Rates of Pay and Conditions of Service 2022 – Eurostar International Ltd

Our Ref: BR2/0001/E
8th June 2022


Dear Colleagues

Rates of Pay and Conditions of Service 2022 – Eurostar International Ltd

Referring to my previous correspondence, the referendum has now concluded and the result is as follows:

Question: Are you prepared to accept the company’s offer?

Total Votes Cast 361
Voting ‘Yes’ 244
Voting ‘No’ 117

Noting the result, the National Executive Committee has instructed me to inform the company of our acceptance the offer. For ease of reference the pay award is as follows:

3% increase on basic rates and allowances as of 1st May 2022
Additional 3% increase on basic rates and allowances as of 1st September 2022
Additional 2% increase on basic rates and allowances as of 1st December 2022

The minimum annual increase will be £3900. (8% of 48k) Which will be paid 3% May 2022, 3% September 2022, 2%+top up December 2022. The maximum annual increase will be £6400. (Based upon 8% of £80k)

The EIL Pension Scheme remains ‘open’. EIL will take full responsibility for the costs to cover the RPS pension deficit of £47.6m with no additional cost to employees circa £500k.

In addition, an increase the home to work allowance for employees to £3.5k for front line roles and £2.5k for employees able to work flexibly and simplify process. This allowance will continue to rise in line with the annual rail fare increase usually published in January.

Maternity Leave

EIL already pay 100% of normal basic pay for the first 26 weeks of maternity leave, this reduces to statutory maternity pay (£151.97 per week) for weeks 27-39.
EIL will offer 50% of normal basic pay for weeks 27-40 of maternity leave. This would be a positive enhancement and will be seen as a positive step in line with the diversity and inclusion strategy. During 2022 we will continue to review in line with other TOCs. Joint Policy Group will recommend any further enhancements to CC for authorisation.
In addition, the company will further develop the Wellbeing arrangements, e.g., menopause/andropause personal days, wellbeing days, volunteering, etc. A Joint review of flexibility agreements (work/life balance) in 2022 – particularly for front line employees and continue to review the diversity and inclusion processes to ensure full inclusivity

Yours sincerely

Michael Lynch
General Secretary