Industrial action information for staff

About the current dispute

Why did the Sheffield University and College Union (UCU) re-ballot its members? 

Sheffield UCU’s previous mandate for industrial action over the risk of compulsory redundancies at the University ran from November 2026 to March 2026. In March 2026 the branch re-balloted its members to seek a further mandate for industrial action, again over the risk of compulsory redundancies at the University. 

Is there a risk of compulsory redundancies at the University? 

To address the reduction in international students we have a programme of mitigating actions across the University to reduce costs, and our goal is to move back into an underlying breakeven position by 2028–29. 

Over the financial year 2024 to 2025, we made near equal savings across staff and non-staff costs, with no compulsory redundancies as a result of staff cost reduction measures. We continued to avoid compulsory redundancies into early 2026. 

As of April 2026, there are a small number of colleagues who are under notice of compulsory redundancy following the review of IT Services, and those redundancies are due to take effect in April 2026.

As we seek to achieve a breakeven position by 2028–29, where we do need to make staff saving, our focus will always be on using voluntary means to deliver these savings wherever possible. Where compulsory redundancies are deemed absolutely necessary, it will be as a last resort. 

Whilst we cannot make an open ended guarantee of no compulsory redundancies, we do have a good track record of making savings through voluntary means. For example, there were no compulsory redundancies from the implementation of the Professional Services Framework in academic schools in 2025, which involved almost 800 colleagues. 

We understand that any amount of change can be challenging. As the external financial environment continues to challenge us, we have a responsibility to make changes to ensure we operate in a financially balanced and stable way. We are determined to ensure we make thoughtful decisions for our future, so that we can emerge from this challenging period as a successful and sustainable institution.

Read more about University finances  

What happened in the previous UCU mandate?

In May 2025, we made a commitment to making no compulsory redundancies that calendar year. In return UCU called off their planned industrial action at that time. 

The branch subsequently asked its members to take 16 days of strike action in November and December 2025, and continuous action short of a strike from 17 November 2025 to March 2026.

Prior to this period of industrial action beginning, and early on during strike action in November, we were in regular discussions with UCU to try to find a resolution to their dispute. The University made four offers with a view to ending industrial action called by UCU. Three offers were made before UCU commenced strike action and one offer after the first three days of action had taken place. These offers included extending our commitment to no compulsory redundancies until October 2026. Unfortunately, UCU did not accept these offers. 

An overview of the offers we have made to UCU, and copies of the offers in full, are available for colleagues to view in Google Drive.

What was the approach to replacing teaching in the previous period of industrial action?

We withheld 100 per cent of pay between 19 January and 6 February 2026 from staff who refused to replace teaching cancelled due to strike action held in November and December 2025. Approximately 60 staff faced pay deductions in the February 2026 payroll for their participation in this action. 

An ongoing refusal to replace teaching cancelled due to strike action is partial performance and a breach of contract. The University has a long-standing position that it does not accept partial performance of a staff member’s contract of employment, however, from 7 February onwards, we elected not to exercise our right to withhold pay from staff in this position. We still expect that all learning missed due to strike action was or will be replaced, in line with OfS expectations.

About industrial action

Who can take part in industrial action?

Where a mandate for industrial action is obtained and a trade union calls on its members to take industrial action, those trade union members who were balloted are able to participate in industrial action. It is also possible for staff who choose to join that trade union after the ballot to take part in the industrial action.

Trade union members from unions which do not have a mandate for action, or which are not calling on their members to take industrial action, cannot participate in industrial action.

What is action short of a strike (ASOS)?

ASOS is when trade union members engage in an action that falls short of a full withdrawal of labour, sometimes known as partial performance of the contractual duties.

This can take many forms including a refusal to carry out specific duties or responsibilities.

UCU may ask its members to take continuous action short of strike in the following forms:

• working to contract
• not covering for absent colleagues, vacant posts, or posts that are discontinued due to change management
• not rescheduling lectures or classes cancelled as a result of strike action
• not sharing materials relating to lectures or classes cancelled as a result of strike action
• not undertaking any voluntary activities; not undertaking duties which are not commensurate with the grade of  the post
• not using personal devices to conduct work
• not undertaking administrative work related to the REF
• not undertaking administrative work related to external funders, including reporting
• not rescheduling administrative work related to the REF or external funders that is missed as a result of strike action
• not  undertaking work related to the pursuit of University rankings
• not undertaking work related to timetabling
• not undertaking recruitment/admissions work
• not undertaking work related to marking or assessment.

The trade union is required to give the University ten days' notice of commencing action short of strike.

What is a picket line? Can I cross it? 

During strike action, it is possible that picket lines of striking staff might be present around the University campus outside various buildings. Picketing is a lawful activity where staff who support the strike stand outside their place of work to inform other staff members why they are striking. Pickets should only include individuals who are employed by the University and trade union officials. Picketing should be undertaken peacefully and it must not prevent those who are not striking from going  to work or from continuing doing their usual work. 

UCU has developed guidance on picketing which you may find helpful to review: UCU guidance for branches on picketing

Who should I inform if I choose to participate in industrial action?

If you participate in strike action, you must complete a strike notification form, which will be made available should UCU call on its members to take strike action. 

The form must be completed at the first opportunity/on the first day when you return to work following your participation in strike action.

At present, UCU has not informed us of any industrial action under their new mandate. If and when we are informed of any such action we will provide full details of the implications.

Impacts on pay, pensions and deductions

What will be the impact on my pay if I take part in strike action?

Participation in strike action will result in a breach of your contract of employment. Consequently, if you choose to take strike action you will have a day’s pay deducted for each day that you are striking. If you choose to take strike action you are required to complete the strike notification form on each non-striking day. The daily rate of pay for calculating pay deductions will be deemed to be 1/365th of the full time equivalent salary, pro-rated for part time staff whose working pattern includes part-day working on strike days. Graduate Teaching Assistants who take action will not be paid for any of the hours of work they were scheduled to undertake.

See, University  principles and approach to pay deductions

How will strike pay deductions appear on my payslip?

Your payslip will show a deduction for the total days of industrial action that will be processed in that month. The deduction will appear coded as either:

• ‘Strike pay adj’ - Strike pay deductions where you have requested that pension contributions are maintained.
• ‘Strike pay TNP’ - Strike pay deductions where you have requested that pension contributions are not maintained.

What happens to pay withheld from staff participating in industrial action?

Pay deducted from those taking industrial action will remain in school/departmental budgets. 

What will be the impact on pay if I take action short of a strike?

The University has a long-standing policy position on ASOS and does not accept partial performance of contracts of employment. Where participation in ASOS constitutes a breach of contract, the University reserves the right to deduct pay and to withhold up to 100 per cent of pay from staff not fulfilling all express and implied terms of their contracts. Our approach to ASOS is motivated by the interests of our students and our desire to minimise the impact of industrial action upon them - as outlined in our principles and approach to industrial action. 

What is the impact on pay for GTAs/casual workers?

YCasual workers and GTAs who plan on withdrawing their labour in support of industrial action will not be paid for any work missed on those days. 

GTAs and casual workers who participate in industrial action should complete the strike notification form and should not claim hours that they had planned/been scheduled to work.

What is the impact on USS pensions where pay deductions are applied?

The default position will be that the University will pay the employer’s contribution as though you have worked on each day of industrial action and will deduct any employee’s contributions you would normally pay (including any additional contributions), based on the full notional pensionable pay you would have earned had you not taken industrial action. This will mean USS membership will not be affected during the industrial action period.

If you do not want your normal USS pension contributions to be deducted, you must indicate this on your notification forms. Please note that in this situation, you will not accrue pension benefits for that period. 

We can confirm however that, for the period of the currently-stated days of industrial action, USS has put in place arrangements for death in service and ill health cover to remain in place where full contributions are not maintained.

Visas

I’m an international member of staff. Will taking part in strike action have an impact on my Tier 2/Skilled Worker sponsorship?

Tier 2 and Skilled Worker visa holders will not be penalised for some absences from paid work in the UK, which includes engaging in legally-organised industrial action. This means that a Tier 2/Skilled Worker visa holder's leave to remain will not be affected if such absences cause their salary to fall below the required threshold. If a sponsored worker is absent because they are participating in industrial action which has not been legally organised, this will be considered as an unauthorised absence and can lead to failure to act in accordance with stated visa conditions

I am an international staff member but I am not sponsored as a Tier 2/Skilled worker. Will taking part in strike action have an impact on my visa?

There is no specific impact on visa status for someone taking part in strike action. However, if you are extending your family visa or applying for indefinite leave to remain as the family member of a British/settled national, please be aware that the UKVI has eligibility criteria around proof of income. There are numerous ways this can be evidenced, including income from a partner or reliance on savings. The immigration rules and guidance do not permit any reduction to the income level that needs to be met on the grounds of taking part in strike action. We would recommend seeking independent legal advice if you are concerned as to how to provide evidence demonstrating that you meet relevant financial thresholds.

Further information about the required proof of income can be found on UK Visa and Immigration web pages.

Health, safety and wellbeing

How do you support staff during the industrial action?

During industrial action, your Head of School/Department, or their nominated deputy, should be in touch with information on action, and support for you. Please speak to them, or your immediate line manager, if you have any questions or concerns. You can also email industrial.action@sheffield.ac.uk

The staff wellbeing web pages offer a number of routes for general support.

Do we require a departmental health and safety representative and a trained first aider during strike action?

There is no legal requirement for a departmental health and safety representative. If your trained first aider is on strike or absent and your department requires first aid response, please call security control (ext 4444), who will provide first aid response as needed.