In recent political developments, staff members of Hyndburn Council have received strong warnings from Labour representatives urging them to join a union following the significant electoral victory of Reform UK. The primary aim of this call to action is to prepare workers for potential changes that could arise under the new leadership of Reform, particularly concerning working conditions and employee rights. This warning comes in the wake of Reform UK’s victory, led by Nigel Farage, who has openly criticized current practices related to diversity, equality, and inclusion (DEI) initiatives within the council.
On May 1, 2025, Reform UK took control of Lancashire County Council, a shift that has generated considerable concern among council staff. Scott Brereton, the Labour spokesperson for business and growth in Hyndburn, has voiced his apprehension about the implications of this change. According to Brereton, Farage’s statements suggest a desire to eliminate home-working arrangements and to dismiss DEI officers from their positions. Farage’s rhetoric, as articulated by Brereton, highlights a broader campaign against flexible working policies, which many had come to rely on, especially in the current climate that encourages remote work for efficiency and cost-effectiveness.
In response to Farage’s intentions, Brereton characterized the proposed changes as “outrageous.” He emphasized that the shift away from family-friendly working practices and flexible arrangements could have detrimental effects not only on employee welfare but also on the efficient functioning of the council. He argues that the assumptions made by Farage regarding remote workers operating at a disadvantage are fundamentally flawed and fail to recognize the tangible benefits that such arrangements bring to both workers and the organization as a whole.
Compounding this conflict, a representative from the Lancashire Association of Trades Union Councils criticized Reform UK for attempting to sow division among the workforce. The spokesperson pointed out that the party’s actions, such as voting against protections like banning exploitative zero-hours contracts and advocating for better sick pay access, indicate a lack of support for working-class individuals. This perspective suggests that the party’s platform could ultimately undermine the rights and protections that employees have been fighting for.
Meanwhile, Stephen Atkinson, who recently transitioned from his position as Conservative leader of Ribble Valley Council to become a prominent figure in Reform UK, defended the party’s stance against DEI initiatives. He stated that DEI is inherently discriminatory and asserted that any hiring practices must focus on individual merit rather than demographic factors. This position has raised alarms among many who advocate for equality and the fair treatment of all individuals in professional environments.
Atkinson’s comments further cement the ideological divides emerging within local governance, where Reform UK’s vision clashing with more progressive ideologies prompts essential discussions about equity and workplace rights. He maintains that Reform UK will align its employment standards solely with performance, thereby challenging the established frameworks that aim to create inclusive environments in the workplace.
As these developments unfold, the landscape for council staff in Lancashire appears increasingly contentious. While Labour representatives call for solidarity and union membership as a bulwark against potential shifts in policy, Reform UK’s ascendance introduces a starkly contrasting approach that raises fundamental questions about the future of work culture, employee rights, and governance in the region. The ongoing dialog will likely shape the operational ethos of local councils and stakeholder engagement for years to come, particularly in a post-pandemic context where remote working has gained substantial traction.