Bournemouth University and UCU have engaged in negotiations to resolve the UCU tradedispute concerning Redundancies and Academic delivery. The parties have agreed a joint statement, which was put to a vote of UCU members employed at Bournemouth University. The following joint statement is in resolution to the UCU trade dispute that commenced in April 2025; members voted to accept this joint statement in February 2026.

1. Bournemouth University implemented measures to minimise the number of compulsory redundancies, such as offering enhanced Voluntary Redundancy as agreed with UCU. All parties note that in August 2025, Bournemouth University were able to avoid compulsory redundancies of academic staff as part of the restructure.
   
2. Bournemouth University commits to continue to work together in partnership with recognised unions to consult on and minimise compulsory redundancies and will work wherever possible to find alternatives to compulsory redundancies.
   
3. Bournemouth University recognises that with any large-scale restructure there may be operational impact. UCU has explained the priorities of their members; i.e. they are seeking assurances on future job security and action to address workload and other operational issues. Bournemouth University and UCU have agreed to work together through a Joint Interest Group (JIG) and established JCNC forums to identify and resolve
   workplace concerns.
   
4. Bournemouth University commits to working in partnership and consulting with trade unions on changes to the university’s Redundancy Policies, to include the commitment to take steps to avoid compulsory redundancies where possible. This would clearly set out the consultation required for different levels and type of proposed change.
   
5. Bournemouth University and UCU agree to review policy and practice regarding the use of Equality Impact Assessments. Bournemouth University commits to consulting UCU on the approach to undertaking Equality Impact Assessments at the proposal stage of any large-scale redundancy.
   
6. Bournemouth University has confirmed that the current workload model will be in place for the 2025-26 academic year. Bournemouth University has also confirmed that workload expectations should be aligned with contracts of employment, reflecting the importance of learning and teaching, research and practice and administration.
   
   Bournemouth University acknowledges that there have been significant delays in academic workload planning for the 2025-26 academic year, with academic staff members receiving workload plans later this year than in previous years. UCU acknowledges that action has been taken by Bournemouth University to try to resolve outstanding issues for this year through additional resourcing for Schools. Bournemouth University has regularly met with staff and UCU and has sought to address the concerns raised by UCU on behalf of UCU members concerning academic workload planning.
   
   Bournemouth University has committed to ensuring that all staff have published workload plans for the 2025-26 academic year, with the aim of continuing to seek to reach agreement between staff and the university on workload plans and to make any further adjustments to reduce remaining workload plans over 100% as soon as possible during the academic year.
   
   It is acknowledged that work on future workload planning policy is already underway under the auspices of the Workload Planning Group on which UCU has representation. Bournemouth University has highlighted that this model must meet affordability criteria, deliver the requirements of the University in delivering the strategic priorities of BU2035, and meet the expectations of the Office for Students and government including the recently published White Paper. UCU has highlighted that they are seeking a revised workload model that is in line with contractual commitments, has transparency of outcomes, resolves operational issues and includes a clear mechanism for reporting and resolving any concerns about workload.
   
7. Bournemouth University and UCU agree that it is in their mutual interest to create, observe and maintain a positive employee relations structure within which concerns and disputes that arise can be considered and resolved where possible. The parties will review employment relations procedures, having regard to existing agreements such as the Recognition Agreement and the 2013 ACAS agreement, to ensure that arrangements help the university and union meet these objectives. BU undertakes to set up a working group, to include UCU, to start to review these policies by the end of February 2026.
   
8. Bournemouth University and UCU commit to engaging in consultation and negotiation, as appropriate, to meet statutory and regulatory obligations, in good faith and to reaffirm their overall commitment to work in partnership where there are significant changes to working practices. This includes a commitment to respecting collective agreements reached between the parties.
   
9. In doing so both parties agree to engage professionally and with mutual respect, when trying to jointly problem-solve. This includes ensuring that communications are joint, where appropriate, and that where disagreements occur, both parties, if not able to jointly resolve issues, report this factually, recognising each party’s good faith and intent to work in partnership to try and come to a resolution.
   
   27 February 2026
   
   Whilst this is an agreement reached between BU and UCU to end the trade dispute between the parties, both BU and UCU recognise that UNISON will need to be part of any consultation and negotiation, as appropriate, of matters relating to their membership and collective bargaining unit. This will include any consultation and negotiation, as appropriate, around workplace policies and procedures, proposals for restructuring or redundancy and recognition agreements that apply to UNISON and their members.