciente encuesta realizada entre el personal, más del 85 % de los encuestados afirmaron que las comunicaciones de la dirección tenían un impacto negativo en su salud mental o su bienestar.

Cinco de los seis delegados sindicales electos han sido puestos “en riesgo” de despido, con la única excepción de la delegada sindical del Departamento Marítimo (que ha sido excluido del proceso de reestructuración). No se han abordado las preocupaciones planteadas sobre la posible victimización de los representantes sindicales.

5. Voto de huelga del personal de la ITF

Unos tiempos sin precedentes exigen unas medidas sin precedentes.

Por las razones descritas anteriormente, el personal de la ITF está llevando a cabo una votación formal de huelga por primera vez en la historia del sindicato del personal de la ITF.

De acuerdo con la legislación sindical del Reino Unido, esta votación se realiza por correo postal. El periodo de votación comenzó el 12 de junio y finalizará el 2 de julio.

Los resultados de la votación se anunciarán poco después de que venza este plazo, y cualquier posible repercusión en las actividades operacionales de la ITF se comunicará a su debido tiempo.

English / Español

1. Contexte

La branche LE1267 du syndicat Unite the Union, représentant le personnel de la Fédération internationale des ouvriers du transport (ITF), publie un avis de scrutin en vue d’une action de grève.

Nous diffusons cet avis après que des membres du personnel ont été menacés de sanctions disciplinaires pour avoir discuté des propositions de restructuration présentées par la direction de l’ITF, celles-ci prévoyant une réduction de 25 % des effectifs du siège de Londres en 2025.

Ce mois-ci, trois membres du personnel ont été menacés de mesures disciplinaires pour avoir informé leurs collègues d’autres fédérations syndicales internationales qu’en raison de l’incertitude suscitée par le processus de restructuration en cours, il leur était impossible de s’engager dans des projets sur le long terme.

Le personnel de l’ITF peut désormais renvoyer toute personne intéressée au présent avis et diriger toute demande d’informations complémentaires vers le syndicat du personnel de l’ITF (contact[at]itfstaffunion.org).

Nous apprécions toutes les initiatives visant à faire savoir à la direction de l’ITF que vous soutenez notre appel à une approche plus collaborative qui réponde aux préoccupations du personnel en matière de transparence financière, de respect des procédures et qui accorde suffisamment de temps pour mener à bien un véritable processus de consultation, dans le cadre duquel tout sera mis en œuvre pour éviter les licenciements forcés.

2. Point de vue du personnel de l’ITF sur les propositions de restructuration

Les coupes drastiques proposées par la direction de l’ITF, si elles étaient mises en œuvre, s’avéreraient profondément destructrices et extrêmement inégales.

En tant que membres du personnel, nous sommes évidemment préoccupés par la menace qui pèse sur nos emplois. Mais l’enjeu est bien plus important : les coupes proposées mettent en péril le travail syndical essentiel auquel nous avons consacré des années de notre vie.

Alors que les affiliés ont adopté une vision ambitieuse lors de notre Congrès de Marrakech en octobre 2024, les équipes chargées de mettre en œuvre ce plan de travail risquent d’être décimées, voyant leurs effectifs réduits de moitié, voire des deux tiers. Certaines équipes se retrouvent même réduites à une seule personne. Plus de 30 postes sont menacés de suppression.

Ces postes sont essentiels pour mener à bien la mission qui nous a été confiée par les affiliés dans le cadre des structures démocratiques de gouvernance de l’ITF. De ce fait, les coupes proposées compromettent la concrétisation de la Vision du Congrès.

On craint également que la réduction des effectifs proposée ne creuse davantage les inégalités existantes au sein de l’ITF. En effet, cette restructuration protège de facto les postes de cadre (principalement occupés par des hommes), tandis qu’elle prévoit une baisse des salaires et une intensification du travail pour les postes occupés majoritairement par des femmes. 

De plus, la direction de l’ITF propose de créer un nouveau poste de cadre chargé des opérations internes, une responsabilité qui incombe d’ordinaire à un(e) secrétaire général(e) adjoint(e). Comment justifier la création de ce nouveau poste de haut niveau ?

La direction affirme qu’il est urgent de supprimer des postes à Londres pour combler un déficit financier, tout en déclarant que des ressources supplémentaires seront allouées pour « renforcer les Régions ». D’où proviennent ces ressources supplémentaires ? Et quelle sera la place du personnel régional actuellement en poste dans ce nouveau tableau ? 

Comme à Londres, les employés de la région Asie-Pacifique font l’objet d’une restructuration et ont reçu une lettre les informant que leur poste pourrait être supprimé. Les salaires et les conditions d’emploi de tous les employés des bureaux régionaux sont en train d’être modifiés, mais ceux-ci se voient refuser le droit à la négociation collective, un droit pourtant prévu dans les Statuts de l’ITF.

3. Remise en question des arguments avancés par la direction de l’ITF

La direction de l’ITF dira probablement qu’il ne s’agit que de spéculations, que la restructuration en est encore au stade de la consultation formelle et qu’aucune décision n’a encore été prise. 

Le personnel de l’ITF n’est malheureusement pas du même avis. La possibilité de mener une véritable consultation dans un délai aussi court est pour le moins limitée, la direction ayant annoncé la clôture du processus de consultation avant la fin du mois de juillet. Cette situation est d’autant plus problématique que certaines informations essentielles n’ont toujours pas été communiquées et que les politiques internes ne sont pas respectées.

1. Manque de transparence financière: la direction de l’ITF a refusé de fournir les informations financières réclamées par le syndicat, qui de ce fait a déposé une plainte officielle auprès du gouvernement britannique. Les licenciements ne devraient être envisagés qu’en dernier recours. Nous estimons que toutes les alternatives n’ont pas été pleinement explorées, au vu notamment d’exemples notoires de dépenses inutiles et de mauvaise gestion financière.

2. Non-respect de la procédure: le processus de consultation ne respecte pas la politique interne de l’ITF en matière de restructuration, ce qui a donné lieu à la présentation d’une plainte collective par le syndicat du personnel, qui demande que le processus soit suspendu jusqu’à ce que son recours soit examiné. À ce jour, la direction s’est refusée à examiner ce recours, contrevenant ainsi à notre politique interne et à notre convention collective. 

3. Un calendrier précipité: le délai prévu pour la consultation est irréaliste compte tenu de l’ampleur des changements proposés. La direction de l’ITF peine déjà à respecter un délai de 45 jours lorsqu’il s’agit de changements affectant une petite équipe de quatre personnes. Que dire alors d’une restructuration à l’échelle de toute la fédération, qui affecte 144 personnes à Londres, auxquelles s’ajoutent tous les autres membres du personnel à travers le monde ? Quatre semaines après le démarrage officiel de la consultation, les informations sur les changements proposés sont encore incomplètes et contradictoires.

Une journée entière de médiation organisée par le service de conseil, de conciliation et d’arbitrage (ACAS) du gouvernement britannique n’a abouti à aucune avancée concrète sur les points susmentionnés. Sans progrès sur ces questions, aucune consultation constructive ne pourra avoir lieu. 

Nous ne sommes pas opposés au changement, et la planification stratégique est essentielle. Ce qui nous inquiète, c’est que ces propositions semblent avoir été élaborées sans grande réflexion ni vraie connaissance de notre travail, l’objectif réel, semble-t-il, étant de boucler rapidement un plan déjà tout prêt, avant la prochaine réunion du Conseil exécutif en octobre.

4. Stress et risques de représailles 

Le personnel de l’ITF est soumis à un stress considérable tandis qu’il tente d’appréhender les implications des suppressions d’emplois et des propositions de restructuration.

La menace de licenciements en masse continue de peser sur le personnel, dont certains ont reçu une lettre les informant qu’ils risquent d’être licenciés, envoyée le vendredi 6 juin après les heures de travail.

Dans un sondage réalisé récemment auprès des membres du personnel, plus de 85 % des personnes interrogées ont déclaré que les communications émanant de la direction avaient un impact négatif sur leur santé mentale ou leur bien-être.

Cinq des six délégués du personnel élus figurent sur la liste des employés risquant de perdre leur emploi, à l’exception de la représentante issue du département maritime (lequel est désormais exclu du processus de restructuration). L’inquiétude exprimée quant à de possibles représailles à l’encontre des représentants syndicaux est restée sans réponse. 

5. Le personnel de l’ITF appelé à voter pour la grève

À situation exceptionnelle, mesures exceptionnelles.

Pour toutes les raisons évoquées ci-dessus, le syndicat du personnel de l’ITF procède pour la première fois de son histoire à la tenue d’un scrutin officiel pour décider d’une action de grève.

Conformément à la législation britannique sur les syndicats, ce vote se déroule par correspondance. Le scrutin est ouvert du 12 juin au 2 juillet 2025.

Les résultats du vote seront annoncés peu après et toute répercussion potentielle sur les activités opérationnelles de l’ITF sera communiquée en temps utile.