In an unsettling turn of events at EY’s London offices, over a third of the cleaning staff—approximately 20 employees—face the looming threat of job loss. This proposed job cut raises serious questions about job security in the increasingly unpredictable landscape of outsourced labor.
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To provide context, these workers are not directly employed by EY; instead, they are contracted through Mitie, a British subcontractor specializing in cleaning services. Representatives from their union revealed that nearly 48 out of 55 cleaners at EY’s London locations protested this week. Their demands were clear: a reversal of the proposed job cuts and improved working conditions for all outsourced employees.
On a recent Wednesday afternoon, a picket line formed outside EY’s Canary Wharf office, with passionate chants echoing through the streets. The sounds of protest—blaring horns and fervent shouts—pervaded the air, breaking the usual calm of lunchtime in one of London’s bustling business hubs.
Amidst the demonstration, two men in suits sat at a nearby restaurant terrace, observing the crowd with indifference. Their dispassionate demeanor starkly contrasted with the urgency of the protesters, who were fervently calling for equitable treatment.
Joining the cleaners’ rally were representatives from the Independent Workers Union of Great Britain (IWGB), affirming solidarity with their cause. The protests continued each day through the week, with plans to extend the strikes into the following week, highlighting the determination of these workers to fight for their rights.
“While partners at EY earn an average of £723,000 a year—equivalent to approximately $969,000—the cleaning staff, who earn a mere £13.85 an hour, are being told that over one-third of their positions are at risk,” stated Henry Chango Lopez, the general secretary of IWGB. His words evoke a poignant contrast between the livelihoods of the company’s upper management and those who keep the offices running smoothly.
One of the affected workers, Rosa Jarrin, a cleaner who has dedicated 15 years to EY, shared her thoughts with us. “I come to work sick or not. I give it everything I have,” she expressed, her voice tinged with emotion. This resonates on a human level—a reminder of the dedication often seen in those who work behind the scenes.
When asked about her future in light of the potential layoffs, a shadow crossed her face. “I feel really vulnerable. This is how I make my daily bread. I want to keep working until I retire,” she said, revealing the weight of uncertainty felt by many in similar positions. How many of us could relate to that sentiment? The anxiety only intensifies when we consider the precariousness of employment that so many face today.
The IWGB reported that cleaners have been grappling with high workloads long before the announcement of potential layoffs. Concerns lingered that if the cuts go through, the burden of already strenuous labor would fall upon an even smaller team. This raises a critical question: what happens to the quality of service and the well-being of remaining employees when companies make such drastic cuts?
Complicating matters, Mitie has been shifting workers’ schedules in ways that clash with childcare responsibilities and second jobs. “Mitie recently proposed extending my shift from seven to eight hours,” explained Jimena Rosero, a 61-year-old cleaner who has served EY for two years. “But they haven’t clarified what future workloads will look like, and that leaves me anxious,” she continued, highlighting a growing trend of uncertainty in their day-to-day lives.
Jimena’s inquiry into her potential responsibilities should she remain employed is completely valid. “If you fire 11 people in this office, do I have to clean two floors now?” she pondered aloud. The nature of this question alludes to the interconnectedness of workforce dynamics—how individual layoffs can ripple through the entire team.
Interestingly, a spokesperson for Mitie conveyed that they were engaging in consultations with the cleaners and their union representatives regarding the proposed changes. In accordance with British law, a consultation period lasting at least 30 days must occur when layoffs affect 20 or more employees. But is mere consultation enough? Or should these sessions focus on genuine dialogue and collaboration?
In an email chain between the union’s legal team and Mitie, which Business Insider accessed, discrepancies arose surrounding the rationale for the proposed layoffs. They received various explanations ranging from an “alleged agreement with the client to reduce staff” to a purported “desire to change working hours.” This array of conflicting reasons begs the question: are we witnessing a genuine attempt by Mitie to improve service quality, or is this an economic maneuver driven by financial pressures?
As EY contends with the challenges of post-pandemic recovery, including a significant drop in consulting demand—evidenced by a dramatic fall in its Europe, Middle East, India, and Africa division’s growth rate—these layoffs occur in a fragile context. The cuts are reflective of broader shifts in the industry as EY strives to reshape its operations for an uncertain future aligned with AI technologies.
Amidst this chaos, it is vital to reflect on the human stories behind the statistics. Each cleaner has a history, dreams, and challenges that extend beyond the confines of their job title. They are individuals—much like you and me—facing a reality that can feel overwhelmingly vulnerable. With the ongoing restructuring at EY under the leadership of Janet Truncale, one must ponder: can reorganization and human dignity coexist?
As the consultation process unfolds, the affected workers at EY deserve not only support but also understanding and respect for their invaluable contributions. After all, they are the backbone of the firm’s operations, working tirelessly, often out of sight but never out of mind.
Edited By Ali Musa
Axadle Times international–Monitoring
