Despite the challenges, the dismissal of trade union members and the increasing difficulty to organise we remain resolute in our commitment to fight for better pay and conditions in Abtran.

To that effect we are launching our pay claim for the year of 2025.

We call upon all agents, team leaders, product specialists, trainers and quality assurance to support the pay claim and become members of the union.

We remind everybody working there that Abtran are generating millions per month in government contracts.

If the outsourcing model did not exist, the majority of work would still have to be performed, except it would be performed by public servants with clear pay scales and other pay and benefits that Abtran does not offer.

This pay claim seeks to put a bigger share of Abtran’s profits into the pockets of their hard working and skilled workers.

• Introduction of the 4 day work week that Gary Sayers promised to examine in meetings held with staff in August 2024.

• Rate of pay to be increased to 17 euro p/h.

• Restoration of the 15 minute welfare break that workers need for their mental health and well being.

• Full usage of the 1500 Small Benefit Exemption scheme.

• Recognition and additional pay to any worker who is cross trained in multiple accounts.

• Introduction of a clear pay scale for years served without hoops to jump through.

• Stop rostering workers on the weekends in between their annual leave.

Our member Jane* had this to say in support of the pay claim:

“Yes, the cost of living is so high. When we get paid fortnightly (no issue with that as such) you feel like your pay is nearly gone with the rent, bills and food shopping, you’re struggling the 2nd week. If we had better pay, this would take so much pressure and stress off, and leave us feeling happier and more productive. Nothing worse than worrying while working about if your pay is going to last the 2 weeks.”

Our member Saoirse* had this to say in support of the pay claim:

With the current cost of living crisis it should not be enough that a company offers just above the national minimum wage when they are emailing about record profits at the end of the year. The bare minimum just isn’t enough anymore. 
We are not compensated for the extra upskilling in training that we go through that directly benefits the company, nor do we see a share of the profits through bonuses. Raising the wages is the very least that could be done across the board

Our member Mary* had this to say when commenting about Abtran pay and conditions:

I dunno what to say as I’m speechless with the shit they do now.

At its last meeting the members of the Cork Operative Butchers Society noted with sadness the death of our colleague Bill Cogan on 27^th January 2025.

Bill was one of the founding members of the Independent Workers Union where he served on the National Executive Committee in his role of National Treasurer until his illness forced his retirement.

A stalworth trade unionist Bill cut his teeth in the Cork Operative Butchers when he worked for Byrne Butchers. When an injustice against a fellow worker was being implemented or contemplated by an employer of the trade, our man took leading positions in putting wrongs right.

His staunch trade unionism was recognised by others when he was elected to serve as President of the Cork Council of Trade Unions in 1998/99 where he served us all with honour and distinction.

He was a strong advocate of workers strengthening themselves through collective organisation at local, national and international level. He believed that organised workers properly motivated, did not need to participate in collaboration with either Government or Employer bodies but advanced themselves better through direct confrontation in the workplace.

The meeting of the Operative Butchers branch of the Independent Workers Union agreed that the best way to remember our fallen comrade was to take to heart the words of the great American Trade Union organiser Joe Hill with the simple message:

                                                       “Don’t mourn – organise”

Since before Christmas, Relate Care workers were asked to fill in a survey concerning pay and conditions.  Members of our union leafletted outside the Waterford and Tralee offices and conducted extensive outreach to engage with as many Relate Care staff as possible. While this survey is not an exhaustive reflection on how everybody thinks inside Relate Care, it does show a snapshot into a pattern.

10 questions were asked and below we share some of the results of those questions.

Q1: If there is one thing you could change, what would it be?

The majority of responses stated PAY and RESPECT needed to be improved. One worker gave a very detailed response:

“just wrecked over the way we’ve been treated this year. It’s like, we’ve all been killing ourselves working hard, and what do we get? An email from the CEO saying ‘thanks for the hard work’ and to ‘keep it up.’ That’s it. No recognition, no gesture, not even a cheap voucher or anything to show they actually care. It’s like they don’t even see us. All of us in the office have been chatting about it, and honestly, we’re just done. From now on, it’s minimum effort for minimum wage. Why would we bother putting in more when this is the thanks we get? Even the small things, like buying biscuits or soup for the break room, are a joke. It’s always the cheapest Tesco Value stuff, like they’re going out of their way to remind us how little we matter to them. I’ve been working with the company for three years now, and it’s only after getting worse. I work on the Beth Israel Lahey Health lines, and the days I have to go into the office are absolutely draining. By the time I get home to my husband, I’m completely shattered and depressed. Then I’ve to deal with the kids, and it just brings me down even more. I can’t see myself sticking with the company much longer if things stay like this. I’d much rather work full-time from home than be stuck in that kind of environment. The worst part is, we’ve no proper way to say how we feel. This anonymous questionnaire is the only chance we have to speak up without getting in trouble, and to be honest, I’m glad it’s there because there’s no other way to get heard. The communication between management and staff is shocking. We’ve got one manager in Tralee, and she’s hardly ever around. When she does show up, she just sits in her office and doesn’t talk to anyone. If she does say hello, it’s barely a word, and there’s no personality in it at all. The whole atmosphere in the office is pure negative now. No one talks to each other anymore, and why would they? There’s nothing encouraging us to be friendly or even try. It used to be grand because we all got on well, but after everything that’s happened, the mood’s completely changed. Now it’s just this attitude of ‘minimum wage, minimum effort,’ and honestly, I don’t blame anyone for feeling like that.”

Q2: Did you receive a Christmas bonus from Relate Care?

100% of responses stated they received no Christmas bonus.

Q3: Do you think Relate Care should provide a more comprehensive sick pay scheme in addition to the statutory sick pay of 5 days provided by the government?

95% of responses stated yes.

Q4: Are you treated with dignity and respect in the workplace?

53% of respondents stated yes, 47% of respondents stated no.

Q5: Do you feel your hard work is recognised by the company?

92% of respondents stated no.

Q6: Do you feel that you are able to make professional progress in Relate Care?

78% of respondents stated no.

Q7: Have you recently experienced changes to your t&c such as reduction in hours, moving around of rosters or other changes that you are unhappy with?

This question raised many issues and points of contention, but in order to avoid exposing the workers’ raising specific issues, here are the responses to some of them:

1. If you meet the criteria for a bank holiday payment, you must benefit from it in one of 4 ways: a) paid day off on that day b) paid day off within the same month c) additional day of annual leave or d) an additional days pay. If you are scheduled to work a bank holiday and subsequently ask for it off/refuse to work, you may be forfeiting the benefit you receive from the bank holiday.
2. If you are constantly being moved around from campaign to campaign – you should object in writing. If your individual objection is rejected, you should unionise so we can lodge it as a collective grievance.
3. Any enhancement in increases for maternity/parental pay can only be won through unionisation and collectively.

Q8: Do you feel your voice is heard as a worker in Relate Care?

80% of respondents stated no.

Q9: Do you think your voice would be better heard if you approached Relate Care as a union?

90% of respondents said yes.

Q10: Do you have any other comments to add? 

Here’s what some of you had to say.

• “The pay is really low and needs raise. I’m working for 3 years already and I’m still getting paid the same as new employees.”

• “The company is not interested in retaining staff. The entire business model is around short term contracts. Incremental pay increases abolished at the start of 2024. Team Captain now earns just about the same as standard staff, so what’s the point. Genuinely advise anyone that can to leave, find something better, take interviews while you’re working, do whatever it takes.”

• “We as team captains get paid a euro more than the agents. We work so hard and don’t get recognised for it. We can’t grow within the campaign. We can’t express our opinions they don’t get heard. I’d appreciate my name be anonymous to relate care for now.”

• “A meeting once a week allowing teams to discuss difficult calls would be very beneficial and help agents feel further supported. The opportunities to cross train are very good. Wages need to be higher.”

• “People on pcrs take many degrading and difficult calls, dealing with these calls we don’t have specific training for sure should be recognised and compensated for.”