The most recent figures the company the company has provided to UNITE are that of the remaining 326 people selected for Compulsory Redundancy, 94 have asked to remain in employment beyond 11th December until at least 31st January. If you were selected for CR and want to stay in Fujitsu, but have not already notified the company that you want to stay past 11th December it is vital that you do so immediately.
The latest breakdown from the company is:


Accepted VR

Total CR

Requested extend to 31st January

1 (Engineering Services)




2 (Application Services)




3 (Government & Defence)




4 (Private Sector)




5 (Central Functions)




6 (Core)








NOTE: These figures are continually changing and dont match the ones in the offer

To comply with the Security of Employment Agreement (SEA) for many employees nationally, and to comply with Annex 1 for employees in the Manchester bargaining unit, the company should have stopped overtime unless jointly agreed otherwise, in order to save as many jobs as possible. Wouldn’t it be better if we all worked reasonable hours rather than some of us losing our jobs while the rest of us work (paid or unpaid) till we drop? Sadly, the company has not stopped overtime or even tried to agree where it is legitimately needed (e.g. short-term requirements or out-of-hours cover). The company has identified a shortage of staff in two areas – Infrastructure CSAs and Test & Integration – and there are RARs for vacancies in both these areas. To help ensure other shortage areas are identified in time to save jobs, every employee can:

  • Ensure that you record ALL work time (including travel other than to your normal place of work) in SST, not just your contracted hours.
  • If your area is under-staffed, encourage your manager to raise a RAR immediately. The RAR is more likely to be approved if the understaffing is not concealed from senior management by staff covering for the staff shortage by working lots of extra hours.

Following discussions, the company has made some improvements to its “Pairing” process to match up people not selected who want to leave with CRs who want to stay. If you want to leave Fujitsu, UNITE strongly urges you to ensure that you are on the company pairing list and to escalate it via Paul Brown (HR) immediately if your manager doesn’t approve your participation. This applies no matter whether you were at risk or not, rejected VR, or previously refused participation in pairing. Don’t forget the UNITE pairing process too.
UNITE has discovered this week that instead of treating people who were not at risk who find a successful “pair” as VRs, they are asking them to sign a “Compromise Agreement” (CA), which is a legal agreement where you sign away some of your rights in exchange for money. Members should seek advice from their UNITE rep immediately if they are offered a CA, regardless of any (misleading) warnings about confidentiality you may hear, so that you can make informed decisions. UNITE believes that using a CA is another unnecessary barrier to using pairing to prevent CRs. However, if the company does use CAs, it is important that they are worded correctly. The company template provided to UNITE this week required the employee to sign away far more rights than Fujitsu can reasonably justify (which would relate only to the redundancy). In the light of UNITE’s comments, the company is considering revising the template. UNITE has also raised with the company examples of HR trying to reduce the full SEA package when offering a CA. The company is now saying this will be corrected.
If you are involved in the redundancy process in any way – CR, VR, pairing, redeployment etc – and anything gets in the way of preventing a CR (yours or someone else’s) it is vital that you escalate, escalate, escalate. Don’t take “no” for an answer. The company has identified Paul Brown (HR) as the key escalation point for redeployment, pairing etc.
If you have any examples of VR rejection, refusal of pairing, not getting interviews etc that aren’t promptly resolved by escalating with the company, please let UNITE know so that your reps can help escalate them too.

Posted in news
'Fujitsu Whistleblower' hotline. Concerned about unethical or illegal practices? Contact the hotline on 0800 852 7479 or It is run by Unite the Union and your identity will be kept strictly confidential. Don't let Fujitsu silence whistleblowers.

Unite members working for Fujitsu Services Limited in the Manchester bargaining unit have taken 32 strike days over compulsory redundancies, victimisation of reps and breaches of agreements. This follows 27 previous days of strike action.

Industrial action is currently suspended but the fight continues.

Further information is available here including a downloadable appeal for support leaflet and how to donate to our strike fund.

Enter your email address to follow this blog and receive notifications of new posts by email.

%d bloggers like this: