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Wilko – DC Management Re-Structure – Bulletin No4 26th February 2020

Wilko – DC Management Re-Structure – Update 26th February 2020

Dear Member,

The final collective consultation meeting with Wilko took place on Tuesday 25th February 2020 and the final 1to1 meetings will take place this week.

Again, management have attempted to argue that section leaders will not be entitled to a trial period in the new FLM role, and that if a section leader takes an alternative role at a lower rate, they will not be entitled to a phasing down of their pay.

This goes against the policy Wilko agreed with GMB and is a contractual right team members have if they are facing redundancy. GMB yesterday registered a failure to agree and has put the matter in to the disputes process.

Wilko should do the right thing by its team members. By trying to get out of phasing down team members pay and not giving people a trial period, management undermines trust in the new structure. If they do the right thing then team members can start in their new roles knowing that Wilko cares and honours its policies and agreements.

The GMB Union won’t stand by and let Wilko wriggle out of its contractual and statutory obligations. We have employment tribunal claims running on other pay protection issues and the GMB successfully brought and won claims against Wilko when they failed to collectively consult with GMB on the dismissals at head office.

We want you to know what management are trying to do and be armed with the Wilko Policy. See your GMB rep for advice and make sure you are represented at your 1to1 meetings.

Wilko Redundancy Policy

4.0 Redeployment – Once team members are identified as redundant and notified of their potential redundancy, we will actively seek alternative work for them within the company prior to their redundancy taking effect.

We will offer a trial period of 13 weeks (or longer depending on the job) for team members who transfer into an alternative role. During this trial period redundancy entitlements will still apply and we will only cease at the end of the trial period.

If the alternative role is at a lower rate of pay than the current position we will maintain the existing pay during the trial period after that time the following pay adjustments will apply

From weeks 14 to 26 – 75% of the difference in pay rates

From weeks 27 to 39 – 50% of the difference in pay rates

From weeks 40 to 51 – 25% of the difference in pay rates

From weeks 52 onwards – new pay rates apply

If you’re not a GMB Union member you can join online –

Yours sincerely,


Posted: 28th February 2020

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