• 976. 976 people died while homeless in the UK in 2020, a 37% increase from 2019. • Rough sleepers are 17 times more likely than the general public to experience abuse. • Someone sleeping rough is 9 times more likely to die by suicide than a member of the general public.

Statutory Sick Pay is the legal minimum employers must pay workers who need time off to recover from illness or injury. At just £116.75 per week, or £3 an hour, it simply isn’t affordable for millions of workers across the UK.  Sick Pay is supposed to be a lifeline. But imagine if you or your loved one, recovering from illnesses like cancer, chronic fatigue or depression, were forced to go into work when sick or risk falling behind on bills.  That's the reality for many people. One in four employees across the UK rely on Statutory Sick Pay when ill. And Citizens Advice estimate that 78% of people on the lowest incomes would go into debt after only a short time off sick. We have an urgent opportunity to change this. The Employment Rights Bill is currently making its way through Parliament. This is our best opportunity this generation to get support for a rise in the rate of Sick Pay.  Do you agree that sick pay should be enough to at least cover the bills? Please sign the petition and show your support for #SafeSickPay!

We urge you to sign this petition if you enjoyed the atmosphere of the The Driver Era shows this year (as Your Favorite Color certainly brought the vibes to get us all going) and new 80s 90s inspired music. We garuntee that if you sign this petition and all works out, you will NOT regret it. The Driver Era please give us what we want. Your Favourite Color AND The Driver Era sharing the stage was the BEST concert experience many of us have had. We would love to do it all again next year ❤️

The future of Goole and District Hospital could be under threat. The local NHS trust has "started work to look at future potential opportunities" and staff were informed last week that several wards have been earmarked for closure in the new year. Gooles population is vast and growing. The closure of the hospital will be detrimental to patients, especially to the elderly who will find it much harder to access the care and treatment they need. The Northern Lincolnshire and Goole NHS Foundation Trust has said no decision has been made over the potential closure of wards which is why we need to let them know exactly what the public thinks about such plans. Sign the petition now!  

Meat and dairy production is having a devastating effect on our environment, both here in the UK and globally; contributing to climate change, deforestation, water pollution and the depletion of natural resources. Moving to a plant based diet is the single most effective way that people can reduce their carbon footprint. We know that having a liveable planet now and for younger generations is important to local people. Croydon Council declared a climate emergency five years ago and we now call on elected members to show leadership in this area by showing that switching to plant based catering is easy to do and is the best option for the health and future well-being of our diverse community.

Because it is ruining peoples lives and they are afraid to speak up about it ,because clearly they realise that they have a gambling problem and if the industry is doing their job these people will be safe and able to recover from their mental health issues because gambling is a big mental illness and people don't talk about it enough

At a time of ecological and climate emergencies we need bold action, now. Research demonstrates that transitioning to a plant-based food system could free up around 75% of global agricultural land, offering incredible potential for rewilding, carbon sequestration, and biodiversity restoration. Additionally, plant-based systems can reduce food-related greenhouse gas emissions by up to 70%, making this shift one of the most effective solutions for tackling the climate crisis. By embracing plant-based solutions, we can create a healthier, greener planet while still producing enough nutritious food for everyone.  This campaign is an opportunity to drive positive change that benefits both people and the planet. Councils can lead the way by adopting plant-based food systems, reducing their environmental footprint, and setting a powerful example for others to follow. By joining this movement, we can build a sustainable future where thriving ecosystems and a stable climate are within reach. Together, we can ensure our food systems work for the benefit of all life.

The residents of Otley are trying to halt the unnecessary felling of trees in Tittybottle park in Otley. One of the trees at risk is a 180 year old Oak tree, another is a large Tulip tree.  The trees are due to be felled in order for a large crane to access the site to erect a temporary footbridge over the River Wharfe, during repair work on the old medieval bridge. This temporary bridge is due to cost in the region of £2m. (Repair work is due to cost £1m) Due consideration has not been given to these trees during the design process of this temporary bridge. With some careful design these trees could be saved, for example if the bridge was constructed in sections and fed out over the river, then the crane access would not be required. This also presents an opportunity to design a footbridge that remains accessible even in the event of a flood. The environmental impact of losing these trees, that sit on a flood plain beside the river Wharfe, would be devastating. The river bank would become less stable, the thousands of species of insects and animals living within these trees and their roots would lose their habitat, and we would lose the most effective carbon capture factories on Earth. We cannot casually accept the loss of oaks without also accepting the loss of thousands of other plants and animals that depend on them, oak declines in the UK threaten the survival of 2300 other species of plants and animals. (Mitchell RJ et al 2019, collapsing foundations: The ecology of the British oak, implications of its decline and mitigation options. Biological conservation 233:316-317.) We must stop thinking ‘It’s just one tree’ this situation is being repeated too often around the world, we are in the middle of an environmental collapse. Please sign this petition to help stop the felling of these beautiful trees.

In the United Kingdom, the lack of salary transparency in job adverts perpetuates inequality and disadvantages certain groups, including women, LGBTQIA+ individuals, ethnic minorities, and people with disabilities. This opaque practice contributes to systemic barriers in the workplace, enabling pay discrimination and reducing opportunities for equitable employment. The Issue Hidden salaries are more than just an inconvenience; they actively perpetuate inequality: For Women: Women in the UK continue to face a gender pay gap of 13.1% (as of April 2024). Lack of transparency exacerbates this issue by making it harder for women to negotiate fair salaries, particularly in male-dominated industries. Research shows women are less likely to apply for roles when salary information is absent, fearing they may be offered less than their worth. For LGBTQIA+ Individuals: Members of the LGBTQIA+ community are already at a disadvantage, often facing workplace discrimination. Hidden salaries make it easier for employers to offer unequal pay, relying on stereotypes or biases about perceived “value” rather than qualifications. For Ethnic Minorities: Ethnic minorities in the UK face persistent pay disparities, with Black and South Asian workers earning significantly less on average than their white counterparts. Without transparency, there is no accountability for these disparities, and workers may unknowingly accept lower pay due to systemic discrimination. For People with Disabilities: Disabled workers experience a disability pay gap of 17.2% in the UK (as of November 2024). Many disabled individuals feel compelled to accept roles without salary clarity, fearing their disability may affect pay negotiations or job offers. The Problem with “Competitive Salary” Phrases like "competitive salary" in job adverts are vague, unhelpful, and allow for significant disparities in pay. This lack of clarity disadvantages candidates in several ways: It Masks Pay Inequities: Employers can exploit the ambiguity of "competitive salary" to offer less to candidates based on gender, race, or other biases. It Discourages Applications: Many candidates, particularly those from under-represented groups, may avoid applying to roles where compensation is unclear, fearing they won’t be paid fairly. It Wastes Time: Job seekers and employers both lose valuable time when salary expectations don't align. We demand that employers be required to disclose a definitive salary or, if not possible, a salary range that is narrow enough to provide meaningful information to candidates (e.g., £30,000–£35,000).  Broad, vague ranges (e.g., £25,000–£50,000) are insufficient and undermine the purpose of transparency. The Need for Transparency in a Cost-of-Living Crisis With the country currently experiencing a cost-of-living crisis, where prices for everyday essentials are rising on a near-monthly basis, it has never been more important to have clear, upfront salary information. Inflation and Rising Costs: As energy bills, food prices, and rent continue to increase, many workers are finding it harder to make ends meet. Salary transparency would allow job seekers to quickly assess whether a role meets their financial needs before committing to time-consuming applications or interviews. Financial Planning: Clear salary information gives workers the ability to plan their finances better, making it easier for them to navigate economic uncertainty. Equity and Fairness: In these challenging times, it is crucial that everyone, regardless of gender, race, ability, or sexual orientation, has the opportunity to earn a fair and equitable wage. Lack of transparency in salary only further perpetuates the struggles faced by many groups already disadvantaged in the workforce. The Solution Salary transparency in job adverts is a proven strategy to tackle these disparities. By mandating that all employers disclose salary ranges or fixed salaries in job adverts, we can: Ensure Accountability: Employers will need to justify pay decisions based on qualifications, not bias. Empower Marginalised Groups: Workers from under-represented communities will have the confidence to demand fair pay. Close Pay Gaps: Transparency forces organisations to address and rectify unjust disparities. Countries like Canada and certain U.S. states have implemented similar policies with positive outcomes, showing that transparency is both achievable and beneficial.

Clause 80 of the Government’s Data (Use and Access) Bill could strip away your right to decide whether people or machines make decisions that impact our lives. Big Tech and Whitehall are eager to cut costs by using AI algorithms to make crucial decisions about you. Soon, computers—not people—could determine the outcome of your benefit claims, job applications, or mortgage approvals. Right now, UK GDPR protects your right not to be simply subjected to life-changing decisions made solely by machines. You will be forced to prove a mistake has been made when machines get it wrong. We need to ensure that we decide whether people — not just machines — make life-changing decisions about us.  Computers do make mistakes. In 2019, an algorithm misgraded the A-level results of thousands of students – as a result 40% came out lower than expected. Uber was sued after the company used an algorithm to ‘robo-fire’ many of its drivers, and problems with the Post Office Horizon system resulted in hundreds of people being wrongly prosecuted.  With the increased use of AI by companies and government departments, we can expect automated decision-making to increase.  We need to be able to decide if we want humans or machines to determine life-changing decisions.

We need your help!  Milngavie Football Club (MFC) delivers grassroots, community-based football to hundreds of players on a weekly basis. The club is run for the benefit of the local community and is managed entirely by volunteers. We would like to take on more players in all sections and particularly expand our growing girls’ sections, mini kickers and ASN football, but the lack of local facilities and lack of all-weather capable pitches is severely limiting our capacity to provide consistent and regular training sessions and match day experiences year-round.    What we need    Key to supporting more players in all age groups is the ability to offer reliable training and match day facilities all year round. To achieve this objective, we need investment in a synthetic pitch in Milngavie which can be used to increase player participation across all levels, all year round. At the moment, the grass pitches in our local area become mostly unplayable during wintertime due primarily to the West Coast weather and persistent pitch waterlogging. About Milngavie Football Club   MFC’s aim is to develop footballing and social skills through coaching and enjoyment of football and being part of a team. The club follows the Scottish Youth Football Association (SYFA) Player Pathway, beginning with our Mini Kickers section, progressing through to Fun Fours, and onto 7-a-side football for 8 – 10-year-olds, then 9-a-side, before finally moving onto full-sized 11-a-side football. The club currently has around 50 teams over all age groups, from the mini kickers right up to the Walk Football group.    Milngavie Football Club believes in equality, enjoyment, and participation in football for everyone and the club has recently won the The Herald and GenAnalytics Diversity in Sport Award for 2024. More details can be found here -https://www.milngaviefootballclub.com/awardwinners/. Milngavie Football Club is also a Scottish FA Platinum Accredited Club, a Scottish FA Disability Inclusive Club and MOR+ accredited club with East Dunbartonshire Council - https://www.edlc.co.uk/sport-leisure/club-development/minimum-operating-requirements-mor-morplus/.    Our primary activities include regular training and matches for all age groups to improve the lives of all those that participate. To find out more about Milngavie Football Club please visit https://www.milngaviefootballclub.com/home/ 

The Green Party-led Bristol City Council is currently planning to scrap your bi-weekly bin collection, and instead only collect your black bins once a month. Yet, they are also proposing a 15% rise in council tax – adding £245 to the bills of the average household. Bristolians shouldn’t have to pay more and get less. Missed collections are already a problem across Bristol. These problems need to be fixed first. Under these plans, if someone misses their monthly collection, they will have rubbish in their house for a whole extra month before the next bin collection. This could lead to increases in fly-tipping – which is already a scourge across our city. Monthly bin collection will have a disproportionate impact on larger families and households. As well as this, parents know how quickly new-borns’ nappies fill up their black bins – this especially isn’t workable for them. Bristol has the highest recycling rate of the English Core Cities. To improve recycling rates further, the council needs to improve the recycling services offered to include additional materials, like nappies and soft plastics, and ensure that all residents that live in flats have an equal opportunity to recycle, which is currently hit and miss. Monthly black bin collections won’t work. Let the Green Party know – no to monthly black bin collections. Sources: Bristol black bin collections 'could be reduced to once a month' - BBC News Bristol City Council opens consultation over 15% council tax rise - BBC News