The University and College Union (UCU), the United Kingdom's largest trade union representing over 120,000 academic, professional, and support staff in higher and further education, is facing a significant internal crisis. A legal challenge has been lodged against the re-election of its general secretary, Jo Grady, in the 2024 leadership ballot. Filed by two defeated candidates, the complaint alleges that Grady secured an unfair advantage by misusing union resources during her campaign. This dispute, set for a hearing before the Certification Officer on February 10, 2026, threatens to disrupt UCU's operations at a time when universities across the UK grapple with budget cuts, job losses, and pay disputes.

Jo Grady, a senior lecturer in employment relations at the University of Sheffield when first elected in 2019, has led UCU through turbulent times, including major pension battles and industrial actions. Her narrow victory in 2024—by just 182 votes—already highlighted deep divisions within the union. Now, with challengers demanding a rerun, questions about governance, democracy, and resource allocation are coming to the fore, potentially impacting the union's ability to negotiate effectively with university employers.

Background on the 2024 UCU General Secretary Election

The election for UCU general secretary took place in early 2024, with ballots closing on March 1. It employed a single transferable vote (STV) system across multiple rounds. In the first round, Grady received 5,990 first-preference votes. Saira Weiner, a senior lecturer aligned with the UCU Left faction, was eliminated first with 2,580 votes. Vicky Blake followed in the second elimination with 4,821 votes. The final showdown saw Grady triumph with 7,758 votes to Ewan McGaughey's 7,576, on a turnout of approximately 17,131 members—representing just 15 percent of UCU's membership.

This low participation rate underscores longstanding apathy or disillusionment among members, exacerbated by years of protracted disputes over pay, pensions, workloads, and casualization. Grady's manifesto emphasized continuing her strategy of targeted industrial action, securing pension protections, and pushing for fair funding in higher education. Upon re-election, she highlighted achievements like the reversal of Universities Superannuation Scheme (USS) cuts—the largest pension win in UK trade union history—and further education's biggest pay award in a decade.

However, critics pointed to stalled progress on the 'Four Fights' campaign addressing pay, workload, equality, and casual contracts in universities, where marking boycotts disrupted graduations but yielded limited gains.

Who Are the Challengers?

Vicky Blake, a widening participation officer at the University of Leeds, brings extensive union experience. She served as UCU's UK president from 2020 to 2022 and has held roles from casualized staff representative to honorary secretary in her local branch. Blake positioned herself as an independent candidate committed to rebuilding a democratic and united UCU, focusing on member-led organizing.

Ewan McGaughey, a professor of law at King's College London specializing in labour law and public services, narrowly missed victory. He campaigned on restoring respect, fair pay, democracy, and equality, previously calling for a recount post-results due to the razor-thin margin. McGaughey has alleged broader misconduct in union elections, emphasizing the need for internal structures to function for effective bargaining with management.

Both challengers argue their complaint transcends personal ambition, aiming to safeguard union democracy amid what they see as rule breaches that eroded member trust.

Specific Allegations of Unfair Advantage

The core of the challenge rests on UCU's own 2024 election guidance notes, which prohibit candidates from using union email lists for campaigning (reserved as a union resource), employing UCU funds or staff for campaign purposes, or approaching staff for election support. Challengers claim Grady violated these repeatedly:

• Sent approximately 13 additional emails to members via union mailing lists beyond the permitted four per candidate.
• Produced and hosted campaign videos using union property, a contractor, and software unavailable to outsiders.
• In a WhatsApp group with senior management team (SMT) members, directed that 'every single decision we make/thing we do has to be seen through the lens…re-elect GS', and stated 'we will destroy' internal opponents.

Screenshots from this chat are central evidence. Blake and McGaughey seek a declaration of rule breaches, Grady's removal, an interim replacement, and a full rerun.

UCU's Robust Defense and Accusations of Smear

UCU has categorically denied the claims as 'totally unfounded', vowing a strong defense at the hearing. A spokesperson remarked that going to the press pre-hearing reveals the complainants' intent to 'smear the union and its elected general secretary' rather than accept the democratic outcome where members rejected them.

The union emphasizes Grady's legitimate incumbency advantages and adherence to rules, framing the challenge as factional sabotage amid ongoing pay ballots and sector crises.

Photo by Unseen Histories on Unsplash

The Role of the Certification Officer

The Certification Officer for Trade Unions and Employers' Associations is an independent regulator ensuring unions comply with legal duties on ballots, finances, and elections. Established under the Trade Union and Labour Relations (Consolidation) Act 1992, the officer investigates complaints, issues declarations, enforcement orders, or fines if breaches are proven. Past UCU cases include complaints over disciplinary actions and accounting, but none recently mirroring this high-profile leadership dispute. The February 10 hearing could set precedents for incumbent campaigning in large unions.

UCU's Internal Divisions and Factionalism

UCU has long been riven by factions: the UCU Left (Trotskyist-influenced, militant on strikes), independents like Grady, and moderates. Grady's leadership faced no-confidence motions, resignation calls from branches like Manchester and Durham over 'confusing and ineffective' strategies, and criticisms of capitulating on strikes. UCU Left gained NEC ground post-2024, complicating Grady's mandate. This challenge amplifies tensions, with some viewing it as left-wing pushback against perceived authoritarianism.

For academics and staff, these divides weaken bargaining power amid university financial woes—hundreds of jobs cut, 1.4 percent pay offers prompting ballots.

Exploring higher education career advice can help navigate such uncertainties, while lecturer jobs listings offer stability options.

Implications for Higher Education Negotiations

UCU leads talks via Joint Negotiating Committee for Higher Education Staff (JNCHES), currently balloting on 2025-26 pay amid failed thresholds and sector strikes. A destabilized leadership risks diluting pressure on Universities UK for better funding, workload relief, and job protections. Stakeholders worry eroded trust hampers collective action, vital as vice-chancellors cite deficits from domestic fee caps and international recruitment drops.

Blake notes members 'deserve proper procedures', while McGaughey questions bargaining efficacy without internal democracy. UCU's response stresses continuity in fighting for staff.

Stakeholder Perspectives and Broader Context

Supporters praise Grady's pragmatic wins, like USS victory protecting pensions for 500,000+. Critics decry low turnout validating her slim edge and allege staff intimidation. Recent X (formerly Twitter) buzz, sparked by Times Higher Education coverage, amplifies calls for transparency, with academics debating union reform.

In UK higher education, where casualization affects 70,000+ staff, stable union leadership is crucial. This saga echoes global trends of union infighting amid economic pressures.

Future Outlook: What Happens Next?

The Certification Officer's ruling could uphold Grady's win, order a rerun, or impose penalties, reshaping UCU ahead of congress and negotiations. Regardless, it spotlights needs for clearer rules, higher turnout, and unity. Members may push reforms via branches.

For those in higher ed, monitoring developments is key. Resources like higher ed jobs, professor jobs, and rate my professor support career resilience. Unions remain vital for addressing casualization, pay gaps (lecturers earn ~£45,000 average), and workloads.

Photo by Inna Safa on Unsplash

Lessons and Actionable Insights for Union Members

• Boost Participation: Low turnout undermines mandates—engage via branch meetings.
• Advocate Transparency: Demand audited campaigns to prevent disputes.
• Build Alliances: Bridge factions for stronger bargaining.
• Explore Careers: Amid uncertainty, diversify with university jobs or academic CV tips.

This challenge tests UCU's resilience, potentially fortifying democracy or fracturing further. As the hearing nears, all eyes are on safeguarding education workers' futures.