The Current Wave of Industrial Action at Heriot-Watt University
Lecturers and professional staff at Heriot-Watt University (HWU) in Edinburgh have embarked on a series of strikes in March 2026, marking a significant escalation in their dispute with university management. The action, coordinated by the University and College Union (UCU), the primary trade union representing academic and related staff in UK higher education institutions, involves walkouts on specific dates including March 17 to 19, 25 to 27, 30 and 31, and April 1. Pickets have been set up at the main entrances of the Riccarton campus from 8am to 11am, with participants gathering for group photos at 10am to demonstrate solidarity. This is the first time in 14 years that Heriot-Watt UCU branch has resorted to such measures, underscoring the severity of the ongoing tensions.
The strikes stem from management's 'Rightsizing' initiative, which proposes the elimination of 51 positions across the university's campuses in Scotland and Malaysia. While over 42 staff have already departed through voluntary schemes like the Paid Leavers Scheme and natural attrition, concerns persist over the remaining nine roles, particularly in vulnerable departments. Staff are also implementing action short of a strike (ASOS), such as working strictly to contract and refusing voluntary overtime, to pressure the employer without fully disrupting operations.
Background to the Dispute: From Consultation to Confrontation
The conflict traces back to late 2025 when university leadership announced cost-saving measures under the banner of ensuring long-term sustainability. A formal 'Failure to Agree' notice was issued on November 28, 2025, triggering a consultation period that union representatives describe as inadequate. Negotiations dragged on for 17 weeks before the first formal dispute resolution meeting on March 4, 2026, followed by another on March 11.
A pivotal ballot ran from January 5 to February 16, 2026, achieving a 70% turnout among eligible UCU members. An impressive 74% voted yes to strike action, while 87% supported ASOS. This strong mandate reflects deep unease among the workforce, with union meetings marked by unprecedented distress, as noted by branch president Katie Sang. The university introduced a new app for strike reporting, raising data privacy concerns among union officials, who flagged issues with processing trade union membership data without a proper Data Protection Impact Assessment (DPIA).
Management's stance has been to prioritize voluntary severance, but their refusal to categorically rule out compulsory redundancies—dismissals without employee consent—has fueled the fire. Compulsory redundancies are not only demoralizing but also costly due to statutory payments and legal risks, making the union's demand for guarantees particularly pointed.
Programmes Hanging in the Balance: LINCS and Scholar Under Threat
At the heart of the dispute are two key areas: the Department of Languages and Intercultural Studies (LINCS), founded in 1970 and renowned for its expertise in translation, interpreting, and intercultural communication, and the Scholar programme, a national online learning platform serving over 130,000 Scottish school pupils and 14,000 teachers.
In LINCS, management proposes 11 full-time equivalent (FTE) redundancies, equivalent to about a third of the department's staff. This would lead to the closure of undergraduate programmes in German and Chinese, as well as numerous courses in intercultural studies. Applicants who had secured places were abruptly informed of withdrawals just weeks ago, shattering expectations and limiting student choices in critical languages vital for global employability. A petition to save LINCS has garnered over 2,000 signatures, highlighting widespread external support.
Scholar, operational for 25 years, faces staff reductions despite its pivotal role in providing flexible access to higher education, especially during the pandemic. Its small deficit—comparable to one senior salary—is cited as justification, yet critics point to years of surplus skimming without reinvestment. The programme's potential dismantling contradicts HWU's University Strategy 2035, which emphasizes global education and employability.
These cuts extend to research time allocations, threatening the scholarly output that bolsters the university's reputation in energy, engineering, and business—fields where Heriot-Watt excels globally.
Heriot-Watt's Financial Landscape: Deficits and Strategic Shifts
Heriot-Watt reported a £7.9 million deficit for the 2024/25 financial year, attributing it to escalating operational costs amid stagnant revenues. Like many UK universities, it grapples with inflation-driven expenses in energy, pensions, and national insurance contributions. Scotland's free tuition policy means government grants per student lag behind England's tuition fee income, forcing reliance on volatile international student fees—up to £40,000 annually per head but sensitive to visa restrictions, currency fluctuations, and global competition.
The 'Rightsizing' exercise is part of a broader 'Adapting for Continued Success' transformation programme aimed at aligning staffing with programme demand. Senior leadership salaries have drawn scrutiny: the principal earns £372,000 plus benefits, with growth in £100,000+ earners and consultant spending. The 2025 annual report and financial statements detail these pressures.
Despite these challenges, the university insists it is on track for sustainability, committing to resolve issues through dialogue while safeguarding student experiences.
UCU's Core Demands and Rallying Cry
The Heriot-Watt UCU branch demands a firm commitment to no compulsory redundancies across Rightsizing, LINCS, and Scholar changes. They seek preservation of full programme offerings in languages and intercultural studies, maintenance of research time for active scholars, and a vision for Scholar's future incorporating AI and digital innovations.
UCU General Secretary Jo Grady has framed this as a national crisis, urging the Scottish Government to fully fund universities and principals to ban compulsory redundancies. Locally, Katie Sang laments the loss of course diversity, while assistant professor Matt Riemland highlights the emotional toll: tremendous stress amid precarious employment. An online rally on March 18 united Scottish branches, amplifying calls for solidarity.
Human Impacts: Staff Distress and Student Disruptions
Staff describe unprecedented anxiety, with union meetings overwhelmed by distress. Families face uncertainty, and research careers hang in limbo. Students, meanwhile, lose access to specialized languages essential for diplomacy, business, and tech sectors. Scholar's pupils—often from remote or disadvantaged areas—risk diminished pathways to university.
The Students' Union has overwhelmingly backed the strikers, emphasizing quality education over cost-cutting. Broader ripple effects include strained teaching loads for remaining staff and potential declines in institutional rankings.
A Scottish and UK-Wide Crisis in Higher Education
Heriot-Watt's turmoil mirrors a sector in freefall. Strikes coincide with actions at Aberdeen (£5m+ savings via cuts), Dundee (180 FTE equivalent), and Strathclyde (76 roles). Over half of Scotland's universities forecast deficits, exacerbated by two years of falling international enrollments.
UK-wide, the Higher Education Statistics Agency (HESA) reports a first-ever drop in academic staff numbers by 2,175. UCU tallies over 12,000 job losses announced last year, with thousands more threatened. Universities UK warns of £3.7 billion funding shortfalls from policy decisions. The Office for Students projects 45% of providers in deficit for 2025/26 without mitigations.BBC coverage details this grim picture, while Heriot-Watt UCU provides strike updates.
- Rising costs: Inflation, energy, National Insurance hikes.
- Falling income: International visa curbs, competition from Australia/Asia.
- Structural issues: Scotland's grant-per-student below English fees.
- Policy gaps: Delayed sustainability review post-Scottish elections.
Negotiations So Far: Offers, Counter-Offers, and Sticking Points
Management's March offers include research time protections for active staff and voluntary schemes for LINCS/Scholar. However, no blanket ban on compulsories persists as the flashpoint. Union counter-proposals were in development as of March 20, with hopes for resolution before further strikes. Universities Minister Ben McPherson encourages constructive engagement but notes governmental limits on intervention.
Progress is incremental: consultations replaced formal meetings, but delays bred distrust. The Paid Leavers Scheme's uptake shows willingness to exit voluntarily, yet the threat looms for holdouts.
Community and Political Echoes
Beyond campus, MPs, other UCU branches, and media like STV and Scotsman have picketed in support. The Institute of Translation and Interpreting (ITI) voiced concerns over language provision erosion. Students' quorate vote backs staff, prioritizing education quality.
A Scottish Government review into university finances, announced late 2025, promises scrutiny but awaits post-election results.
Photo by Markus Spiske on Unsplash
Outlook and Potential Resolutions
Resolution hinges on trust-building: voluntary-only paths, programme safeguards, and sector funding boosts. Short-term, ASOS sustains pressure; long-term, diversified revenues via spinouts or philanthropy could stabilize. Lessons include proactive workforce planning amid volatility.
For academics eyeing stability, platforms like AcademicJobs offer insights into resilient roles. Scotland's higher education, a economic powerhouse, demands balanced reform to avert talent exodus.
