Industrial Action
Frequently Asked Questions
Updated: 13:50 Tuesday 13 October 2026
This page is for FAQs specific to industrial action. CLICK HERE for FAQs about our local dispute more generally. If you have a question that is not answered below, please e-mail: ucu@ed.ac.uk.
Strikes & striking
This is my first time striking - what should I expect?
Am I breaking my contract by taking strike action?
I am not a member of a union / the UCU: can I join a strike called by UCU Edinburgh?
I’ve been asked to cover work tasks of a colleague who is on strike - what should I do?
What if I am the only person in my team/department going on strike - will it have any impact at all?
Plans & strategy
What are the dates of our current strike and how many days are we striking for?
Could the strike be called off early?
Should all members be on strike on all notified strike days?
What are we targeting?
What does it mean to “disrupt teaching”?
How can I support the strike?
Pickets & logistics
When and where will there be pickets?
Are there any scheduled teach-outs, rallies, meetings, etc?
What is the law on picketing?
What is a ‘digital’ picket line?
Can/should I refuse to cross a picket line during a strike called by UCU Edinburgh?
Declaring & reporting
Do I have to report it when I strike?
Do I have to tell my employer in advance that I am taking industrial action?
How and when do I notify my employer that I’m on strike?
What shall I put in my automatic ‘out of office’ responses?
Money & support
Will I lose money for participating in strike action?
Is there a Strike Calculator tool for estimating how much of my pay will be deducted?
I’ve heard there’s a Hardship & Fighting Fund. What exactly is that?
Do I need to apply separately to the Hardship Fund and the Fighting Fund?
I am on a GH contract - when do I apply to the Hardship and Fighting Fund? (TO BE ADDED)
Can I make a donation to the Hardship & Fighting Fund?
How will it affect my pension if I participate in industrial action?
Migrants on visas
General note on immigration advice
I’m on a visa. Is it safe for me to strike?
The University Guidance states that “[t]he University may however be required to report a reduction in salary to the Home Office”, what does that mean and will it impact my present or future visa status?
I am on a Global Talent visa, how is it different for me?
How will my participation in strike action affect sponsoring my family members’ visas?
Will international students' visa be affected by missing teaching activities called off by the strike action?
Can the university revoke my student visa for supporting striking staff?
Can visa-sponsored students skip lectures given by non-striking staff in order to show support for the strike without incurring an absence?
Teaching & students
What should I tell my students?
Given the strike, should I plan my classes/events?
I have teaching events/field trips planned during strike days — what should I do?
Special circumstances & miscellaneous
I am a PhD/postgrad member - should I join the strike?
I am on a research-only contract - is there any value to me participating in the strike?
My salary is externally funded - what happens to that money if I go on strike?
I have annual leave booked on strike days - what should I do?
I will be working outside the UK during the strike - what should I do?
If I have external commitments on the day of industrial action, should I attend them?
What if I am on a phased return to work during industrial action?
Strikebreaking
What is strikebreaking?
What is strike mitigation?
What does ‘crossing a picket line’ mean? (TO BE ADDED)
What should I do if I observe another union member knowingly participating in strikebreaking activity? (TO BE ADDED)
How can I defend the strike? (TO BE ADDED)
How can I support the strike if I cannot take strike action? (TO BE ADDED)
I’ve been asked to cover work tasks of a colleague who is on strike - what should I do?
What if I can’t afford to strike?
Strikes & striking
This is my first time striking - what should I expect?
Am I breaking my contract by taking strike action?
I am not a member of a union / the UCU: can I join a strike called by UCU Edinburgh?
I’ve been asked to cover work tasks of a colleague who is on strike - what should I do?
What if I am the only person in my team/department going on strike - will it have any impact at all?
1. This is my first time striking - what should I expect?
Expect camaraderie, good vibes, and a fair bit of standing around on the picket line. Dress for all weather. Bring water and snacks. Expect to meet at least one dog! Be polite and greet those going into the building, and chat about the strike if they stop to speak to you. Besides picketing, there are also lots of other activities, such as teach-outs, performance art, organising meetings, rallies, and time in the pub! It’s a great idea to arrange with other colleagues beforehand to meet on the picket, or meet elsewhere and travel to the picket together. If you don’t know any other union members in your work unit (or don’t think you do - you might be pleasantly surprised!), get in touch with your Local Contact or any member of Branch Committee (there are special reps you might be more comfortable with). We also have a range of communication channels, including a WhatsApp group.
2. Am I breaking my contract by taking strike action?
All industrial action—other than 'working to contract' as part of action short of a strike—is a breach of your contract of employment. As UCU has carried out a statutory industrial action ballot and the action has been formally called, the law protects workers from dismissal while taking part in lawful industrial action or at any time within twelve weeks of the start of the action and, depending on the circumstances, dismissal may also be unfair if it takes place later. This kind of dismissal has never happened in higher education. More information can be found on the UK government website, the ACAS website, and the UCU’s UK-wide strike guidance.
3. I am not a member of a union / the UCU: can I join a strike called by UCU Edinburgh?
Yes! According to the law (see the guidance from ACAS), in a ‘bargaining unit’ (in our case, our employer, the University of Edinburgh) where a strike has been legally called, any member of staff can join the strike. We encourage members of other unions to join us on strike. Besides UCU, both UNISON and Unite have formal recognition agreements with the University of Edinburgh to represent workers. All three unions work together through the Joint Unions Liaison Committee (JULC). If you are not yet a union member, we strongly urge you to join a union before joining us in strike action, to ensure that you are protected if you face problems with your manager as a consequence. Please note: HR and management do not have lists of union members; they don’t know who is or isn’t a union member.
UCU membership is active from the date of application. You can join the UCU today! If you have recently joined UCU and have provided the details requested on the UCU membership application form, you are able to safely take part in any strike action while awaiting your membership card.
4. I’ve been asked to cover work tasks of a colleague who is on strike - what should I do?
This is unfortunately a common occurrence at the University of Edinburgh. You should always push back on taking on additional work. This is especially the case if it is not part of your job description and you are not adequately prepared for it. You can contact a union rep if you need help with this. Remember: as of October 2026, UCU members at UoE are still on continuous ASOS as part of our ongoing dispute over the £140 million cost-cutting project. This means you are protected by the union if you refuse to cover the work of colleagues taking strike action.
5. What if I am the only person in my team/department going on strike - will it have any impact at all?
Even if you are one person, you add to the numbers that HR sees once it compiles the data on strike participation. Every person that joins the strike contributes to this. Remember: industrial action is a collective endeavour - the measure is in the overall disruption, not the disruption caused by this or that individual union member. You might also offer a beacon of hope to other people in your team, who could feel galvanised by your courage and become inspired to join you next time. Don’t underestimate your power in this respect!
Plans & strategy in 2026
What are the dates of our current strike and how many days are we striking for?
Could the strike be called off early?
Should all members be on strike on all notified strike days?
What are we targeting?
What does it mean to “disrupt teaching”?
How can I support the strike?
1. What are the dates of our current strike and how many days are we striking for?
In September-October 2026 we are taking 25 days (five weeks) of strike action, from Monday 28 September to Friday 30 October. UCU has formally notified management of our intention to strike on all 25 days.
2. Could the strike be called off early?
Yes - if the employer makes an offer that our members accept. There is always the chance that management will somehow see sense and negotiate with the union to resolve the dispute. This would be in everyone’s interest, staff and students alike.
3. Should all members be on strike on all notified strike days?
Ideally, yes! The goal of any industrial action is always to maximise our leverage on dispute negotiations with our employer. Union power only exists through the collective power of members, so the more of us there are on strike, the greater the disruption to business-as-usual, and the more powerful our impact. Members are strongly encouraged to organise at the local level within Schools to find the strongest potential for disruption. A good way to determine this is to consider which tasks would attract the biggest and most immediate consternation if you did not carry them out. Pickets are a good place for these discussions!
4. What are we targeting?
Members have decided collectively that a strong point of leverage in our current dispute is any part of the University’s business-as-usual that relates to teaching. We are therefore making an extra effort to encourage members whose absence will disrupt teaching to go out on strike.
But remember: industrial action is a collective endeavour to win gains for all workers! Our focus on disrupting teaching should not result in some members bearing the burden of strike (docked pay). For information on wage-sharing and other mechanisms to mitigate the collective financial impact of strike, see the section on Money & Support below.
5. What does it mean to “disrupt teaching”?
Members “whose absence will disrupt teaching” can include both academic and professional services staff whose work includes either direct or indirect teaching-related duties:
indirect teaching-related duties: preparing, administering, processing, and actioning Learn sites, student engagement records, resource lists, assessment & exam results, progression, annual reviews, etc.
direct teaching-related duties: writing, preparing, delivering, and conducting lectures, tutorials and demonstrations, as well as supervision meetings, examinations, student drop-in hours, uploading course materials on Learn, advising students on any part of the course content or assessment, etc.
UCU notified the employer of our intention to take 5 weeks/25 days of strike action and did not distinguish between different phases of strike action. This means every member of UCU Edinburgh can take legally protected strike action on all 25 days, whether your “absence will disrupt teaching” or not. Members are strongly encouraged to organise at the local level within Schools to find strong potential for disruption to teaching and beyond teaching activities during the strike period.
6. How can I support the strike?
If you are a UCU member, you should be on strike. If you are not a member, there are many ways you can support the strike beyond offering financial support (see below). These include:
Ensuring that events such as conferences and public lectures do not take place at the University during the strike
Challenging university management in all possible forums
Talking to as many people as possible about our dispute goals
Helping the union branch in your spare time to:
organise & coordinate pickets (materials, refreshments, entertainment, encouraging artists & creatives to support us)
develop comms & messaging (suggesting angles & ways to present our message)
carry out logistics (anything practical! sound equipment, transport, etc.)
coordinate political campaigns (e.g. mass letter-writing to MSPs and MPs)
Visit the pickets in your lunch breaks
Publicising our industrial action and associated events
(And just in case: you can always Donate to the Fighting Fund. See the section on Money and support for more.)
Pickets & logistics
What is the law on picketing?
Can/should I refuse to cross a picket line during a strike called by UCU Edinburgh?
What is a ‘digital’ picket line?
When and where will there be pickets?
Are there any scheduled teach-outs, rallies, organising meetings, etc?
1. What is the law on picketing?
The purpose of the picket is to peacefully persuade workers not to cross our picket lines, i.e. not to go into work. Picketing is a recognised, legal activity, provided it takes place at or near a worker’s own place of work as part of a trade dispute, and remains peaceful. When others who are not in dispute use entrances to the workplace that are being picketed, picketers may communicate with them verbally or in written form but must not obstruct them in any way. In February 2026, some rules around picketing changed, easing restrictions on trade unions (see the UK government’s revised Picketing Code of Practice here). For example, we are no longer required to appoint ‘picket supervisors’ or display ‘official picket’ signs. Please be sensitive towards students who may not be familiar with trade unions, industrial disputes, or picket lines. Note that it is a criminal offence for pickets to use threatening or abusive behaviour to people crossing the picket line.
2. Can/should I refuse to cross a picket line during a strike called by UCU Edinburgh?
Yes please! We ask everyone to respect the picket line - including the digital picket line (see below) - whether they are a member of UCU or not. The ‘picket line’ basically the perimeter edge of the University: physically that could mean the entrance to campus or university buildings, and digitally it means any digital platform used to carry out UoE work.
If you are not a union member and you decide not to cross the picket line (thank you!), we strongly encourage you to join a union first - from the picket line using your phone if necessary! - to ensure that you will be protected by your union. Individual employees of the University can join a union at any point up to and including the day they choose to take strike action or to respect a picket line. If you are eligible to joint the UCU your membership is active from the moment you submit your membership application. You can join the UCU today!
3. What is a ‘digital’ picket line?
A lot of university work is carried out via email and online. This means that pickets are not just physical manifestations (holding placards, leafleting, dancing, singing and chatting in front of a workplace entrance), but they are digital too. Visually, you can conceive of the digital picket line as the ‘login page’ for any UoE digital platform (email, Teams, EUCLID, Learn, Turn-it-in, People & Money, etc.). For academics, it might also include external platforms related to grant-writing, conferences, online lectures, etc. Respecting a digital picket line means not carrying out electronic work, such as answering work emails, electronic admin, publicising work events, electronic marking, writing papers or grant applications, or any other electronic work.
4. When and where will there be pickets?
A full schedule of picket times and locations is available here: Pickets 2026
5. Are there any scheduled teach-outs, rallies, organising meetings, etc?
Yes! The full schedule of teach-outs and strike activities is here: Teach-outs & strike activities
Information about rallies is here: Rallies & actions
Information about organising meetings is here: Organising meetings
Declaring & reporting
Do I have to report it when I strike?
Do I have to tell my employer in advance that I am taking industrial action?
How and when do I notify my employer that I’m on strike?
What shall I put in my automatic ‘out of office’ responses?
1. Do I have to report it when I strike?
Yes. Being on strike is not just about attending pickets and not working. Telling your employer that you have taken strike action is not only a legal requirement, but very important for the strength of the strike, because it directly affects our leverage in negotiations. When union members officially declare that they have taken strike action, these declarations are collated by the employer to produce numerical data about strike participation. The higher our numbers, the more leverage we have. There are many different indicators for the strength of a strike, such as the vibrancy of our pickets, acts of material solidarity, expressions of support, and member morale, but employers tend to care more about concrete figures, such as the number of classes cancelled, or administrative processes throttled. Strike participation data is a concrete indicator of union power. If you don’t work during the strike, but fail to declare you were on strike (or that you refused to cross a picket line), then as far as the institution is concerned (and the union too, for that matter!), you were were not on strike. Besides weakening our industrial action, it could also have negative consequences for you when your line manager wants to know why you did not carry out any work while getting paid.
2. Do I have to tell my employer in advance that I am taking industrial action?
No. Legally, you do not need to declare your strike action until you are back at work!* It is often the case that management will send out emails/letters demanding that you declare in advance whether you will be taking industrial action. This can have the effect of misleading and intimidating members and will enable your employer to minimise any disruption. You are under no obligation to inform management in advance as to whether you will be taking part in strike action or action short of a strike. UCU provides the employer with all legally required information about the action we are taking - individual members are not responsible for this. If you are asked ahead of time by a line manager, another colleague, or a student whether you are going to be working on a planned strike day, you are not obliged to answer, and we recommend not doing so. The truth, of course, is that you simply don’t know - nobody knows whether they will actually do something until they are actually doing it! Once you are back at work, you should respond truthfully to any query as to whether you have taken industrial action on specific days, but not while you are on strike.*
*The only exception is Migrant Workers. The Home Office distinguishes legally organised industrial action from unauthorised absence. Taking part in lawful industrial action is recognised as a permissible absence. UCU advises sponsored migrant workers whose industrial action is indefinite or is likely to result in 10 consecutive working days’ absence, to notify their employer as soon as possible after starting the action, ideally from day one, so that the employer’s records accurately record the reason for the absence. You should also keep your own record of your absences. The UCU guidelines state that: "For indefinite action or action which would cause absence of 10 consecutive days or more, members are advised to report as soon as possible after they begin participating in action. You should report your strike action absence in the same way as other absences--making sure that you note specifically all reasons for all absences [...] This should be as soon as possible after beginning participation in the action -ideally on day 1 - to ensure that employer records of reasons for absence / reduction in salary are correct."
3. How and when do I notify my employer that I’m on strike?
For our five-week strike period in September-October 2026, you are under no obligation to submit any declaration forms until after 30 October – that is, until after all five weeks of strike action have concluded.* The University's 'Industrial Action SharePoint' instructs employees who take strike action to declare this using two declaration forms: One covers the first two weeks of action taken between 28 September and 9 October (available for use since 28 Sept.); the other covers the last three weeks of action taken from 12 to 30 October (available for use from 12 Oct.). An email from HR on 24 September stated that “All declarations forms must be submitted by 5pm on Friday 6 November 2026.” This is echoed in the University’s FAQs: “You must declare your participation in strike action when you return to work following action, and no later than the closing date for the relevant declaration form." Even the first Employee Declaration Form for strike days taken between 28 September and 9 October states that: “Responses can be edited up to 5pm on Friday 6 November 2026, at which time, the form will be locked and you will be unable to make any further changes or submissions.” This is consistent with UCU advice that you do not have to declare your strike action until after the five-week strike period.*
*The only exception is Migrant Workers. The Home Office distinguishes legally organised industrial action from unauthorised absence. Taking part in lawful industrial action is recognised as a permissible absence. UCU advises sponsored migrant workers whose industrial action is indefinite or is likely to result in 10 consecutive working days’ absence, to notify their employer as soon as possible after starting the action, ideally from day one, so that the employer’s records accurately record the reason for the absence. You should also keep your own record of your absences. The UCU guidelines state that: "For indefinite action or action which would cause absence of 10 consecutive days or more, members are advised to report as soon as possible after they begin participating in action. You should report your strike action absence in the same way as other absences--making sure that you note specifically all reasons for all absences [...] This should be as soon as possible after beginning participation in the action -ideally on day 1 - to ensure that employer records of reasons for absence / reduction in salary are correct."
4. What shall I put in my automatic ‘out of office’ responses?
Simple version: “I am on strike [and/or: taking Action Short of a Strike (ASOS)] as a result of University of Edinburgh’s refusal to rule out compulsory redundancies. The University is not in financial crisis! The cuts proposed will severely damage us and, by extension, the education the University can offer students.”
Detailed version: A template is available here for you to adapt as necessary: auto-reply template.
Money & support
Will I lose money for participating in strike action?
Is there a tool for estimating how much of my pay will be deducted?
I’ve heard there’s a Hardship & Fighting Fund. What exactly is that?
Do I need to apply separately to the Hardship Fund and the Fighting Fund?
I am on a GH contract - when do I apply to the Hardship and Fighting Fund? (TO BE ADDED)
Can I make a donation to the Hardship & Fighting Fund?
How will it affect my pension if I participate in industrial action?
1. Will I lose money for participating in strike action?
Yes, your employer is entitled to deduct your pay if you participate in industrial action. For salaried staff, the employer will deduct 1/365th of your actual annual salary for each day of strike action. For part-time staff or those employed on a session-by-session basis (incl. Guaranteed Hours), deductions should only reflect the pay due for the work not undertaken, and no more.
2. Is there a Strike Calculator tool for estimating how much of my pay will be deducted?
Yes! You can use the Strike Calculator built by our branch Treasurer Charlotte Desvages, which should estimate your future take-home pay to within a £2 accuracy. To use the Strike Calculator:
Find your September 2026 payslip in People & Money
DOWNLOAD and SAVE A COPY of this spreadsheet to your device: strike_calculator.xlsx
Open your downloaded copy in Excel
Follow the instructions at the top of the spreadsheet
Troubleshooting:
Do you pay income tax in England? Use this instead: strike_calculator_england.xlsx (DOWNLOAD and SAVE A COPY before using!)
Is your tax code different from "S1257L"? Go to the "Take home calculations" page in the spreadsheet, and under the “Review” menu click “Unprotect sheet”; change the number in cell D80 to the numeric part of your tax code multiplied by 10 (e.g. the default is £12,570 which corresponds to tax code S1257L); then try the Calculator again.
Is your University job not your primary job, and your tax code is SBR, SD0, SD1...? Get in touch!
None of the above/need help? Email Charlotte on ucu.treasurer@ed.ac.uk, ideally with your September payslip.
3. I’ve heard there’s a Hardship & Fighting Fund. What exactly is that?
The UCUE Hardship & Fighting Fund (HFF) is our branch’s way to support members who lose pay from participating in industrial action during local disputes. Following a strike, members can make a claim to get at least a portion of their lost pay back (it varies, depending on your grade, type of contract, etc.). Details of the claims process can be found here. Members can claim strike pay from the Hardship and Fighting Fund capped according to the following scale:
100% of pay lost through strike action taken by members on Guaranteed Hours contracts
£75 for the third and subsequent days of strike action taken by members earning less than £30,000 gross per annum
£50 for the third and subsequent days of strike action taken by members earning £30,000 gross or more per annum
Those members for whom loss of pay due to striking will cause significant financial hardship that the amounts above will be insufficient to address can apply for additional support.
4. Do I need to apply separately to the Hardship Fund and the Fighting Fund?
No! The Hardship and Fighting Fund is a single solidarity fund. All members are entitled to claim strike pay from the fund, capped according to the scale described above. Members who would still be in significant financial hardship after strike pay will be able to indicate and provide evidence of this in the claim form, and request that their strike pay is topped up with additional hardship support. Although the "fighting” part generally refers to the capped strike pay entitlement for all members, and the “hardship" part refers to top-up payments, in practice, this is one fund and one application.
5. Can I make a donation to the Hardship & Fighting Fund?
Yes, please! Our bank information:
Name: ‘UCU Edinburgh University Hardship Fund’
Sort code: 60-83-01
Account No: 20392905
We welcome ALL donations! One-off donations are very much appreciated! We also encourage supporters to consider setting up an ongoing monthly standing order of smaller amounts sustained over a period of 6-12 months - any amount, whether £1, £5 or £50 per month, will go a long way to support our members! Our fundraising campaign goal of £100k is about equal to 835 people donating £10 per month for the next 12 months. This is a great way to support your colleagues and fellow union members in our collective fight, especially if you are unable to participate in industrial action - trade union struggle has many faces! There is more information on our fundraising and donations page.
6. How will it affect my pension if I participate in industrial action?
Universities Superannuation Scheme (USS): members taking strike action will see their scheme membership 'paused', but the scheme rules allow for members and employers to keep paying into the scheme for these affected days. Management have indicated that they will continue paying employer contributions and to process your employee contributions as normal during the strike.
Migrants on visas
General note on immigration advice
I’m on a visa. Is it safe for me to strike?
The University Guidance states that “[t]he University may however be required to report a reduction in salary to the Home Office”, what does that mean and will it impact my present or future visa status?
I am on a Global Talent visa, how is it different for me?
How will my participation in strike action affect sponsoring my family members’ visas?
Will international students' visa be affected by missing teaching activities called off by the strike action?
Can the university revoke my student visa for supporting striking staff?
Can visa-sponsored students skip lectures given by non-striking staff in order to show support for the strike without incurring an absence?
1. General note on immigration advice
*Please note the distinction between employment law and immigration information: the information below is shared with the aim of helping members ensure their immigration / sponsorship records are accurate; we are not providing advice on any legal requirement to declare an intention to strike. Immigration requirements vary between visa routes and individual circumstances. If you are concerned about the effect of industrial action on your visa, your dependants, or a future visa or settlement application, you should seek advice from Staff-Immigration-Service-Edinburgh and/or an appropriately qualified immigration adviser. If you are a Migrant Member of UCU and you have a query, please contact the UCU Edinburgh Migrant Members Rep Hana Sleiman (hsleiman@ed.ac.uk).
2. I’m on a visa. Is it safe for me to strike?
Legally organised industrial action is recognised by the Home Office as a permissible absence for sponsored workers and should not, in itself, jeopardise immigration status. The University's information page on strike action states the following:
“Staff who are employed with a University sponsored Skilled Worker visa should note that industrial action is treated as an exempt absence under Home Office rules and will therefore have no effect on your visa or right to work status. The University may however be required to report a reduction in salary to the Home Office. If you have questions about reporting, please raise a Service Request to the HR Helpline. If you have questions about your immigration status, please contact Staff-Immigration-Service-Edinburgh.”
This is the latest advice from the UCU Migrant Members Subcommittee for visa holders and sponsors:
Skilled worker, no dependents: can take all the called strike action, must ensure employer has accurate record of days of absence. UCU advises sponsored migrant workers whose industrial action is indefinite, or is likely to result in 10 consecutive working days’ absence, to notify their employer as soon as possible after starting the action, ideally from day one, so that the employer’s records accurately record the reason for the absence.
Global talent visa: Please see separate FAQ below.
Student visa (e.g. our PGR members): can take all the strike action, but can only withdraw labour from activities related to employment at the University. Activities related to their studies – e.g. classes they are taking – they are still required to attend.
Spousal or family visa: If you hold a partner / family visa, the financial requirements that apply to you will depend on your particular immigration route and circumstances. Strike action may affect the evidence available for a future visa or settlement application where you are relying on employment income. You should seek route-specific immigration advice if this is a concern by contacting the Staff-Immigration-Service-Edinburgh.
Visa holders in any category, or even UK citizens, who act as visa sponsors for dependent family members (e.g. children): the financial requirements that apply to you will depend on your particular immigration route and circumstances. Reduced earnings may affect the evidence available for a future visa or settlement application where you are relying on employment income. If you are concerned about the effect of industrial action on your dependants or future immigration applications, you should seek route-specific immigration advice.
Impact on ILR applications: Lawfully organised industrial action should not, in itself, prevent a person from qualifying for settlement/ILR. However, settlement applications have separate eligibility and salary requirements, and the effect of reduced earnings will depend on the immigration route and individual circumstances.
The UCU website has extensive FAQs for migrant staff taking industrial action UK-wide.
If you are a Migrant Member, and you have a query, please contact the UCU Edinburgh Migrant Members Rep Hana Sleiman (hsleiman@ed.ac.uk).
For immigration advice on your particular situation, please contact Staff-Immigration-Service-Edinburgh.
3. The University Guidance states that “[t]he University may however be required to report a reduction in salary to the Home Office”, what does that mean and will it impact my present or future visa status?
‘Reporting duties’ is the formal term used by the Home Office for sponsors (i.e. the University) to let them know about certain situations; it is a requirement of holding a sponsorship license. This includes ‘reporting’ absences and also any reduction in salary. However, some of the absences / reasons for decreasing pay are deemed ‘exempt’ from action. One of those exemptions is industrial action. Therefore, HR are required as a sponsor to let the Home Office know that it’s happening, so that they’re aware there’s a change to the pay received by the staff member. But it does not result in sponsorship / an individual’s visa being withdrawn. Consequently, it does not impact on status in terms of right to work or remaining in the UK.
4. I am on a Global Talent visa, how is it different for me?
If you hold a Global Talent visa, you can take part in lawful industrial action without putting your immigration status at risk. Unlike Skilled Worker visa holders, Global Talent visa holders are not sponsored by their university and are not subject to the same sponsorship, absence-reporting or minimum-salary requirements. The Immigration Rules also allow Global Talent visa holders to change or stop doing their job without notifying the Home Office.
This means that you do not need to avoid taking part in industrial action because of your Global Talent visa. You can participate in UCU industrial action in the same way as other eligible members, subject to the normal rules governing lawful industrial action.
A few practical points may help you feel confident about taking part:
You do not need to report your participation in industrial action to the Home Office.
You should not need to obtain permission from the university or the Home Office before taking part because you hold a Global Talent visa.
Keep a copy of your current immigration permission and, if you are making a future visa or settlement application, retain records of your employment and professional activity as you normally would.
If you are applying for settlement, remember that the Global Talent route has its own eligibility and continuous-residence requirements. Industrial action is different from being absent from the UK, so taking part in a strike while remaining in the UK does not itself create an overseas-absence issue.
If your circumstances are unusual—for example, you hold more than one immigration status, have recently changed visa routes, or have a visa or settlement application in progress—you can seek independent immigration advice for reassurance about your particular circumstances.
In short: if you hold a Global Talent visa, you should not feel that you have to choose between participating in lawful UCU industrial action and protecting your immigration status.
5. How will my participation in strike action affect sponsoring my family members’ visas?
We have sought further guidance from HR and will update this page as soon as this information is available. In the meantime, we highly recommend you contact Staff-Immigration-Service-Edinburgh for advice ASAP. They are very supportive and are able to advise on your individual situation.
6. Will international students' visa be affected by missing teaching activities called off by the strike action?
The University's Student Immigration Service confirmed on 29 September 2026 that no student (regardless of study level) is penalised for missing attendance due to their lecturer’s or supervisor’s strikes. On 1 October 2026 they added the following:
“The Home Office acknowledges that students cannot be expected to engage with teaching that did not take place or was cancelled due to industrial action.
Schools should continue to monitor engagement as usual. However; where a lecture, tutorial or other planned activity is cancelled because of industrial action, a student's engagement should be recorded as 'Exempt' rather than non-engagement.
For new entrants, completing International Check-in confirms attendance. Returning students who start their studies during the strike action should follow their School's guidance.
Students must continue to attend engagement events that are not impacted by industrial action.”
Students can contact the Student Immigration Service via this contact form: https://registryservices.ed.ac.uk/immigration/contact-us
7. Can the university revoke a student’s visa for supporting striking staff?
No, the university cannot revoke a visa for supporting striking staff. Supporting the picket lines, attending Student Staff Assembly, and exercising a protected right to freedom of speech does not endanger a student’s visa status, provided the student does not breach the student’s code of conduct. Further, a student will not be penalised for missing attendance due to their lecturer’s or supervisor’s strikes.
If a student chooses to not cross the picket line, and therefore skips teaching and learning activities given by non-striking staff to show support for the strike, this would be an unauthorised absence. Please read the guidance below about the impact of student attendance / engagement on immigration status.
For questions about this, please contact the Student Immigration Service via their contact form: https://registryservices.ed.ac.uk/immigration/contact-us
If any students have concerns regarding their demonstrated support for striking staff, we suggest they contact the UCU and also seek legal advice.
8. Can visa-sponsored students skip lectures given by non-striking staff in order to show support for the strike without incurring an absence?
If a visa-sponsored student does not attend a lecture by non-striking staff in order to show support for the strike, this would be an unauthorised absence. For more information on the impact of student attendance / engagement on student immigration status, please refer to the University’s International Student Attendance and Engagement Policy.
Teaching & students
What should I tell my students?
Given the strike, should I plan my classes/events?
I have teaching events/field trips planned during strike days — what should I do?
1. Given the strike, should I plan my classes/events?
Right up to the very moment we start the strike, we should proceed as if our activities are to go ahead, with us there, right up to the moment strike commences. The same is true for periods of ‘strategic strike’.
2. I have teaching events/field trips planned during strike days — what should I do?
Just like any other teaching events, you should not run these activities on strike days. While you should not inform management of your intentions, you can inform your students that you will be on strike (template letter available here), explain why you are regretfully taking this action and encourage them to e-mail the Principal to urge them to negotiate seriously with UCU. Provide the information on the cancellation as late as possible, for example, by scheduling a message to be sent on the first strike morning to notify students you will not be there. You could include information on how current and planned cuts might affect their courses and programmes, and encourage them to come and talk to staff on the picket lines.
3. What should I tell my students?
There is a template letter available here that you can use.
Special circumstances & miscellaneous questions
I am a PhD/postgrad member - should I join the strike?
I am on a research-only contract - is there any value to me participating in the strike?
My salary is externally funded - what happens to that money if I go on strike?
I have annual leave booked on strike days - what should I do?
I will be working outside the UK during the strike - what should I do?
If I have external commitments on the day of industrial action, should I attend them?
What if I am on a phased return to work during industrial action?
Can/should I access my UoE e-mail while on strike?
I am a PhD/postgrad member - should I join the strike?
Yes! Do come along and join us! If you’re a PhD student with an employment contract with the university, you are a member of staff and can take part in the strike. If you don’t have an employment contract, you can’t go on strike as you have no labour to withdraw, but you can join the picket lines, speak up and support the strike visibly among your colleagues and peers, and volunteer to help. We are striking for the future of PGRs too. We ask all staff not to cross picket lines, which means not using your University office/lab on that day. Guidance from UCU is here.
I am on a research-only contract - is there any value to me participating in the strike?
Compulsory redundancies mean fewer posts in the future. Your group, institute or department is likely to have fewer opportunities for progression. Ongoing budget cuts have already reduced the number of opportunities for research staff: many Schools have further limited the number of fellowships research staff can apply for and negotiations for research staff being remunerated for their contributions to teaching and supervisions have been halted. Like all academics and professional services staff, this strike is about fighting for your job and those of your colleagues.
We encourage you to take strike action and come to a picket if you can, at least for some of the first two weeks; management look closely at strike participation numbers, and every striker counts. Otherwise, please support your striking colleagues and make a donation to our fighting fund!
My salary is externally funded - what happens to that money if I go on strike?
This depends on the funding source of your salary, but in general (for example for research grants) the University cannot recover salary funds they did not spend, so the money is ‘lost’. In some cases, the project lead can ask for permission to use those funds for something else within the project. If you are a researcher—for instance a postdoctoral research assistant (PDRA), research associate or research fellow—although your funding might be from an external body, your contract of employment is usually with the university or college. In this case, if your branch is being called out on strike and taking action short of a strike (ASOS), you should join the industrial action. If you are directly employed by an external funding body or with a body that is not part of the current dispute over the threat of job cuts, you should not take action but try to arrange to work from home. If you need further advice contact UCU Edinburgh: ucu@ed.ac.uk or UCU’s Scotland office: scotland@ucu.org.uk.
I have annual leave booked on strike days - what should I do?
If your leave is not essential, you may wish to move it so that you can participate in industrial action alongside colleagues. If you do take annual leave, consider donating to the Hardship & Fighting Fund to support your colleagues who are striking.
I will be working outside the United Kingdom during the strike - what should I do?
While the legal position varies depending on where you will be, UCU's advice is that, if you are working outside the United Kingdom on a strike day, you should work normally and donate to the Hardship & Fighting Fund. If you are due to travel as part of your work on a strike day, you should not do so.
I have external commitments on the day of industrial action - should I attend them?
If your external commitments arise from your employment with the University of Edinburgh, whether they are offline or online, then you should not fulfil them.
What if I am on a phased return to work during industrial action?
If you are on full pay during a phased return to work, then deductions for strike action should be made at 1/365th of your actual annual salary. If you are only being paid a percentage of your salary for your phased return to work, then UCU believes that any strike deduction must be pro-rata. Please contact your UCU branch for support in challenging any greater loss.
Can/should I access my UoE e-mail while on strike?
As well as putting on an out-of-office message, members should avoid responding to any e-mails from their work account during strike action. We maintain ‘digital pickets’ as well as physical ones. Remember: you are not being paid while you are on strike. This is a chance to switch off from your digital engagement with UoE work, which is often overwhelming!
Strikebreaking & strike mitigation
What is strikebreaking?
What is strike mitigation?
What does ‘crossing a picket line’ mean? (TO BE ADDED)
What should I do if I observe another union member knowingly participating in strike-breaking activity? (TO BE ADDED)
How can I defend the strike? (TO BE ADDED)
How can I support the strike if I cannot take strike action? (TO BE ADDED)
I’ve been asked to cover work tasks of a colleague who is on strike - what should I do?
What if I can’t afford to strike?
1. What is strikebreaking?
Strikebreaking describes any actions taken by employees or managers - whether union members or not - that has the effect of undermining the strike. It includes covering the work of a colleague who is on strike (teaching tutorials or delivering lectures that would otherwise be cancelled, uploading materials on the Learn site of a striking colleague, meeting with students in lieu of a colleague, responding to student emails on behalf of a colleague), but can also include working overtime to catch up on work you missed while you were on strike.
Withdrawing labour is often the only meaningful leverage available to workers in a dispute - all the more so if management refuses to be moved through other dispute resolution mechanisms - and it comes at a very high personal and financial cost. Choosing to break a colleague’s strike by taking on their work (in addition to one’s own) represents a choice to undermine that colleague and actively work against the strike. It takes away their leverage without their consent and nullifies the impact of their sacrifice, thereby damaging the chances of a swift, positive resolution to the dispute and an end to the industrial action.
2. What is strike mitigation?
Strike mitigations are any measures put in place by management (local or central) to mitigate the impact of our strike action. This could include e.g. reassigning work and responsibilities to non-striking colleagues or externally hired staff (or carrying out the tasks themselves!); using force majeure relaxations of teaching regulations to mitigate the impact of the strikes on assessment and progression of students; rescheduling (rather than simply cancelling) meetings or engagements until after the end of the strikes; and many more examples.
7. I’ve been asked to cover work tasks of a colleague who is on strike - what should I do?
This is unfortunately a common occurrence at the University of Edinburgh. You should always push back on taking on additional work. This is especially the case if it is not part of your job description and you are not adequately prepared for it. You can contact a union rep if you need help with this. Remember: as of October 2026, UCU members at UoE are still on continuous ASOS as part of our ongoing dispute over the £140 million cost-cutting project. This means you are protected by the union if you refuse to cover the work of colleagues taking strike action.
8. What if I can’t afford to strike?
It is understandable that members will feel anxious about loss of pay from strike. Many fear that the Hardship and Fighting Fund (HFF) will only provide meagre relief, and for some, this can be a make-or-break factor in your decision whether to take strike action. In order to (hopefully!) provide members with some reassurance, our amazing Branch Treasurer Charlotte Desvages has built a Strike Calculator which you can find in the section on Money and Support above. It is designed to provide you with a fairly accurate estimate of your likely deductions, as well as how much lost pay can be offset by claiming from the HFF. Remember: ALL members are eligible for HFF support, and all applications are handled in strict confidence by a small processing team coordinated by the Treasurer. As has been noted in members' emails and branch meetings, and on the branch website, hourly/paid members and members in need can apply for more than the £50/£75 per day strike relief, up to 100% of lost pay.