12. Using leverage: how to approach employers
Using case stories as leverage
Real stories are powerful tools. They bring abstract issues to life and can help shift attitudes among decision-makers. A well-documented case of wage theft, discrimination or abuse can illustrate wider problems and mobilise support for action.
To use stories well, reps should collect examples over time, ideally with the member’ s consent, and anonymise where needed. These can be grouped by theme – such as travel time not paid, threats of deportation, or racism from service users – and presented to commissioners, councillors or even local journalists as part of a broader campaign for change.
Tools for researching employers and sponsors
Some of the worst abuses happen in small or hidden settings. Use available tools to build evidence:
• Check if the employer is on the Home Office sponsor licence register
• Look up directors and companies at Companies House
• Search for media reports, tribunal cases or complaints
• Connect with organisations like the Joint Council for the Welfare of Immigrants( JCWI) or the Migrants Rights Network
Case study: NHS Cambridge
At Addenbrooke’ s Hospital in Cambridge, UNISON developed a multi-layered strategy to support rapidly rising numbers of international nurses and healthcare workers. The branch organised welcome meals and cultural induction sessions to make new staff feel welcomed. It worked with HR to ensure proper guidance on employment rights was shared from day one and trained peer reps from migrant backgrounds to act as points of contact and organisers.
The union also compiled a list of the key needs of new migrant recruits, including support with accommodation – which was provided but often inadequate or located far from the hospital, transport, and cultural integration. This list was shared with the trust, and after negotiations, the hospital introduced measures such as providing transport for workers and employing a welfare officer to support migrant workers in navigating challenges.
This proactive engagement built trust in the union over time. Migrant workers who initially felt isolated and unsure became active members, more confident to raise concerns and take part in collective action. The work done in Cambridge shows how visibility, use of internal contacts, and ongoing presence can transform migrant worker engagement in large NHS settings.
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