This free advice webinar series hosted by the Social Workers Union is a chance to talk directly with SWU about any work place issues you have been experiencing. In each session a panel of Trade Union Advice & Representation Officers along with a SWU Legal Advisor answer questions from social workers and social work students.
The webinar is set up so that questions can be asked anonymously. You can watch recordings of previous Talk To SWU webinars below.*
Common questions asked by our members include:
- Have your terms and conditions been changed/altered?
- Have you been facing re-organisation?
- Are you experiencing Bullying and Harassment?
All UK social workers and social work students are invited to attend and engage with this online advice and representation webinar series, regardless of membership status.
Follow SWU on social media to find out when the next Talk to SWU webinar will be announced.
*Please note the dates these webinars were recorded on as some information may now be out of date. If you are a BASW / SWU member and are unsure and require further advice, please contact the Advice and Representation team.
**You will be eligible for advice and representation after a one-month qualifying period. Please note that to qualify for advice and / or representation, the issue cannot have been a known pre-existing issue or active during this one-month qualifying period.
Talk to SWU recording from 18 November 2024
This webinar focuses on the topic of social work regulators and fitness to practice

Being informed by a social work regulator that they are investigating your ‘fitness to practice’ can be one of the most traumatic workplace events for a practising social worker. Alongside FtP processes which themselves can seem confusing, the range of ‘fitness to practice’ issues is broad.
However, any alleged ‘fitness to practice’ concern must arise from an alleged breach of the regulators’ published professional standards. So the conduct leading to an alleged breach can be an entirely straightforward workplace competence issue. For example: a failure to maintain records to the required professional standard.
Alternately, it can be an allegation of serious criminal conduct that has happened outside of work. For example: driving with excess alcohol or more serious motoring offences. It can be allegations relating to what a registrant has done and how this will be seen by the regulator both in terms of the nature of the conduct but also the likely public reaction to the conduct – i.e. would the public expect the regulator to act? And, of course, there numerous potential scenarios in between these examples.
The four social work regulators in the UK are:
- Social Work England
- Gofal Cymdeithasol Cymru / Social Care Wales
- Northern Ireland Social Care Council
- Scottish Social Services Council
This session is likely to be of interest to all regulated social workers.
In this session we discuss some of the differences between the regulators in the UK and explore how they approach FtP cases. What can be expected through the life of ’a case’ and the range of options and sanctions available to regulators. This will includes considering the entire timeline of an FtP case from referral through to a conclusion.
A panel of Advice & Representation Trade Union Officers answered these live questions over the course of the session:
- The importance of joining a trade union, and a bit about the Social Workers Union including our Campaign Fund.
- Meet our Advice & Representation panel for this webinar, learn about what the BASW/SWU Advice & Representation Team do, and learn more about social work regulation in the UK.
- Where does a social worker’s mental health come into the “fitness to practice” process?
- Why isn’t SWU (formally) recognised as a trade union with local government employers (for collective bargaining purposes)?
- What powers do SWU and BASW have in supporting a social worker who has been barred by the DBS, but Social Work England has indicated that their “fitness to practice” isn’t impaired?
- Can you clarify who is the regulator for our employers in terms of wishing to highlight unsafe work conditions particularly involving electronic systems? CQC / LGA and SWE do not want to know.
- Having been through the “fitness to practice” experience what struck me was the dishonesty of my employer to not provide requested written records after several legal requests had been made. How can this insurance for my profession and livelihood be greater protected?
- Are you aware of employers conducting investigations where they take witness statements but don’t call witnesses to attend to stand by those statements with our Local Authority employers?
- Comment about the hopelessness someone has experienced with whistleblowing, and its limitations.
- I have dyslexia. I’ve told my manager this in supervision. We spoke about software that might help, but it never materialised and this conversation wasn’t recorded. There’s not been any help provided. Now I’m being told my reports are not up to standard and there’s potential I’m going on capability. I’m concerned about losing my job or being referred to the regulator.
- I self-referred for a driving offence – it’s been 4 months and I’ve not heard from my regulator. Does this mean that it’s ok? Is there anything I should do?
- My employer’s new assessment process has raised the thresholds for funding for social care support. I think this policy conflicts with codes and ethics. I’m really worried. Am I in a defensible position if a fitness to practice referral is made about me by a member of the public?
- I didn’t tell my employer I was sacked by my last job and failed by AYSE. Now I’ve been referred and put on an interim order. I have good character references and I’ve sent these in with my reflective account. My supervisor was bullying me and other people have noticed this too. Will I be able to prove I was treated unfairly?
- I am on fitness to practice. I accepted smacking my child once but on the balance of probability the panel found that I regularly smack my child which is not true. What should I do because I feel like Social Work England wants me to admit and reflect on my actions. What should I do?
Talk to SWU recording from 12 February 2024

A panel of Advice & Representation Trade Union Officers answered these live questions over the course of the session:
- My organisation is going through a ‘restructure’ of job families, a change of job descriptions, pay scales etc. The employer is looking at the entire organisation under the Green Book. Unison is involved in the discussions, but not SWU. Is there anything we should know about this kind of restructure? Is there any advice SWU can provide?
- I am a Social Work Student and have joined BASW and SWU. I am in Scotland and understand that SSSC cover my fitness to Practice as a student. If I have concerns in placement will I be offered advice and representation?
- What are your rights with regards to a secondment for your development? My manager stopped my application as there was no back-fill for my post. Another staff member has been on secondment for 18 months now, but not due back until September so she said I can’t go on secondment too. I was shortlisted for interview and had to withdraw my application. It was for a team manager 12-month secondment, and I am a senior Social Work practitioner.
- Is there any legal protection for people who experience the menopause?
- I am a Social Worker currently on sick leave awaiting surgery for a long-term condition. Both my GP and OH (Occupational Health person) have recommended part-time working – no longer than 20 hours a week until the surgery has been concluded. Despite having 3 meetings to try to facilitate a back to work plan the employer has flatly refused to consider the part-time working request. The employer’s ‘managing attendance policy’ clearly states that part-time working can be facilitated on a temporary basis. I feel discriminated against and wondered what my options are?
- My employer has barred me from working, engaging, and/or association with another employer (who is also a friend) after constructive dismissal for any period following discrimination issues.
- We don’t offer advice or representation with DBS issues, but there’s an organisation called NACRO where you may be able to get support: https://www.nacro.org.uk/nacro-services/criminal-record-support/advice-for-individuals
- Whistleblowing – what sorts of statements are protected? What is the right way to go about making a protected disclosure? Can I go to the press?
- Does an employer have to complete a disciplinary or grievance investigation within a certain timescale?
- I’m an agency worker working for a local authority and using an umbrella company. Am I employed or self-employed?
- How do you support a colleague when you are aware they are being bullied by a manager, however when this has been raised to senior managers a number of times it is swept under the table?
- Laura Sheridan, tell me about your own job – anything you particularly enjoy about your Advice & Representation role in the busy team?
- The organisation that I am currently working for is concerning as caseloads are high within the 50s to 60s and senior management are not supportive of staff. They often ignore staff concerns when brought to their attention regarding their unethical practice and high caseloads – looking for some advice as on how to tackle the matter.
- Lyse Hurd, how would you describe a typical day in your Advice & Representation (A&R) team?
- I am a social worker with Endometriosis. Is there any legal protection?
- Due to my workplace not having a fully functional grievance process, do I have a right to go straight to the employment tribunal – what grounds do I have? As I have tried to follow workplace process but the system is floored.
Talk to SWU recording from 30 March 2023
Hosted by SWU during World Social Work Month 2023

Questions asked in this session were:
- Can I, as a local authority social worker, support the strike of a union that I am not a member of?
- Do agency social workers have fewer employment rights?
- Does discrimination law extend to trans people?
- Can my employer simply reject my request to work part-time, or do I have a right to insist on a change of hours?
- My employer has changed a lot of my terms and conditions without consulting me – is this constructive dismissal if I left employment due to this? / How can I challenge workplace restructuring plans?
- What are my rights to request flexible working?
- How long after restructuring do you have to ask for a redeployment if your original job focus has changed?
- I’ve been off work sick with work-related stress – am I protected by disability discrimination law? / Can I pursue a personal injury claim against my employer?
- I’ve been sick during my holidays – can I take the time as sick leave to preserve my holidays? / Can I carry over holidays to the next holiday year if I’ve been too ill to take them? / Do I have to disclose everything to my manager when requesting occupational health?
- Can I be turned down for a position because, at age 45, I am not perceived as having a “vibrant, dynamic, and youthful approach to work”?
- I have dyslexia and have been criticized by my manager for slow report production – am I entitled to extra support?
- I’ve been bullied in my workplace, but I did not go through the work procedures due to a bereavement – is there a time limit to make a complaint?
Talk to SWU & SWES recording from 14 September 2022
Hosted by SWU on behalf of the Social Work Employment Services

This free webinar invited agency social workers to anonymously ask advice about workplace issues.
In this session agency social workers brought their employment, legal, and practice-based questions to a panel of experts from the SWU/BASW Advice and Representation Service and SWU’s Legal Advisor from Morrish Solicitors.
Questions asked during this webinar were:
- What are the different agency arrangements for social workers?
- What’s the difference between an agency worker, temporary worker and an independent social worker?
- Are all of the different agency arrangements affected by the agency work regulations?
- Are you entitled to sick pay as an agency social worker employed by an umbrella service?
- What is IR35?
- Does an agency worker have a right to holiday pay?
- Does my agency pay me sick pay as a temporary worker?
- What is holiday pay on a rolled up basis?
- What is the difference in employment rights as an agency social worker compared to a permanent employee?
- Do I have parental rights as an agency social worker?
- What protection do you have under the agency workers regulations 2020?
- What happens if someone I work with complains about me? What recourse do I have?
- What happens if I am injured at work as an agency worker?
- What are the pension rights as an agency worker?
About the Social Work Employment Services

Social Work Employment Services (SWES) is the professional, trusted, and ethical umbrella company created to support social work professionals and employment agencies to provide PAYE, NIC, HMRC, compliant payroll, and employment services to meet off-payroll regulations (IR35).
SWU and SWES have signed a bargaining agreement that commits SWES to consult with SWU on any changes in terms, conditions, and pay rates for employees. This action affirms SWES and SWU’s commitment to protecting workers’ rights, and specifically in this case the rights of agency social workers.
Audited and accredited by Professional Passport, SWES works in partnership with the British Association of Social Workers (BASW) and adheres to its Code of Ethics.
SWU recognises that SWES is a good employer and provides an ethical and compliant service for our members.
Talk to SWU recording from 29 March 2022
Hosted by SWU during World Social Work Month 2022

Topics we discussed during this session include:
- Is there anything I can do about a negative reference given by employer?
- Your rights with regards to a secondment for your development
- Refused part-time working requests
- Can menopause be considered a disability?
- Mask wearing policies after the government has lifted COVID-19 restrictions
- Do I have a say in the variation of my contract?
- The timescale of completing a disciplinary or grievance investigation
- Negotiating and serving a notice period
- Is an agency worker who is working for a local authority and using an umbrella company considered employed or self-employed?
- How can I support a colleague being bullied by a manager?
- Being dismissed due to failing to pass my ASYE, but I have dyslexia and didn’t have the equipment / support I needed in place – do I have any rights to challenge my dismissal?
Talk to SWU recording from 3 November 2021

Questions asked and answered in this session include:
- Is there any legal protection for people who experience the menopause?
- I have dyslexia and have asked for readjustments but IT department don’t fully understand my needs and it’s taking a long time – what can I do?
- I am not taking the COVID-19 vaccine on health grounds – what can I do to protect myself and those at work, and can my employer insist on me having the vaccine even though I’m not visiting care homes?
- Rights around flexible working hours if you have long Covid
- Wanting to work part-time due to childcare arrangements
- The difficulty of constructive dismissal cases
Talk to SWU recording from 7 July 2021

Questions we discussed during this session include:
- I have a health condition that makes me exempt from wearing a face mask. My employer is insisting that I wear one when I am in the office and has said that if I don’t, they will have to offer me an alternative job. Can they do this?
- How do I start a Tribunal claim? What are the time limits? What is ACAS Early Conciliation?
- Whistleblowing – what sorts of statements are protected? What is the right way to go about making a protected disclosure? Can I go to the press?
Talk to SWU recording from 31 March 2021

Questions based on enquiries we received in early 2021 and covered during this session:
- What is the difference between direct vs indirect discrimination?
- What are the issues surrounding discrimination based on religious & philosophical beliefs?
- My employer wants to make changes to my contract of employment – what are the legal protections?
- Can my employer require me to be vaccinated against CV19? And: can my employer require me to work with someone who hasn’t been! Or won’t wear a mask?
Talk to SWU recording from 17 December 2020

Questions based on enquiries SWU has received that we discuss during the session:
- “My employer has asked me to come to an investigation meeting, what should I do?”
- “I’m returning to work after a period of sickness, and my employer isn’t being supportive”
- “My employer has told me that we are going to have to change job role which may involve a change of location, what are my rights?”
- “I feel like my manager is treating me differently to my colleagues – what should I do?”
- “I’ve been told my job is up for TUPE. What does this mean?”