Right to Strike, Rights to Dignity: Pressure Builds on UK Government
The European Committee on Social Rights has ruled that the ban on prison officers in England, Wales and Northern Ireland taking industrial action breaches their human rights. The decision follows decades of campaigning by the Prison Officers’ Association (POA), which has fought to restore the right to strike since it was removed under the Criminal Justice and Public Order Act 1994.
More than 30 years on, the issue remains unresolved. Despite a commitment from the Labour government under Tony Blair, the right was never reinstated. Scotland restored it in 2015, and notably, no days have been lost to industrial action since—challenging long-standing concerns about disruption.
A Fight That Never Ended
The POA has been pursuing this issue since 1994, but the challenge is complex. Prison officers are often treated as holding powers similar to police constables, which has been used to justify restricting strike action. This creates a clear imbalance: officers carry significant responsibility and risk, yet lack the tools to negotiate effectively.
What Are Unions Fighting For Today?
The right to strike is only part of the wider issue. Pension reform has become a key concern, with officers currently expected to retire at 68. There are growing calls to reduce this to 60, reflecting the physical and mental demands of the role.
Without the ability to take industrial action, meaningful negotiation becomes increasingly difficult. For many, the right to strike is not the objective itself, but the leverage required to secure fair conditions.
Current Reality: Pay, Benefits and Retention
Today’s benefits package remains limited:
25 days’ annual leave (rising to 30 after 10 years)
Public holidays plus one additional privilege day
Civil Service pension (28.97% employer contribution)
Cycle to work scheme and travel loans
While these provisions may appear reasonable, they do not reflect the risks and pressures of the job. In the past, officers benefited from accommodation support, overtime payments, and stronger financial incentives—many of which have now disappeared.
As a result, retention is a growing concern. Where the prison service was once a long-term career, many new recruits now leave within one or two years. Stress, safety concerns, and limited incentives are frequently cited, while the current offer struggles to attract and retain experienced staff.
A Role Defined by Risk and Responsibility
Prison officers work in a demanding and often hostile environment. They manage individuals who may be violent, unpredictable, or serving long-term sentences, while also supporting rehabilitation and maintaining order.
This is essential work that carries long-term physical and psychological impact. Earlier retirement should not be viewed as a privilege, but as a practical recognition of the demands placed on those in the role.
Looking Beyond the UK
Across Europe, uniformed services are structured differently, with benefits that more clearly reflect the nature of the work.
In Poland:
Retirement after 25 years of service
Additional annual bonus (“13th salary”)
Housing or accommodation support
In France:
Retirement typically between 57 and 60
Risk allowances and duty bonuses
Additional leave linked to hazardous work
In many of these countries, emergency services are also restricted from striking. However, unions organise large-scale, coordinated protests on workers’ days off. Transport is arranged, and hundreds or thousands of staff gather outside government buildings. These demonstrations are peaceful, visible, and effective in applying pressure.
In the UK, this level of coordination across uniformed services is rarely seen.
A Question of Unity
In several European countries, police, prison officers, firefighters, and border forces stand together when raising concerns about pay and conditions.
In the UK, this type of unity is largely absent. The reasons remain unclear, but the lack of coordinated action reduces overall influence.
“Unity is strength” is often repeated, but without visible, collective action, its impact is limited.
From Asking to Making Firm Demands
After decades of discussion, there is a growing sense that a shift in approach is needed. Officers increasingly expect those representing them to move beyond requests and towards clear, firm demands.
This will not be easy. Restoring lost conditions requires sustained pressure, organisation, and political will—but it is not beyond reach.
A Message to Government
The government should not be seeking savings at the expense of uniformed services.
These are frontline professionals who go to work each day facing risk and uncertainty. They play a vital role in maintaining public safety and stability.
What they are asking for is straightforward:
Fair pay
Meaningful benefits
Professional respect
Recognition must be reflected not only in words, but in policy and action.
Conclusion
This issue is about more than the right to strike. It is about fairness, dignity, and how society values those who protect it.
Prison officers—and uniformed services more broadly—are not asking for privilege. They are asking for conditions that reflect the reality of their work.
After years of waiting, expectations are changing. It is no longer about requests, but about clear and justified demands.
We wish all unions the determination and strength to restore what has been lost over the years. This will not be easy, but progress remains possible with collective effort.
This article was prepared with contributions from UKPS Network followers.
UKPS Network Team
Sources:
Institute of Employment Rights
Polish Prison Service (Solidarity union)
French Prison Service