Written evidence submitted by Philip Thurlow (ENT 37)

I am writing about the proposed cap on redundancy payments for public sector workers in the Enterprise Bill that will shortly be coming before the House of Commons at its public committee stage.

I would like to start with some ‘food for thought’ and a definition from my old tatty Oxford Encyclopaedic English Dictionary, the dictionary that I purchased at the start of my apprenticeship, and career, with the then CEGB as a Craft Apprentice some 36 years ago!

Page 513: Fat Cat – a wealthy person, a highly paid executive or official

I, and many of my work colleagues in Magnox Ltd, are likely to be ‘netted’ in the proposed Exit Payment Cap of the Enterprise Bill which we are shocked to discover as we do not consider ourselves to be Fat Cats, me, I am a middle management Senior Site Engineer working for Magnox Ltd at Bradwell Nuclear Site, continuing to keep the site safe, legal and compliant, a site that I have been proud to work at since 1980 when I left school. Back then Bradwell was one of the country’s vital nuclear energy providers supplying power to hundreds of thousands of homes and businesses, something I always remembered when I was working Christmas Day’s, New Year’s Eve’s, etc when I was a Maintenance Technician carrying out emergent repairs to keep the nuclear reactor safe and compliantly to keep the power flowing, sadly them days are gone and we’re now working ourselves out of jobs as we embark on the tough, difficult, dangerous, technical job of decommissioning these nuclear power plants safely into Care and Maintenance.

Bradwell ceased generation in 2002 and I knew I was then destined, with many of my other colleagues, for redundancy something we had been aware of for many years, we wouldn’t have a job forever. At that time the company introduced the Lifetime Partnership Agreement (LPA) to secure our favourable redundancy terms as we knowingly worked ourselves out of a job, favourable terms that would allow the company to retain its skilled, knowledgeable staff, like me, to defuel and de-commission these reactors and stations. Employees had also been given a ‘pension building’ opportunity over an 18 month period, which would give us another whole year in our pension pot. The LPA ended in 2010 and since that date ALL our redundancy packages have been capped/frozen at a reference severance value ( no increase in value since 2010!) but I personally still have the comfort (or so I thought) of knowing that when I’m likely made redundant in the next 2-3 years I still have good protected redundancy and pension terms which have been developed over many years, something I have factored into my latter lifestyle and future financial commitments as I approach redundancy at the age of 54/55 without prospects of a future career in the nuclear industry now all Magnox sites have ceased generation and progressively make staff redundant. I have personally been asked to continue my service at Bradwell in 2006, 2007, and 2009, rather than leaving on severance as my skills, knowledge and experience where important and essential factors to delivering Magnox’s Lead and Learn site, Bradwell, into Care and Maintenance, I now feel nauseous to the core at the prospect of the government forcibly pulling the carpet away from under hard working middle class people like me that have committed a life career to the industry who until now had the knowledge that we had great protected terms and conditions. If I had known back in 2006,07,09  what I know now I would not have committed myself to a continued career with Magnox.

I respectably ask that Magnox Ltd exempted from the list.

Enforcing the Bill on Magnox Ltd would be dangerous and counterproductive.

The government currently spends circa £500m year on year to deliver these Magnox sites into Care and Maintenance utilising Magnox dedicated, skilful, knowledgeable long serving staff.

February 2016


Prepared 18th February 2016