3. Building trust and understanding with migrant workers
gaining additional rights such as passing the two-year service threshold for unfair dismissal protection( see chapter 6).
There may also be collective consequences of taking the‘ usual’ forms of action to rectify issues with employers: challenging a bad employer might succeed in resolving that one case but prompt the Home Office to revoke the employer’ s sponsor licence, which could leave many workers jobless( see Chapter 12).
Cultural expectations, fear of authorities, and knowledge of unions
Some migrant workers may never have encountered a union before. Others may fear them or assume they are ineffective or state-controlled. Clarity and patience are vital. Union reps and caseworkers may need to explain what a union is, how it works, and what it can offer. It is best to avoid jargon and be open about what can and can’ t be done.
“ In some parts of the Philippines, being a trade unionist can be dangerous.” – UNISON Branch secretary
Many workers are also deeply afraid of the Home Office or any official body. They may be wary of being“ on the record” or worried that their information will be shared to authorities without consent. Union reps and caseworkers should make it clear that the union is on their side, and that their safety and confidentiality is paramount. They can encourage the worker to participate, but without pressuring them. Visible representation and involvement in programmes like UNISON’ s Active Members scheme can help( See Chapter 13).
“ People don’ t know their rights – or what a union even is. That has to change.” – UNISON rep and migrant worker in social care
Exploitative visa and recruitment practices
Agencies and employers have capitalised on the lack of regulation around visa sponsorship, charging migrant workers up to £ 40,000 for fake or conditional sponsorships, or tying them into repayment clauses they don’ t understand.
“ Some companies are selling fake sponsorship. Some are real, but with no guaranteed hours.” – UNISON rep and migrant worker in social care
These arrangements are often accompanied by threats or bullying. Employers may hold back wages or refuse to give references unless workers“ pay up,” trapping them in debt and silence.
UNISON reported that one care worker had been suffering severe bullying and harassment but was unable to leave their role as they would be expected to pay £ 10,000 – despite no specific figure of repayment being originally included in their contract.
18 LRD • Supporting migrant workers