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Harmonisation FAQs

UPDATED 12 OCTOBER 2023

 

What is harmonisation and why is it happening? 

Harmonisation is the term we use to describe moving colleagues from one set of employment terms and conditions to another. 

In this instance we are moving the former Northwards team on to Manchester City Council terms and conditions which gives colleagues access to more favourable services and benefits.  

I was part of the ‘Mears’ TUPE, will I also be part of the harmonisation? 

Yes, all colleagues still under different terms and conditions than those of MCC (Manchester City Council) will transfer to new terms and conditions and benefit from the changes.  

What are the main changes that will affect me, following harmonisation? 

There are three main changes to terms and conditions following the harmonisation process, these are: changes to annual leave, changes to grandparents leave, and changes to the sickness scheme in which some colleagues are aligned to.  

  • The provision of paid grandparents' leave is being removed. In circumstances where leave is needed due to caring responsibilities, the special leave policy may be applied, and would be paid or unpaid. 
  • All colleagues will align to Manchester City Council’s occupational sick payment and policy as of the implementation date. There are a small number of colleagues based in the Customer Contact Centre, who came in via TUPE on less favorable terms in relation to occupational sick pay and those colleagues will also transfer to Manchester City Councils policy.  
  • All colleagues will transfer to Manchester City Council annual leave policy, which in most cases will result in a greater entitlement of annual leave.  

Other small changes include a change to payment for those that wish to volunteer as ‘first aiders. Payment will be in line with MCC first aid hourly rate of £8.69ph. 

All other T&Cs will remain with the same or enhanced provision, albeit may be with a different provider.  

What are the specific changes in relation to annual leave? 

Manchester City Council offer all colleagues 26 days annual leave plus Bank Holidays, regardless of grade, with an extra 5 days leave (pro rata) upon 5 years of service, to a maximum of 31 days.

There are no additional days under MCC for 20 years’ service. 

Colleagues who have less than 5 years' service upon implementation will receive 26 days (plus bank holidays), with those that have over 5 years' service going up to 31 days (plus bank holidays). If colleagues work part time, these will be pro rata.  

All colleagues will have the option to buy up to 10 additional days of annual leave, each year.  

I am a long serving employee, and I currently get more than MCC offer, will I lose my additional leave? 

We are aware that some long serving employees have more annual leave than the maximum of 31 days under MCC.

Those colleagues will have their annual leave ‘protected’ until they enter a new contract of their own volition or agree to a variation of their contract of employment.     

I am approaching a 20-year anniversary soon, will I lose my long service award of extra holiday? 

Colleagues who reach 20 years' service on or before the 31 March 2024 will have their additional annual leave honored and protected as part of the harmonisation process.

Any 20-year anniversary after this date will not be eligible for the added leave.  

I was employed by MCC before it then became Northwards, does anything change for me? 

Yes, harmonisation is a process of aligning all colleagues to the same terms and conditions. 

Some colleagues will have annual leave protection due to their length of service and others will benefit from additional leave under MCC T&Cs. 

Harmonisation also gives colleagues access to additional services such as Mpeople, and more favourable terms and conditions overall. 

I already have annual leave protection from a previous change. Will this remain? 

Existing annual leave protection will not change.  However, it could be that you are protected for fewer days than are offered by MCC.  

If this is the case, you will move to the greater annual leave allowance and will not need your current leave protection. 

What happens if I am on protected pay? 

Any protected pay which has been given to colleagues due to a previous change will have this honoured under the new terms and conditions. 

Will my hours of work change? 

No, there will be no changes to your hours of work, they will remain the same as under your current contract. 

Will my pattern of work change? 

No, there will be no changes to your current agreed and contractual pattern of work. 

Will my pay date change? 

There will be no change to your pay date, it will remain as the 15th of each month.  

Will my pension be affected? 

No, your pension provider will remain as LGPS. 

Will my role be evaluated as part of harmonisation? 

No. The process of harmonisation is to align colleagues to MCC terms and conditions. It has been done in this way to offer all colleagues the same access to benefits and services. 

Following the harmonisation process, all roles, will undergo job evaluation if they have not already.  

Who can I contact if I have questions? 

If you have questions, which are not covered by the FAQ, you can contact the people below: 

Trade Union Reps: 

Graeme Hall (Assistant Director) graeme.hall@manchester.gov.uk 

Louise Huntington (Communications Manager) mcchousingservices@manchester.gov.uk

Claire Sproulle (HR Project Manager) claire.sproulle@manchester.gov.uk