RailStaff sat down with Richard Hines to discuss the role of the ORR and the challenges facing the network.
BRINGING SAFETY CONCERNS TO LIGHT | 20
Identifying hidden safety concerns helps to reduce risk. Uncovering your blind spots is a good place to start.
THE RAILSTAFF AWARDS | 22
It seems like only yesterday that we gathered for the 2024 Awards, but we’re already preparing the next stunning event.
ENGINEER’S ART BLASTS OFF | 26
Engineer Edward Fee’s artwork is reaching new heights after being launched to the moon in a SpaceX rocket. CETO TALENT: A NEW NAME IN RAIL RECRUITMENT | 38
Adam Razzell tells us about his exciting new venture and his thoughts on recruitment in 2025.
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It seems a bit late to say Happy New Year, but as this is the first edition of 2025 I feel no shame in doing so. The start of a new year is an opportunity for change and here at RailStaff we’re starting to do things in a new way. This issue will be our first alldigital offering as we trial a new means of bringing you the latest news and insights.
We’re going to take our time and see how it all works out. If you’re all on board with jumping into the digital age, we’ll stick with this 21st century model of publication. If we find you prefer the more tactile and nostalgic experience of print, we’ll accommodate your needs. Let’s all take some time to mull over the benefits of each, and we’ll make a decision by the end of the year.
Keeping to the theme of new beginnings, the start of the year is a time that many consider their career ambitions and seek out new opportunities. This issue’s focus on Careers, Recruitment & Training includes insights from recruiter Advance TRS, a preview of new venture CETO Talent, and an overview of the challenges facing employers and candidates in 2025. We also report on the exciting new initiative Rebuilding Futures Alliance, which aims to change lives and tackle the recruitment pressures affecting the entire transport industry.
2025 marks the 200th anniversary of the birth of the modern railway, specifically the opening of the Stockton & Darlington Railway on 27 September 1825. Railway 200 is a yearlong nationwide partnership-led campaign
to honour the event and a wide variety of activities and events will celebrate rail’s remarkable past, present, and future.
Along with bringing you an update on the latest reports from the Rail Accident Investigation Branch, Colin Wheeler uses this opportunity to consider how technological change can make the future of rail much safer and how age-old concerns still blight the safety landscape. We also catch up with Richard Hines, HM chief inspector of railways and director of railway safety at the Office of Rail and Road (ORR), to discuss his historic role and how the ORR helps make the network safer for those who work and travel on it.
In other features, the Confidential Incident Reporting & Analysis Service (CIRAS) explains how identifying hidden concerns can help reduce risk and how building a culture of listening and learning is imperative. Bonnie Price, chair of the Young Rail Professionals (YRP) also looks back at Railweek 2025 and encourages organisations to get involved next year.
Finally, we once again begin the countdown to the RailStaff Awards 2025. It’s hard to believe it’s been three months since the last celebration, but we’re already hard at work making the next event another spectacular occasion.
All at RailStaff wish you the very best for the year ahead and welcome you to this new digital experience.
'Wise up, size up' says Network Rail
Lorry drivers have been urged to learn the height of their vehicle after a Birmingham bridge was hit three times in less than a week.
The railway bridge on Summer Lane, Erdington, was hit just before 10am on Tuesday 7 January. After being inspected and given the green light to safely reopen, it was then bashed for a second time at 12.10pm, reopening again at 1.45pm.
The first lorry did not stop but the second (pictured) had its trailer roof ripped off which was left hanging over the road, causing disruption to local people and motorists.
The same bridge was also hit on 3 January. All three incidents caused delay and disruption to passengers on the Cross City line between Birmingham New Street and Lichfield Trent Valley.
Network Rail is pleading for all lorry drivers to ‘wise up, size up’ to avoid similar incidents
Northern sets sights on new trains
Northern Trains has moved a step closer to the largest ever investment in its fleet which could eventually see up to 450 new trains.
The publicly-owned operator has invited major train manufacturers to begin negotiations for supplying new trains to operate across the North of England.
The new trains will be introduced on a phased basis, replacing the oldest units in Northern’s existing fleet, most of which have been in service since the 1980s and 90s. Approximately two thirds of the existing fleet is targeted to be replaced in the next ten years.
They will be a mix of electric and multimodal (diesel/electric) powered trains and prospective manufacturers have been asked to include battery-powered trains as part of their proposals.
Multi-modal units in the order will be capable of conversion to battery or electriconly operation during their lifetime, in line with the government’s commitment to deliver a cleaner, greener railway as part of its net-zero objectives.
By reducing the number of different types of trains, it will significantly simplify operations, help with staff training, and
in future. This includes knowing the height of vehicles, properly planning routes and never relying on sat-navs or map apps to be up-todate for bridges and height restrictions.
Martin Colmey, operations director for Network Rail’s Central route, said: “There is no excuse for driving a lorry into a railway bridge. Our bridges are clearly marked, and lorry drivers should always know the height restrictions of their vehicles. To ignore both and bash a bridge, causing disruption to passengers and road users, is unforgivable.
“We are looking into what might have caused this recent spate of bridge bashes but I plead with all drivers to know their vehicle
restrictions and if in doubt about whether they can fit under a bridge to always use an alternative route.”
The most recent statistics showed there were a total of 65 bridge bashes across the West Midlands between 1 April 2023 and 31 March 2024, contributing to 8,838 minutes of delays for rail passengers – more than six days in total.
The top three bridge strike locations across the West Midlands were Cradley Road in Cradley Heath, Station Road near Berkswell station, and Birmingham Road in Warwick which racked up a total of 10 incidents between them.
lower maintenance costs – all of which will help reduce taxpayer subsidy.
Tricia Williams, managing director of Northern, said: “Almost 60% of the trains in our fleet are between 32 and 40 years old and, while they’ve served the region well, it’s important we get the ball rolling on their replacement.
“It’s game-changing for Northern and will transform the look and feel of our fleet for millions of customers – and it also cements electric and battery as the long-term power source of choice for our fleet.”
It is expected the contract will be awarded to the successful bidder or bidders in 2026, with an aim to have the first trains
delivered to Northern by 2030.
Phase one will replace the train operator’s ageing Class 150, 155, and 156 trains first, and also include 12 electric three-carriage trains to operate the local stopping services between York, Leeds, Huddersfield and Manchester following the electrification of the route through the Transpennine Route Upgrade.
Future phases will replace the next oldest fleets as more new trains come off the production line.
Train manufacturers approached as part of this first ‘Invitation to Negotiate’ step in the procurement process are Alstom, CAF, Hitachi, Siemens, and Stadler.
Giant HS2 structure nears final phase
Construction of a 14,500-tonne box structure designed to take the new HS2 line under the A46 Kenilworth Bypass in Warwickshire has taken a major step forward, following the successful installation of 120 gigantic beams.
The concrete beams, ranging between 13 metres and 24 metres in length were carefully lifted into place using three giant cranes to form an integral part of the structure’s top. A dedicated team of engineers worked round the clock to successfully complete the entire operation ahead of schedule in just 14 days.
Due for completion later this year, the huge box is currently being built on land next to a section of the A46 rather than constructing it beneath the carriageway itself – avoiding the need for up to two years of traffic management measures.
With the beams now in place on top of the box, the finishing touches include completing the deck – the flat surface placed on top of the beams – and installing parapets. In spring, the completed structure will be moved into position under the existing carriageway using an innovative technique.
This will involve a jacking mechanism, designed by specialist civil and structural engineering company Freyssinet, which will push the box across on a guiding raft at a speed of up to 2.5 metres per hour for a total distance of 64 metres.
Together with National Highways and its construction partner for the West Midlands, Balfour Beatty VINCI (BBV), HS2 has started preparing for the box push procedure.
A section of the A46 between Festival Island (Coventry) and Thickthorn Island (Kenilworth) will be closed for two weekends next month for the first stage of preparation work – with plans to move the structure into position during a full closure of the A46 Kenilworth Bypass in spring 2025 for up to three weeks.
During the two weekend closures, from 8pm on 7 February to 6am on 10 February and from 8pm on 14 February to 6am on 17 February, HS2 engineers will upgrade road safety barriers, adjust the layout of the central reservation and complete advance drainage works under the carriageway.
Vicki Lee, senior project manager for HS2 Ltd, said: “I’d like to congratulate the entire site team for successfully moving such a large number of beams into place as we approach the final phase of the A46 box’s construction.
“I also thank motorists in advance for their patience as we prepare for the box push in spring and start our initial stage of preparation work during two February weekend closures of the road. This will allow us to carry out important work directly on the carriageway that would be unsafe for our workforce to do during live traffic.”
At peak, a workforce of 130 people will be based on this structure, delivered by HS2’s construction partner BBV.
In recent weeks, construction progress in the West Midlands has seen HS2 complete the first stage of work for the construction of a bridge that will take the high-speed railway line over the M42 motorway. Two 159-metre-long steel spans of HS2’s River Cole Viaducts have also been completed near Coleshill in North Warwickshire, signalling further progress at the project’s Delta Junction.
Industry veteran takes trip down memory lane
Hull Trains has brought a series of legendary transport films to a new generation, as part of celebrations for the 200th anniversary of the birth of the modern railways.
The team have worked with 77-year-old Barry Coward to create a special video celebrating the proud heritage of rail in the region. Barry was the archivist of the British Transport Films – a unit established in 1949 to encourage people to use public transport.
During his journey from Retford to Hull onboard Hull Trains, Barry recalled iconic films which were first shown at the Dorchester Theatre in Hull. He also visited the local docks in Hull, which were featured in one of the films - ‘Berth 24’ in 1950.
The trip marked the first time in more than a decade that Barry had been to the popular East Yorkshire city that Hull Trains connects with destinations including Selby, Doncaster, Grantham and London.
Barry is an active member of the North Notts and Lincs Community Rail Partnership and regularly travels with the operator from Retford. He loved sharing his memories and educating viewers about the films.
Barry, said: “I’d like to thank Hull Trains for giving me the opportunity to talk about the films which are a true part of the history of British transport. The 200th anniversary of the birth of the modern railways feels like the perfect time to tell a new generation all about them.
“It’s been many years since I’ve had the opportunity to visit Hull and I was really impressed with how the city has evolved. Taking a stroll around the port was a particular highlight for me, as it’s one of the key locations featured in the films that I archived.”
Barry plans to visit locations across the country as part of Railway 200 celebrations to share his memories.
The £1 million revamp of the Grade II listed Stockport Viaduct is due to be completed in February.
Built in 1840, the viaduct carries almost 400 trains every day between the West Coast Main Line and Manchester Piccadilly.
Last year, Network Rail started the project to remove overgrowing vegetation, clean away graffiti and carry out extensive repairs to the viaduct’s 11 million bricks. So far, 23 of the viaduct’s 26 spans have received the VIP treatment.
The 550-metre long, 34-metre tall viaduct crosses the M60 and River Mersey. Engineers will abseil down the viaduct above the motorway to carry out work to the remaining arches.
Rob Stephens, principal route engineer for the North West route, said: “Stockport Viaduct is an important piece of cultural heritage for the railway and the Stockport community. We are proud to be responsible for its upkeep.
“The final stage of the project will take place this February, as we want to make sure the nighttime road closure causes as little inconvenience as possible for the people of Stockport.
“The recent work means the overall appearance of the viaduct is much improved, but it also reduces the risk of damage caused by overgrown vegetation and graffiti.
“Managing plant growth on viaducts such as this is important in maintaining train performance as trees and shrubs can obscure signals and interfere with the overhead lines that power trains.”
To carry out the work safely, from Monday 17 February to Sunday 2 March 2025 the M60 will close between J27 and J1 in both directions. For 13 nights, the road under the viaduct will close at 10pm and open at 6am. Diversionary routes will be clearly signposted.
Cllr Grace Baynham, cabinet member for Parks, Highways and Transport Services, said: “Stockport Viaduct is an iconic feature of our town and it is great that Network Rail has been carrying out the restoration of this much loved structure.
“With the £1 billion regeneration of our town centre continuing apace, it’s even more important that our historical, listed, landmarks look their absolute best.
“We appreciate everyone’s patience while this vital final section of the work is completed.”
HS2 unveils latest green bridge
HS2 has revealed the latest progress on a new green bridge set to cross the high-speed railway near Kenilworth, Warwickshire.
Stoneleigh Road bridge will consist of a dual carriageway for vehicles and provide two nature corridors – giving safe passage for wildlife to cross the railway. It is one of 16 similar green bridges on the HS2 project between London and the West Midlands.
Piling work on the bridge, which is 33 metres in length and 42 metres wide, started in October 2023, with a delivery team of 50 people supporting the build at peak construction. The team has recently been making the finishing touches to the bridge, including the installation of 32 parapets, following a huge pour of 1,900 cubic metres of concrete to create a deck slab in late 2024.
With the main construction work now complete, engineers will begin realigning Stoneleigh Road over the top of the bridge and constructing a new roundabout linking to the main entrance of Stoneleigh Business Park. Hedgerows and vegetation will then be planted in nine-metre strips either side of the realigned road to create safe corridors for birds, small animals, and insects.
The realignment process and nature corridor landscaping are due for completion in Autumn 2025, with traffic then beginning to flow over the bridge.
The complex operation is being delivered by HS2’s construction partner for the West Midlands, Balfour Beatty VINCI (BBV), which is constructing 90 kilometres of HS2 between Long Itchington in Warwickshire to the centre of Birmingham and on to Staffordshire.
Vicki Lee, senior project manager for HS2 Ltd, said: “A big thank you to everyone involved both onsite and behind the scenes as we reach this exciting next phase of Stoneleigh Road bridge’s development, following a great deal of hard work.
“What makes Stoneleigh Road bridge special is the addition of valuable green space either side, meaning wildlife can safely pass over the high-speed railway line. Wherever possible, it’s important we integrate green measures and multifunctional design features, creating a railway that blends into the character of the surrounding landscape.”
Route-wide, HS2 is building more than 500 bridging structures – including over 50 major viaducts. These will stretch for a combined total of 15 kilometres (nine miles) across valleys, rivers, roads and flood plains.
Siemens Mobility has been awarded four significant contracts by HS2 Ltd and will join key contractors under the Rail Systems Alliance. Siemens Mobility will play a crucial role in the delivery and operation of the new 225-kilometre-long British high-speed railway that will connect London and the West Midlands.
The contracts Siemens Mobility has secured are:
• Command, Control, Signalling & Traffic Management (CCS&TM) - Siemens Mobility will implement trackside Automatic Train Operation (ATO) over European Train Control System (ETCS) Level 2. This is the first time for a high-speed rail network, enabling semi-automatic train operations (Grade of Automation 2) for improved capacity, punctuality and energy efficiency. Siemens Mobility will provide technical support services for the system for at least 15 years.
• Engineering Management System –delivery and maintenance of a system
New home for historic plaque
A historic plaque commemorating the 1913 Royal Visit to Crewe Works has been handed over to Crewe Heritage Trust by Network Rail after its former signal box home was decommissioned over Christmas as part of a £191 million digital overhaul at one of Britain’s busiest railway junctions.
The upgrade saw control of all train movements at Basford Hall freight depot and the lines which serve it switched to the modern Manchester Rail Operating Control centre.
The plaque will now find its permanent home at Crewe Heritage Centre which is sited on the original Crewe Works land. Some block instruments from the old signalling boxes were also given to the Trust to commemorate their memory.
Famously established in 1843, the Old Works as it is now known, was the original engineering facility for the railways in Crewe, producing some of the country’s best-known steam locomotives, and undergoing significant development over the years.
The 1913 Royal Visit to the works by King George V and Queen Mary was a huge moment for the town. The Royal couple
that will enable real-time control and monitoring of railway equipment, ultimately enhancing reliability and efficiency, using Siemens Mobility’s Supervisory Control and Data Acquisition (SCADA) technology. Siemens Mobility will provide technical support services for the system for at least 15 years.
• High voltage (HV) power supply systems –in a joint venture with Costain Ltd, Siemens Mobility will design, install, and maintain high voltage power supply systems along the HS2 route. Siemens Mobility and Costain will provide maintenance services for the system for at least seven years.
• Operational Telecommunications and Security Systems – designing and implementing Operational Telecommunications and Security Systems for the entire HS2 route and maintaining the systems once in operation. The company will provide technical support services for the system for at least eight years.
Siemens Mobility secures HS2 contracts
All awarded contracts are expected to start in 2025 with a total order value of approximately £560 million, including long-term maintenance agreements, and potentially including additional options.
These orders are in addition to Siemens Mobility’s £47 million integrated station information management system framework contract with HS2, awarded in 2024.
Rob Morris, joint CEO, Siemens Mobility UK&I said: “HS2 is going to transform rail travel in Britain, and we’re delighted to be playing a key part in delivering it.”
“Our work for HS2 will help in sustaining British jobs and skills from our UK based workforce, and in our 2,500 strong supply chain.”
“We’re already committed to investing £100 million in a brand-new digital engineering, manufacturing and research and development centre in Chippenham which will now play a key role in delivering HS2.”
were met at the train station by large crowds waving flags and streamers and the town was decorated with bunting and fairy lights.
Jamie Morris, Network Rail programme manager, said: "We’re so happy to see the plaque and the block instruments find a new home at the Crewe Heritage Centre.
“When we removed the old signal boxes we wanted to preserve some of its history and the plaque is a cherished piece that highlights Crewe’s pivotal role in the development of the railway industry.
"This move ensures the legacy of Crewe’s railway history continues to be celebrated and remembered by future generations.”
Gordon Heddon, chair of Crewe Heritage Trust, added: “We’re thrilled to be able to accept this important item which represents yet another facet of Crewe’s significant industrial heritage.
"We look forward to putting it on public display at Crewe Heritage Centre in time for our new season opening on 20th March.”
NEWS IN BRIEF
TURN BACK TIME
New research from Network Rail to mark National Apprenticeship Week has revealed over half of all respondents (51%) would consider an apprenticeship if they were to restart their career.
The findings highlight the appeal of apprenticeships as a valuable pathway into the workforce, with over three quarters of all adults (86%) believing that apprenticeships are a great way to kick-start a career.
When looking at 18 to 21-year-olds in particular, over two thirds (68%) use the railway regularly, but only 59% had considered a career in the railway – with 25% assuming there wouldn’t be a role to match their skills.
SUSTAINABILITY TRAINING
RSSB has developed a free training course for its members across the rail industry to help increase understanding of sustainability issues and improvements.
RSSB’s new e-learning course is an engaging 30-minute introduction to sustainable rail. It brings the Sustainable Rail Blueprint to life in a pop-up book themed journey. It raises awareness of key sustainability terms and concepts, including: why sustainability is relevant to rail; the industry’s sustainability goals; and key strategies for delivering a more sustainable railway.
The e-learning module is freely available to RSSB member organisations. It is designed to be hosted on their learning portals.
JOB DONE IN HACKNEY
Network Rail has finished delivering a replacement bridge that carries the junction of Downs Park Road and Bodney Road over the railway.
The old bridge was 150 years old and in very poor condition so it needed replacing to keep passengers and road users safe, and to avoid major short-notice disruption in future. As planned, Downs Park Road reopened just before Christmas, and Bodney Road reopened to pedestrians and cyclists on Friday 24 January.
During the summer, the railway had to be closed for 16 days to allow intensive works to take place on the bridge, affecting London Overground Weaver line, Greater Anglia and Stansted Express services.
Tricky tunnel track upgrade complete
Engineers have completed a complex track renewal through a narrow Victorian railway tunnel to improve West Coast Main Line journeys for passengers and freight.
Network Rail and its contractors Balfour Beatty, Atkins, and TSO, started work on New Year’s Eve to replace 400 metres of railway line through Northchurch Tunnel between Berkhamsted and Tring.
Three tunnels take the West Coast Main Line’s four tracks underground on this section of one of Europe’s busiest mixed-use passenger and freight rail routes.
At this location the two fast lines share a tunnel, and the slow lines have one each –the oldest of which was built in 1836.
As track needed replacing through one of the slow tunnels, it made the renewal logistically tricky as traditional techniques were not an option in such a tight space.
Instead work had to be done in specific stages to get all the old equipment and material out before the new railway could go back in.
In total the work between 31 December and 4 January saw:
• 672 new sleepers installed on 24 track panels.
• 1,860 tonnes of old spoil removed from the tunnel.
• 2,200 tonnes of new track foundation stone (ballast) laid.
• Six engineering trains used.
• 430 metres of steel rail installed.
• Staff working a total of 2,440 hours to get the job done.
Because of the complexity of the essential upgrade, both slow lines were closed to trains throughout the project, with all trains using the fast lines instead.
All lines reopened on Saturday 4 January, passengers are being thanked for their patience as trains ran at a reduced timetables during the improvement work.
Neil O’Toole, Network Rail Capital Delivery senior programme manager, said: “We know there’s never an ideal time to close a section of railway, so I’d like to thank passengers whose journeys may have taken a little longer while we made these important improvements through Northchurch Tunnel.
“This track renewal was a bit of a Rubik’s cube to complete as we had to do each stage in a predefined sequence and the job took nearly three years to plan. It was our priority to make it work and get the railway reopened on time. From today passengers will have a much smoother ride and fewer delays caused by further maintenance now we’ve brought the track here bang up to date.”
HS2 contractor recognised for EDI
HS2’s construction partner for Old Oak Common Station has achieved a prestigious workforce award – recognising its outstanding commitments to diversity and inclusion.
Balfour Beatty VINCI SYSTRA, which is leading construction of the west London super-hub, was awarded the Clear Assured Platinum Accreditation by the Clear Company.
The accreditation – the highest possible Clear Assured accolade – is awarded to companies that can demonstrate equality, diversity and inclusion (EDI) best practice against a robust audit and evidence-based framework.
There are 450 organisations in the Clear Assured community, 280 of which have received formal assessment, with BBVS and HS2 Ltd making up two of four organisations to achieve the Platinum Standard.
In particular, the project received praise for its approach to embedding a safe, respectful and inclusive culture through collaboration with its partners. Initiatives to advance inclusive leadership, social value and community outreach, and the health and wellbeing of its workforce, particularly mental health, were highlighted as particular areas of success.
In 2021, HS2 Ltd set the standard when it achieved Clear Assured Platinum Status and became the first UK company to do so. Another of HS2’s main works contractors, Balfour Beatty VINCI (BBV), which is leading construction of the railway in the West Midlands, was awarded Clear Assured Gold Status in 2022.
Peter Gow, Project Client for Old Oak Common Station at HS2 Ltd, said: “We have a firm commitment to embedding EDI principles across the programme. With our contractors and supply chain partners we are seeking to change the industry by challenging ourselves on ‘what good looks like’ to achieve better workplace environments which embrace best practice.
“I would like to congratulate the team at BBVS and everyone in team Old Oak for achieving Clear Assured Platinum –what a fantastic achievement and well deserved.”
Hitachi Rail to acquire Omnicom
Hitachi Rail has agreed to acquire digital rail monitoring business Omnicom from Balfour Beatty. The acquisition marks a key strategic pillar for Hitachi Rail’s new digital asset management business, known as HMAX.
Commenting on the announcement, Hitachi Rail CEO Giuseppe Marino, said: “This is a strategic acquisition for Hitachi Rail. Plugging Omnicom’s pioneering track monitoring tools into our digital asset management platform, will further strengthen our global offer to optimize customers’ rail services and the surrounding infrastructure. New technological solutions such as our HMAX platform demonstrate the power of AI to enhance the performance of our railway infrastructure and systems.”
Omnicom provides software and hardware for surveying, inspecting, and monitoring rail infrastructure assets including its Infrastructure Monitoring System, gauge clearance measurement, line visual inspection, and scanning infrastructure. Its monitoring systems can be installed on trains and uses edge computing and machine learning to provide
near real-time anomaly detection on rail tracks. The technology can enhance the decision making for maintenance planning and the asset lifecycle.
With a more than 25-year track record in railway technology, Omnicom’s monitoring and geometry measurement solutions are currently deployed by a number of its largest customers. The technology collects trillions of bytes of images per day, allowing its customers to optimise their trackside maintenance.
Omnicom’s remote monitoring and measurement solutions will feed into Hitachi Rail’s new HMAX suite, enabling the pioneering technology to be brought to the global market. HMAX, launched at InnoTrans in September 2024, is a comprehensive digital asset management solution which seamlessly integrates a vast array of live
data from the train and the surrounding rail infrastructure into a single platform.
The platform uses AI and machine learning to process the data and extract knowledge and apply it to achieve operational and service enhancements including traffic optimization, energy consumption reduction, and an oncondition/ predictive maintenance process.
HMAX also enables huge volumes of data to be processed at the ‘edge’ (on the trains or infrastructure) in real time, with only relevant information sent back to the operational control centers. This enables an unprecedented improvement in the speed that actionable insights reach transport operators, as previously it could take days for data to be processed in maintenance locations.
c2c recovers record amount in 2024
Trenitalia c2c recouped a record-breaking £596,493 from ticketless travel in 2024, after clamping down on fare evasion through a variety of operational and dataled tactics.
By expanding the Revenue Protection team, c2c has ramped up deployment and coverage across the network, with the significant sum representing an 88% increase on 2023’s total of £317,000.
The result showcases the increasing use of data to identify fare evasion activity, as well as the focus and commitment of c2c’s Revenue Protection and Security teams on reducing and eliminating fare evasion across the network.
From 1 January, to 31 December 2024, c2c handed out over 8,863 penalty fares to passengers that did not have a valid ticket for travel, representing a substantial increase from
the 3,542 penalty fares issued in 2023 – with the total sum collected from penalty fares being £337,068.
Across the course of 2024, the team had great success with investigating fare evaders, with thousands owed by some for historic unpaid tickets.
Some cases included:
• £3,181.50 from an individual who was stopped at West Ham with the wrong ticket
• £2,369.00 from an individual travelling from Basildon with the wrong ticket
• £2,483.50 recouped after a passenger traveling from Leigh-on-Sea to West Ham that was caught short ticketing.
• £15,000 is being repaid by another customer found to be short ticketing; upon further investigation after their initial apprehension, the fraudulent activity was traced back to March 2020, resulting in a final amount of over £15,000 due in unpaid fares.
c2c's Head of Revenue Protection and Security Iain Palmer, said, “I’m delighted that c2c has recouped such a significant sum across 2024, as ticketless travel is an issue that blights the entire rail network in the UK.
“Our Revenue Protection and Security teams work incredibly hard under sometimes difficult circumstances to ensure that all our passengers have a valid ticket to use the c2c line. So, to achieve this record-breaking year is a testament to their hard work and determination to ensure that all passengers use the network fairly.
“At c2c, we are committed to ensuring that our passengers have a safe and reliable journey and work in close partnership with The British Transport Police to achieve this. We know from historic evidence that ticketless travel is linked to anti-social behaviour (ASB), and our front-line teams work very hard to ensure that we catch as many of these people that feel they are exempt from the rules as possible,” he added.
In November 2024 c2c launched its ‘Don’t Take the Gamble’ campaign, which highlights the repercussions of travelling without a valid ticket, in order to ensure that passengers understand the risk they are taking if they choose to evade their fare.
The criminal implications of ticketless travel are central to the campaign, fronted by TV presenter, Ortis Deley, and highlights the risks and impacts of being caught without a valid ticket.
Vapers warned to ‘give
it up or get off’
Northern has received dozens of complaints over the last year from customers who are fed up of inconsiderate individuals vaping in busy carriages and on station platforms.
Seventy-seven passengers have raised concerns about vaping in post-journey surveys since April 2024 and 29 have submitted written complaints. Another 59 have made complaints to Northern on social media.
Vaping has not been permitted on board Northern services or at any of its stations
since a ban was introduced in 2014.
But members of Northern’s traincrew say they catch people ignoring this rule on a daily basis and some become rude and aggressive when they are asked to stop.
They have also seen people make poor attempts at hiding their vaping by doing it in the toilets or blowing the vapour into footwells and carriage vestibules.
Vaping irritates passengers and can set off smoke alarms, forcing the traincrew to temporarily halt the service and delay everyone on board while safety checks are carried out.
Matt Rice, Northern’s chief operating officer, said: “We want to be clear that vaping is not permitted on our trains or at any of our stations.
“We are encouraging people who travel on our services to be considerate of others so everyone can enjoy a pleasant journey.
“Those who are caught vaping may be asked to leave the train by a member of staff and we will not tolerate any abusive or aggressive reactions.”
It is also against the law to smoke on Northern trains and in its stations. Those who are caught can be prosecuted and fined.
administration@woking-homes.co.uk
“I’ve
Former Chairman, Age UK, Waverley
EXPERT COMMENTARY
RICHARD HINES, ORR
Richard Hines stepped up to the role of HM Chief Inspector of Railways / Director of Railway Safety at the Office of Rail and Road (ORR) in June 2024. In the Railway’s 200th Anniversary year, he discusses his role, his career journey, and the health & safety challenges facing the network.
Hi Richard, many thanks for joining us. To get things rolling could you give us an overview and brief history of HM Railway Inspectorate (HMRI) and the ORR?
I’m ‘only’ the 26th HM Chief Inspector of Railways, a role that can be traced back to Stevenson himself. It’s a hugely prestigious and influential role, and I personally feel a huge sense of responsibility having been recently appointed. His Majesty’s Railway Inspectorate (HMRI – who we evolved from) has been responsible for overseeing health and safety on Great Britain’s railways and tramways and has had a role in the railway since its birth.
The boom of the commercial railway industry in the 1800s meant the Government needed to keep a close eye on the safety of its railways and rolling stock. The first inspecting officers were brought in as The Railway Inspectorate under the Railway Regulation Act, published on 10 August 1840.
The Railway Inspectorate operated for many years as a separate, non-departmental public body, but in 1990 became part of the Health and Safety Executive. It was also granted Royal Status, becoming Her Majesty’s Railway Inspectorate.
In 2006, HMRI was transferred to the ORR and in 2009 was renamed as the Railway Safety Directorate (RSD). In 2015, the name HMRI was reestablished as a way of recognising our rich history and past. In terms of structure and organisation, the ORR is made up of around 370 people across its whole organisation. That’s covering the main areas of health & safety, economic regulation, consumer matters, roads and highways, as well as other supporting functions. I report to the chief executive, John Larkinson, and he and I are the two executive members of the ORR Board.
My team is around 115 people strong, and that’s a mixture of frontline regulatory inspectors, who are warranted under the Health & Safety at Work etc. Act 1974, as well as the individuals who support the delivery of our regulatory functions - inspector assistants, policy colleagues and business support teams and so on.
enforceable, and that is where you start to see a step-change in the safety of the railways and the wellbeing of its staff.
If you look at incidents and accidents over the history of the railway, you can see the evolving role that regulators have had in improving the outcomes for passengers, the public, and workers. For a long time, HMRI recommendations were just that –recommendations – and there was no legal requirement to act on them. However, the provision of more mature health and safety legislation made our recommendations
So how did you come to work for the ORR / HMRI? What is your career background? I became an apprentice straight out of school, and I’m really proud to say that. It gave me great exposure and experience in electrical engineering, and over my fouryear apprenticeship I was really well looked after by some fantastic people within the industry. My employers sponsored me for a degree, and following this I became chartered. My former mentor even covered
COMMENTARY
my night shifts so that I could attend university lectures. I feel so lucky to have received such amazing support!
As an electrical engineer I worked for a company which was prosecuted twice for separate incidents that involved fatalities. It was a good employer, but it did make some mistakes.
After this experience, I was really struck by the role of the regulator and how it could be so impactful in improving standards within the organisation. I saw and experienced how a collaborative relationship could be really transformational.
I joined the Health and Safety Executive in 2008 as a specialist electrical inspector, which was mainly reactive work focussed on the investigation of fatal and serious
accidents, but also with proactive inspection work. After around six years I was promoted to principal inspector and after that I moved to a more senior role as head of operations in 2018.
I came across to the ORR around four years ago, initially on secondment, as head of the UK delegation to the Channel Tunnel Safety Authority (CTSA) and following that was proud to get the deputy chief Inspector’s job. The two and a half of years I spent as Ian Prosser’s deputy, gave me a brilliant grounding for the role of chief inspector. Ian was really well respected during his 16 years and gave me a great deal of support as I transitioned between the roles. Going forward, what I’ll be doing will be evolutionary, rather than revolutionary.
You’ve been in the role of Chief Inspector for nine months now, what are the main health & safety challenges you are seeing?
Great Britain’s railway health and safety record is among the best in the world. On that basis, we’re starting from a strong position and there have been lots of efforts and initiatives by many people over time to achieve that.
However, there’s more to do across many areas and it is not a time to be complacent. We need companies and organisations to focus on delivering safe operations, every day, without fail, and not to be distracted by things that are happening elsewhere.
We’ve got a significantly Victorian infrastructure married up to modern systems and there are challenges with maintaining and running that. The CP7 funding settlement
we now have recognised the fact that we're operating in a constrained funding environment, but Network Rail has a credible plan for delivery. For the next four years, their job will be to make sure they deliver to plan.
In a practical sense, anything related to climate change is a problem, not just for the future but the here and now. Each region is facing very changeable weather patterns, and we need to make sure that the network, the infrastructure, the assets, are all fit for purpose.
There’s been some good work done by Network Rail in this area over the last few years, for example work on updating its records for drainage assets and developing arrangements to define how they respond operationally to extreme weather events, which is really important. However, there are also some parts of the infrastructure that rely on, for instance, structural examinations and assessments as their primary form of risk control. Making sure that there are no delays to that process and that examinations and assessments are done to time, to the right standard, is really very important.
In terms of rail operations, we continue to see quite a stubborn rate of signal past at danger (SPAD) incidents, and there’s work needed here to define what a medium-term strategy for that might look like. In the context of the recent 25-year anniversary of the Ladbrooke Grove incident, that’s something that really needs to be addressed collaboratively.
We also have a high number of Platform Train Interface incidents across the whole of the rail network - things like track and drag incidents, for example. That’s not just on the main line but also Transport for London, and some of our other sectors such as Heritage. Greater collaboration between each of these sectors might help to improve this.
The Tram sector has made huge changes since the Sandilands incident and the recommendations that came out of the RAIB report, in particular the work around driver vigilance devices, are things that main line rail can learn from. The LRSSB has done a great job in a short amount of time, but I think making sure that there is a sustainable approach to the Tram sector is important.
Finally, in terms of personal safety, everyone should feel safe on a rail journey or while working on the network. Train operating companies are doing a huge amount, working with British Transport Police, to make sure that there are proper arrangements in place and people on the network who can intervene if necessary, but it is an area that needs a greater focus. ORR is exploring what it can do jointly with BTP in this space.
You touched on Heritage Rail there. A spotlight was thrown on safety in that sector towards the end of 2024 –what are your thoughts on that?
Heritage Rail includes around 223 different companies and the capability within the sector is truly amazing. The people working in the sector take a huge pride in what they do and their work is really very impressive.
That said, there’s a wide variability in terms of standards, how effectively they’re implemented, and, in my view. there is a need for greater standardisation. We see evidence of very good practice in the sector from some operators, but there are some gaps in terms of capability in certain locations.
I think some of that comes down to the sheer diversity of the sector. You’ve got some companies that run main line operations, such as North Yorkshire Moors Railway, and they’re quite significant in their size, employment base, and maturity in terms of health and safety management systems. Then you have some organisations which are run entirely by volunteer staff, have fewer resources to hand, and where health & safety standards may not be so ingrained.
That said, there is a huge commitment from the sector. Certainly, during my four years of working with the heritage sector, we’ve collaborated with the Heritage Railway Association (HRA) quite extensively to arrange workshops and events where we talk about practical control measures and things that the railways need to do to improve their health & safety performance and risk management. They’re always regarded as helpful and we receive very positive feedback from attendees.
You stepped up to the role of Chief Inspector just before last year’s general election. How are you finding the new Government’s approach to health & safety on the railway?
My early analysis is that there are some strong pieces of work underway to make improvements to the overall system by bringing track and train together. In terms of health & safety matters, we’re involved in discussions with the Department for Transport and Network Rail colleagues, and we’ll continue to give impartial, independent expert advice, all the way through the reform process. I do sense there is a strong commitment across the sector and a great sense of coming together to bring real benefits. That seems to be the overriding strategy. So yes, I’m optimistic.
Finally, what are your thoughts on the health & safety environment going forward?
Great Britain has a hugely proud rail heritage and amazing capabilities across the sector. We can unlock this and work together to solve some of the problems that we’re facing. There is a strong commitment within the industry toward improvement and our role is to apply our independent regulatory expertise and insight to make sure this is supported. I’m optimistic and I’m keen to be part of the solution. That’s my plan for the ORR during my tenure as Chief Inspector.
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REPORT BY COLIN WHEELER
200 YEARS OF RAIL
A STEP CHANGE IS NEEDED
This year will see the celebration of the first commercial railway - the Stockton to Darlingtonwhich was the forerunner of our present guided transport system. We have father and son, George and Robert Stephenson to thank and I look forward to the planned activities which include running in steam the replica of the ‘Rocket’ locomotive.
As I write I find myself surprised by each change of minister in the new Government. The timing of the election and frequency of subsequent resignations is not good for our railways. The formation and setting up of the Derby-based Great British Railways (GBR) should be a top priority. Using the regions to improve focus and speed up change are good intentions. I believe we need high speed railways between Scotland, the North of England, and London as they are best for the environment. Arguably we should aim to reduce if not eliminate passenger and freight flights in our islands.
There are claims that artificial intelligence (AI) is the way to solve most problems, and this may prove to be correct in the long run. Using AI to speed and simplify train driving and signalling as well as the inspection of the infrastructure makes sense. But it will take time and there will be upfront costs. Arguably, using AI to help operate commuter services and haul freight should be cost effective. However, the fatal accident on the London Underground on 26 December is a reminder that new dangers may arise.
Years ago, I remember writing about tram and rail incidents and accidents involving passengers being caught by closing doors and dragged along. Having a personal interest in the Manchester Metrolink system I wrote about their experiences. At one of the recent annual Rail Media Safety Summits, I was surprised when the guest speaker from London Underground made little reference to any trapped and dragged incidents at their stations.
However, back in September 2018 a dreadful accident occurred which should have been a wake-up call for us all. It happened at Borehamwood Station. A retired nurse with a walking frame, luggage, and a Shih Tzu dog called Jonty, boarded a 12-car train, but the doors closed trapping the dog by its lead outside the carriage. The dog was killed when the train moved off and re-entered the tunnel.
TRAPPED AND DRAGGED ON LONDON UNDERGROUND
More recently there have been a series of reported incidents involving London Underground. The Rail Accident Investigation Branch (RAIB) announced on Christmas Eve its intention to investigate and publish a report of an accident that took place on the Elizabeth Line on 24 November last year at Ealing Broadway Station. It was around 00:07 when the passenger’s hand became trapped in the closing door. The passenger ran alongside the train for several metres before being pulled away by a member of staff working on the platform.
The driver was alerted by other passengers, and the train was brought to a halt after around 17 metres. Minor injuries were reported. RAIB announced its intention to investigate. It intends to consider “the actions of those involved, risks associated with boarding and alighting from Elizabeth Line trains, post incident management of the platform-train interface accidents, and underlying management factors”.
In an unusual move, on 6 January this year RAIB launched a witness appeal seeking information about the accident. A request to be welcomed by everyone, I suggest.
HGV CRASHES ONTO THE RAILWAY
A heavy goods vehicle (HGV) crashed off the A74(M) at around 08:00 on 13 December and dramatically ended up on the railway line near Gretna coming to rest after bending a rail. The railway between Gretna and Carlisle was closed as a result, and the lorry driver was subsequently charged with a road traffic offence. The railway line was closed for 11 hours as a result and the Slip Road at Junction 22 of the A74(M) was closed to allow recovery of the HGV.
Colin Wheeler.
PASSENGER TRAIN CRASHES INTO FALLEN TREE
On 23 December RAIB released report 13/2024 following its investigation of a collision between a passenger train and a fallen tree. The accident happened on 27 December 2023 at around 13:09. On that day the 10:46 Perth to Aberdeen passenger train was travelling at around 84mph when it ran into the fallen tree. There were no reported physical injuries to the 37 passengers and three railway staff on the train. However, the train suffered significant damage to the leading driving cab as can be seen in the picture.
The tree had fallen from the Barnhill Rock Gardens, a public park owned by Dundee City Council. It was brought down during Storm Gerrit following several hours of high winds and heavy rain. Three other trees had been felled before May 2023 increasing the exposure of the tree which fell. Twelve minutes before the collision, a member of the public became aware that a tree had fallen and contacted Network Rail using the public help line. The call handler attempted to pass on the information to Network Rail’s Route Control but the call was not answered until after the accident. Network Rail relies on neighbouring landowners controlling “risks associated with visually healthy trees falling from outside the railway boundary.”
The train driver only escaped injury by crouching behind the driving seat having made an emergency brake application. The driver realised that a collision was inevitable. RAIB’s report comments that the telephone equipment used at Scotland’s integrated control centre did not display missed call information. Since the accident Network Rail has provided helpline staff with an additional number for use in emergencies.
RAIB has recommended that Network Rail consider how technology could assist in the detection of trees subject to altered exposure, including those on third party land. Dundee Council is also to review its management of the trees for which it is responsible to ensure that it is effectively controlling the risk of them falling onto the railway.
alighted at Stratford Station on London Underground’s Jubilee Line and sat on a platform bench. At around 14:45 the passenger stood up, stumbled, and fell onto the track. The passenger lay on the track undiscovered for five minutes before being struck by an arriving train that stopped normally.
NEAR MISS WITH TRACKWORKERS
There was a near miss with track workers at Morton Junction in Derbyshire on 27 November. The 07:26 passenger train was travelling at 78mph when it was involved in the near miss with a group of workers at the junction which is between Chesterfield and Alfreton. Following a preliminary examination RAIB has decided to publish a Safety Digest.
FIRST REPORT OF 2025
Report 01/2025 was published on 16 January and relates to a fatality. On 26 December around 13:57 a passenger
The passenger’s presence remained unknown while a further three trains entered the terminal platform. The passenger was fatally injured. No other passengers or staff were present. The first train operator did not see the passenger on the track. The report surmises that “the operator may have been distracted by the presence of another operator standing on the platform”. The operator of a third inbound train “saw something but did not recognise what they saw as being a person”. Inbound train operators were not aware of the passenger because the passenger was underneath their respective trains before they departed.
RAIB has made two recommendations both addressed to London Underground Ltd. First, it is to consider “using technology that can detect if a passenger is in a dangerous position and intervene or warn as necessary to stop an approaching or departing train”.
Second, it is to “review the environmental, organisational, and job factors related to operating trains in automatic operation mode to understand how overload may affect train operators”. RAIB has added a learning point to remind staff of the importance of using safety critical communications when reporting and responding to incidents.
Understanding rules and regulations, investing in health and safety, and being willing to listen and learn, all point to organisations with a positive safety culture, but the best-laid plans and processes can’t always prevent issues becoming incidents. Are you missing jigsaw pieces of information from your safety puzzle?
Uncovering your safety blind spots is a good place to start. Blind spots always exist, not least because any incident could involve many possible combinations of factors. A chain of smaller events can have a devastating impact. Reports of minor issues and feedback can also provide important safety intelligence and highlight bigger problems.
Encouraging open challenge helps create a workplace where more people will raise concerns, as you’re giving the message that they’re likely to be heard. Even in an open-door environment, though, there’s no guarantee you’ll find out what’s on people’s minds. Some still won’t bring forward their concerns. Can you help close the gap between the concerns people have and what they’ll report?
OFFERING CHOICE
Consider this: people are all individuals and, with the best will in the world, not everyone is comfortable with raising concerns openly.
Teams and workplaces include many people and personalities. For example, there are those who don’t want to become more visible at work than they need to be, and others who will always perceive themselves as being at risk from speaking up, based on their own or others’ experiences.
Don’t underestimate self-doubt and uncertainty too. Being new to a job role, team, or industry, can make people question if what they see as a concern or risk is considered acceptable in that culture or environment. Is speaking up ‘the way we do things around here’? They may prefer to raise a concern anonymously or confidentially, just in case.
Understanding all this means it’s important to provide options. Where some might prefer to raise a concern with a
quick chat or phone call, others might use an app or a paper form. Still others prefer to report confidentially, so they can be listened to without the company knowing who they are. CIRAS confidential safety hotline can help here, passing the concerns to the right people so they can take action. Often people use CIRAS because they don’t feel listened to when they’ve tried other channels.
Teams can include contractors and others who aren’t directly employed. CIRAS is a reporting route that everyone on site can use to report safety issues that aren’t real-time and don’t pose an imminent risk of harm. This third-party insight can be especially valuable for companies as it may offer intelligence and ideas based on other organisations’ learnings.
Different people perceive different things. Listening to diverse voices, including those you don’t normally hear, can reveal safety insights you might be missing.
SAFETY IN LISTENING
Sometimes people aren’t listened to closely enough. If a concern doesn’t align with the listener’s world view, they may not fully hear the big picture context or detail despite best intentions. It can also be instinctive to feel defensive about something you’re responsible for. Perhaps it should work or be a certain way, but you’re hearing that it isn’t. Defensiveness can block effective listening.
The psychological safety of teams and working relationships can determine if people feel their colleagues and managers will ‘have their back’ if they raise a concern. That’s especially important if they’re worried about blame, or if it’s personal, such as fatigue and mental health.
Psychologically safe environments accept challenge. People working there feel they can contribute freely, learning from mistakes, discussing, and questioning.
A psychologically safe workplace also doesn’t lean towards groupthink. With groupthink, a group – such as an organisation or leadership team – agrees a consensus without considering alternative information and perspectives. It reduces the ability to problem-solve. It can also reduce the collective perception of risk, and the likelihood people will listen to new information contradicting the status quo.
RESOLVING CONCERNS
Identifying unknown risks isn’t always possible. Even so, listening to people, however they raise concerns, can uncover
blind spots or challenge established thinking. That could be the key to preventing an accident.
One way employees judge if an organisation is really listening, is looking out for actions or updates in response to their concerns. So, if you receive a close call, concern or a CIRAS report, a thoughtful response helps everyone. You might end up monitoring the situation, planning a staff briefing or longer-term actions, or clarifying existing procedures to the reporter. Whatever the direct result, it builds a culture of listening and learning, where people feel it’s worth raising concerns.
RAIL INDUSTRY’S NIGHT OF RECOGNITION RETURNS:
It’s only a few months since we all gathered at Birmingham’s NEC for the 2024 RailStaff Awards, but here at Rail Media we’re already preparing for the next stunning event.
On 28 November, over 1,000 fabulous guests gathered to celebrate
CHAMPIONS OF 2024
the extraordinary hard work of those employees who always go the extra mile. From rail managers to customer service assistants, apprentices to training managers, all were celebrated as equals with one aim – to keep the nation moving.
We always put on a magnificent event and 2024 was no different, with attendees breathing in the glitz and glamour of a winter’s New York City evening. TV star and all-round top entertainer Brian Conley hosted the evening, putting guests at ease with his easy charm and lightening wit.
As ever, the full breadth and depth of the industry’s superb staff was represented, and our judges were forced to make some very tough decisions. Eventually, and to much fanfare, the names of 2024’s award-winning employees were announced:
Apprentice of the Year
Joe Dodman, Motion
Award for Charity
Kev Adlam, Mark Bridel, Jerry Dickinson and Martin House Charter Team, Network Rail and GB Railfreight
Customer Service Person or Team Award
Shabana Haroon, Trenitalia c2c
Equality, Diversity & Inclusion Person or Team Award
Carys Thomas, Great Western Railway
Graduate of the Year Award
Rumbi Chiparamandu, AtkinsRéalis
Health & Wellbeing Person or Team Award
Bianca Molloy, TES 2000 Ltd
HR, Recruitment & Talent
Acquisition Person or Team Award
Volume Resourcing Team, Group HR, Network Rail
Innovation & Technology
Person or Team Award
Raymond Sturton, Hitachi Rail
Learning, Development & Investing in People Award
HMP Highpoint Rehabilitation Team, City & Guilds
Lifesaver Award
Liam King, Northern
Lifetime Achievement Award
Matt Clark, BTTC
Rail Ambassador of the Year
Heather Waugh, Freightliner
Rail Engineer of the Year
Alina Lixandru, AtkinsRéalis
Rail Manager of the Year
Alana Davoren, Alstom
Rail Person of the Year
Marianna Busuttil, GTR
Southern
Rail Team of the Year
Freight Loads Books
Digitisation Project team, Network Rail and Lampada
Digital Solutions
Rolling Stock, Freight & Depot Person or Team Award
The RailStaff Awards gets bigger and better every year, attracting more attention, more nominations, and even more positive feedback. But what makes it stand out from all the other awards evenings?
A key point is that each RailStaff Award is solely preserved for a member (or team) of the industry’s exemplary employees – the people on the ground who keep the network running. The event recognises those who go the extra mile, whether that’s supporting their co-workers, making the railway safer, helping society at large, or just making peoples’ days a little brighter. It honours those who go beyond their job description, put aside their time for others, and show the utmost care for customers and colleagues.
“The RailStaff Awards is a truly unique event, celebrating the individuals in our industry who consistently go above and beyond,” says Rail Media Managing Director Adam O’Connor.
“It is inspiring and humbling to host this event and witness the profound impact it has on our remarkable workforce. All winners and highly commended individuals deserve immense recognition, as do all the finalists and nominees.
LOOKING AHEAD
And now to the task of making this year’s event even more memorable than the last. Based on the success of 2024 we have our work cut out, but we guarantee you yet another a spectacular evening.
If you’re yet to attend the RailStaff Awards it’s always a remarkable occasion, but more than that it’s a celebration of the people that make our industry great. It’s an evening when the entire railway family comes together to honour its brightest stars.
Join us in November for an incredible experience. Take the opportunity to catch up with friends and colleagues, enjoy spectacular entertainment and, once the winners are announced, party the night away.
Make 2025 the year you join us in celebrating the wonderful employees of the rail industry. It’s not an occasion to be missed!
www.railstaffawards.com
TBF SUPPORTS BRITAIN’S STATION STAFF
Around 2,500 staff man the rail network’s stations and each has huge responsibility on their shoulders.
The RailStaff Awards honour the hard working, respected, and well-loved individuals who ensure that customers have a great travel experience. But not only do these superstars brighten the days of passengers - they also go the extra mile to support the colleagues they work alongside.
On 28 November 2024 at Birmingham’s NEC, Northern’s Blackpool Gateline Operators came away with the Station Staff Award.
During the busy summer months, the team handles an influx of customers with exceptional skill, teamwork, and dedication. They manage challenging situations, from anti-social behaviour to medical emergencies, with quiet calm and empathy.
And while the team makes a difference on a daily basis, last year they responded heroically when a distressed woman was on the platform edge, taking her to safety. They also provided lifesaving support when a customer collapsed, administering CPR and using a defibrillator. The team’s resilience and professionalism made them stand out in this competitive category.
PILLAR OF SUPPORT
“It’s third time lucky for us,” said team member Keith Simpson. “We were up for two awards last year but came away disappointed. We’re all genuinely surprised though. We’re happy just to turn up and have a good time, but it’s brilliant to be recognised.”
The Station Staff Award was sponsored in 2024 by the Transport Benevolent Fund CIO (TBF) and the organisation returns again this year to lend its support.
Founded in 1923 by the predecessors of Transport for London (TfL), TBF provides relief from hardship and distress among those who work in (or are retired from) the public transport industry and its related services. TBF helps out when things aren’t going so well, offering a wide range of benefits including health, welfare, and financial support, including a comprehensive range of complementary therapies, grants towards priority arrears, legal advice, scans and tests, medical equipment, convalescence and bereavement grants to its members and their dependants.
The Fund is open to anyone engaged in the public transport industry in Great Britain; membership costs £1.25 a week, covering the member, their live-in partner and dependent children. Each family member is considered separately, and benefits paid are not cumulative for the whole family.
“TBF helps its members and their dependants in times of need, and the Station Staff Award is our way of saying thank you to those who help customers on a daily basis,” says TBF CEO John Sheehy.
“As well as carrying out their regular duties, without warning, they can be dealing with a traumatic event and, in some cases, help save someone’s life. They are a customer’s first point of contact and play a vital role in making the customer experience a safe and pleasant one.”
On top of their daily duties, station staff are the people who keep us safe, assist passengers with particular needs, search for lost luggage, and administer first aid. They also deal with anti-social behaviour and come to the assistance of those in emotional crisis.
These frontline heroes are rightly recognised by the RailStaff Awards.
TBF, is a registered charity in England and Wales, 1160901 and Scotland, SC047016.
PROUD SPONSORS
ENGINEER’S ART
BLASTS OFF
By day, Edward Fee is an engineer servicing trains at Southern’s Stewarts Lane Depot in Battersea. By night, he is a digital artist with his works exhibited all over the world.
Ed’s digital artwork is now reaching new heights after it was blasted off to the moon on Wednesday 17 January on a SpaceX Falcon 9 rocket, inside a capsule with different items representing human life and technology.
The 44-year-old engineer was invited to Cape Canaveral, in Florida, to watch the launch from nearby Peacock Beach with other artists who also had their work stored on a memory stick inside the lunar lander.
The payload is being funded jointly by Copernic Space, a web platform for investing in and trading space assets, and the Lady Rocket Foundation, a charity that raises money through space ventures, for the benefit of life on earth.
The rocket’s engines ignited at 1.44am Eastern Time bound for a 45-day-long mission through space towards the moon.
Ed says: “When it started, there were big cheers, and then there was this pause where we were all gathering our thoughts.
“It was a little bit surreal, that we had all come from around the world to watch the launch on the beach. It felt like we were part of a momentous moment, watching these first-time technologies going up to the moon on it.
“Five years ago, when I started, I never believed I’d be standing on a beach on the other side of the world watching my art being blasted off to the moon.”
The engineer, who lives in south west London, uses a range of computer technologies, like Photoshop, Blender, and more recently AI to create his pieces – all of which are humorous contrasts with human life on earth and mankind’s interest in outer space.
His pieces, which are traded on the internet as NFT images, have even been displayed in Times Square in New York City as part of a festival celebrating the digital medium.
He first came across the foundation during the Covid lockdowns, after picking up a stylus and using computer software to create striking abstract pieces, often with a focus on outer space.
One of his pieces depicts a pizza delivery moped on the moon’s surface, and another – which he dubs The Enlightened – portrays an astronaut amidst the vast expanse of outer space.
Ed explains: “The astronaut has a profound sense of wonder and introspection
that comes with the realisation of humanity’s place in the cosmos, suspended in a moment of weightlessness, both physically and spiritually.
“It serves as a visual ode to the resilience of the human spirit and the ever-expanding quest for knowledge in the boundless reaches of outer space.”
Along with hardware containing Ed’s artworks, the capsule will contain DNA samples, foundational documents like the UN’s Declaration of Human Rights, and messages from 25,000 people.
Ed, who goes by the name Edster59 online, says: “I’m thrilled to be going to watch my artwork launched into space for preservation on the moon.
“It’s really exciting to be involved in this game-changing period of history when aerospace, business, digital finance and artificial intelligence are coming together to make space accessible.”
The payload will spend approximately 25 days in Earth orbit, four days travelling through space, and 16 days in lunar orbit before landing on the moon on Sunday 2 March.
Before Ed landed his job working on Southern’s fleet of Electrostar trains, he was a stagehand on Charlie and The Chocolate Factory in the West End.
He has worked as an engineer since the age of 25, following eight years of service in the Royal Engineers’ Commando.
YOUNG RAIL PROFESSIONALS SHAPING THE FUTURE OF RAIL
BONNIE PRICE, CEO OF THE YOUNG RAIL PROFESSIONALS (YRP) LOOKS BACK AT RAILWEEK 2025 AND ENCOURAGES ORGANISATIONS TO GET INVOLVED NEXT YEAR.
There is something special about railways. They’re not just tracks and trains, they’re the arteries of the country, the pulse of progress, and a glimpse into the future. The vast network of steel and concrete that criss-crosses the UK isn’t just a mode of transport; it’s a reflection of who we are and, more importantly, who we could be.
As professionals working within the rail industry, we all understand how crucial it is to foster talent and close the growing skills gap that threatens the long-term success of our sector. That’s why I’m here to tell you about Railweek 2025, which ran from 10-16 February. It’s a chance for organisations to contribute directly to the future of rail and make a tangible impact on the next generation of talent.
As the CEO of Young Rail Professionals (YRP), I can tell you that Railweek isn’t just another event on the calendar. It’s an opportunity for all of us in the industry to give back, to connect with young people, inspire the next wave of talent, and show them what the rail sector truly offers. It’s about demonstrating that rail is not just a job, but a dynamic, innovative, and rewarding career choice.
WHY IT MATTERS
The rail industry is at a critical juncture. We’re at the forefront of the biggest infrastructure projects the UK has seen in decades, with cutting-edge technology, sustainability goals, and a need for a new generation of skilled professionals to drive the sector forward. But to achieve these goals, we need to ensure that the right talent is ready to step into these roles.
Railweek plays a pivotal role in attracting and educating future professionals, bridging the skills gap, and showing just how vast and diverse the opportunities in rail really are. It’s not just about filling roles - it’s about inspiring people to see rail as a career where they can thrive, innovate, and shape the future of mobility.
Railweek 2025 was packed with events and activities that engaged students, jobseekers, young professionals, seasoned experts, and educators, and offered an inside look at the exciting projects happening across the rail industry. The programme included a mix of interactive pop-up stalls, behind-the-scenes depot tours, technical talks, careers fairs, and webinars. This year, we made sure there was something for everyone to get involved in.
For instance, on Monday 10 February, we hosted the Birmingham New Street Station Pop-up Stall with the YRP West Midlands committee. This stall served as a focal point for engaging with the public, answering questions, and offering a glimpse into the vast array of roles that the rail industry offers. This was an excellent chance for organisations to showcase what they do, engage directly with potential future employees, and promote the varied career paths in rail.
The Rail Careers Fair in Wales was another key event offering a direct way for organisations to connect with students, graduates, and young professionals, and give them a chance to learn about projects and career opportunities.
GET INVOLVED
There are multiple ways your organisation can get involved in Railweek, whether by hosting an event, providing speakers for our technical talks, or simply volunteering your time to share your expertise with the next generation.
Bonnie Price.
Consider offering a depot tour or a technical talk. This year included events such as the DMU Depot Tour in Bristol and the Elizabeth Line Old Oak Common Depot Tour, which provided immersive, hands-on experiences for young people to see how the rail industry works. These types of events are invaluable for sparking curiosity, helping students and young professionals understand the real-world applications of their studies, and allowing them to see the engineering marvels that drive our industry.
And it doesn’t stop there - Tech Talk Tuesday, hosted by UKTRAM and AtkinsRealis, offered a platform for experts in technology and innovation to showcase how the rail sector is evolving. If your organisation is pushing the boundaries in tech, sustainability, or engineering, Railweek is the chance to present your work to an engaged and eager audience.
You might be thinking, "Why should my company get involved?"
The answer is simple: Railweek is an investment in the future of our industry. By engaging with the next generation of professionals, you’re not only helping them understand the scope of opportunities in rail; you’re also building your talent pipeline and reinforcing your organisation’s commitment to developing the future of rail.
Involving your organisation in Railweek
shows your commitment to the rail industry’s continued growth and innovation. It gives your teams an opportunity to give back, mentor, and share their expertise.
For many young people, these interactions could be the catalyst for their careers in rail. For your business, it’s a chance to strengthen your brand, build relationships with local communities, and attract skilled professionals who are passionate about the future of rail. It benefits your teams in the now- by having a chance to team build when passing on their collective knowledge. After all, it feels good to do some good.
AN ESSENTIAL EVENT
Railweek is an essential event for all of us in the rail industry. It is not just about filling vacancies; it’s about building the future of rail, inspiring the next generation of engineers, project managers, and innovators. By getting involved, your organisation has the chance to shape that future, to engage with tomorrow’s rail professionals, and to make a lasting impact on the sector we all care so deeply about.
Railweek is our chance to show the world just how dynamic, exciting, and essential our industry really is. This year’s was a week to remember. Get involved in 2026 and help us build the rail industry of tomorrow.
I look forward to seeing what we can achieve together. To follow out social medias/sign up to our membership, use the QR code:
CAREERS
ROUNDUP & RECRUITMENT
New recruits, skills, and ideas are forever on the rail industry’s radar. Whether it’s to fill positions on major projects, keep staff and passengers safe across the network, or ensure the trains are always running to schedule, there are thousands of roles available. RailStaff looks at the latest careers and recruitment news.
HS2 OPENS CAMDEN BOOTCAMP
A new skills bootcamp designed to fast-track careers in construction has opened its doors at HS2’s Euston site. Aimed at getting local people ‘job ready’ in just two weeks, the intensive course offers the full training and accreditation needed to start work as a plant machinery operator. The programme is free to Camden residents over the age of 19 and is designed to support those who are either currently out of work or are seeking a career change to gain new skills which will help secure an opportunity in the construction industry.
The training facility is located on Hampstead Road, in the London Borough of Camden, in an area where the new railway will be built, taking trains in and out of Euston. The free course will combine practical training on a range of construction machinery, such as rollers, dump trucks, and excavators, with classroom-based learning at the nearby Euston Skills Centre.
The initiative is a collaboration between Flannery Plant Hire, HS2 and its construction partner Skanska Costain STRABAG (SCS), Camden Council, and the Euston Partnership. Funding to deliver the programme, which is due to run until the end of March 2025, has been secured by Flannery from the Department for Education.
Ambrose Quashie, senior skills & inclusion manager for HS2 Ltd, said: “We want local people to benefit from HS2, enabling them to access free, highquality training and to develop transferable skills that will last a lifetime.
“With an extensive construction programme underway and ambitious plans for 2025, we need more skilled people to help us build the new railway. To achieve this, our contractors and supply chain partners
are offering a variety of roles with long-term career prospects – this skills bootcamp is a fantastic way to harness these opportunities and to get job ready in record time.”
At the end of the fortnight’s intensive training, successful participants will be offered a guaranteed interview for a plant operator role and will receive a Construction Plant Competence Scheme (CPCS) card for the machine categories they successfully completed the course on. It is anticipated that 30 participants will benefit from the programme, addressing local skills shortages and helping to create a lasting skills legacy.
Aaron Davis, safety and skills director for Flannery Plant Hire, added: “By leveraging our expertise in delivering high-quality, handson training, we are equipping participants with the practical skills, confidence, and certifications they need to access meaningful sustainable employment in the construction sector. The bootcamps not only address critical skills shortages in Camden and the surrounding Boroughs but also ensure that local residents are at the forefront of the opportunities created by landmark infrastructure projects like HS2.”
Among the first to take part is local resident Fatima, who said: “I thoroughly enjoyed the two-week boot camp with Flannery. Not only did I learn how to operate two plant machines, it felt great to be on the HS2 site.
“I am overwhelmed to have accomplished my ticket for the roller and dumper. Doing the course has enhanced my confidence and knowledge for plant operations. Thank you all for changing my life.”
TPE LAUNCHES FIRST GRADUATE SCHEME
TransPennine Express (TPE) has launched its first-ever graduate scheme, offering opportunities for people looking to embark on a rewarding career in the rail industry.
Four graduate placements are now available across key areas of the business from working in engineering to gaining experience in finance.
The roles on offer for recent university graduates cover multiple areas across the business including corporate management, customer experience, data and insight, engineering, finance and major projects.
TPE’s programmes will see graduates not only applying their knowledge in real-life projects but also studying for an apprenticeship aligned to their job role, ultimately leading to a professional qualification.
TPE is looking for candidates who are enthusiastic about learning, have strong communication skills, and are passionate about delivering outstanding customer service.
While prior work experience is a bonus, it’s not essential, and applicants must have a strong customer focus and be within reasonable commuting distance of the roles specified locations.
The roles offer successful candidates the chance to gain a blend of practical experience and formal learning, working alongside experienced professionals to develop technical and management skills.
Lindsay Penney, early careers manager for TPE, said: “We’re thrilled to offer these graduate placements and to continue our investment in the future of the railway.
“This programme is more than just an opportunity to gain experience—it’s a chance to build a long-term career, with the added benefit of professional development and a recognised qualification.”
Robin Gisby, chief executive operator at DFTO said: “We want our railways to be the career destination of choice attracting the best and brightest talent from all backgrounds. Whether you have an interest in development, engineering, insight or finance, programmes like this give graduates an opportunity to develop key skills in a rapidly changing industry, playing a pivotal role in shaping its future.”
The graduate programme will offer the chance to explore key areas of the business, gain a well-rounded understanding of the rail sector while contributing to important projects. The candidates will also be exposed to business challenges, working alongside colleagues at all levels to deliver solutions to help drive the company forward.
Applications for the 2025 graduate scheme programme are open until Friday 21 February, with each graduate role having its own specific requirements.
ARMED FORCES SKILLS IN HIGH DEMAND
Military personnel were told to consider a range of roles on the railway once they leave the armed forces, during a tour of Leeds station.
Members of the Royal Electrical and Mechanical Engineers (REME) and The Royal Yorkshire Regiment visited the station and Neville Hill TrainCare Centre in January.
Northern staff, who work in operational and engineering roles, explained how they work to keep the trains running for thousands of passengers before highlighting the career opportunities that are available.
The train operator regularly encourages people who have previously worked in the armed forces or currently serve as reservists to apply for roles on the railway, claiming their skills and experience can be put to good use.
Lisa Leighton, Northern’s people director, said: “We have a range of rewarding roles to offer men and women in the armed forces who are looking to take on a new challenge.
“Northern colleagues who have previously served in the military say the transition to civilian life can be difficult, but the railway offers them the chance to join another close-knit team with a clear sense of purpose.
“It’s usually a good fit, because we are always looking for disciplined, punctual and resourceful people who work well under pressure and are prepared to go the extra mile to get the job done.”
Craig Lawley, who left the military in 2007 after serving with REME, recently joined Northern as an engineering infrastructure asset manager.
“Those who have served in the military tend to be more disciplined, as they train people to understand and follow specific instructions to get things done,” he said.
“People in the military take responsibility and get on with the task safely, effectively, and efficiently.
“Given the purpose of the railways, as a critical transport service, it needs people with discipline, who are thorough and can follow instructions implicitly, to keep things running smoothly and safely for passengers.
“People from a lot of different regiments and corps would enjoy coming into this environment. It’s a good, friendly place to work, you have a lot of people who are ready to help you and the professionalism is amazing.”
In 2021, Northern signed the Armed Forces Covenant – a commitment to supporting the employment of veterans and recognising military skills and qualifications across our business.
It also has an Armed Forces Group, which connects and supports staff who have previously served in the military.
RECRUITMENT RAMPS UP IN ANNIVERSARY YEAR
To mark National Apprenticeship Week 2025 (10-16 February), Britain’s railway announced that it plans to recruit 2,000 apprentices during its bicentenary this year, and at least 10,000 over the next five years.
A wide variety of one to four-year apprenticeships are available, for people from all backgrounds and ages – whether entering the workplace for the first time or looking to retrain in a career move. Roles are being offered by employers across the UK and the rail industry, including Network Rail, train and freight operators, manufacturers and the rail supply chain.
Roles available range from engineering to finance, train driving to sustainability, and IT to human resources, customer service and operations.
Rail’s support for National Apprenticeship Week coincides with the 200th anniversary of the modern railway, which is being celebrated as part of Railway 200 – a year-
long programme aimed at helping to attract the next generation of pioneering talent.
The recruitment and training drive will help to deliver a more digitally driven, sustainable railway and champion the next generation of colleagues in rail, helping to develop vital new skills within the industry.
Apprenticeships combine on-the-job learning with study and are open to both young people and adult learners.
The railway seeks to be more representative of the society it serves and is striving to attract more women, people from ethnic minorities and those with neurodiversity.
provide a fantastic opportunity for people to start their careers in a variety of roles in rail. The rail industry plays a vital role in connecting communities and supporting the economy, and we need a diverse range of skills and perspectives to create the workforce of the future.
“As we celebrate the railway’s rich heritage, we’re looking to the future, investing in our people to help us deliver the high-quality, innovative service that passengers expect.”
Rail Minister Lord Hendy commented: “From personal experience I know how rewarding a career in the rail industry is. It is brilliant to see so many opportunities available, from roles for those wanting to start their careers to people keen to learn new skills and develop, in a fast-paced and exciting sector.
“The railways have a long history of innovation and Railway 200 represents the perfect opportunity to look to the future and inspire the next generation. I encourage everyone looking for a new challenge to discover how they can use their unique skills and talents to help build the railways of the future.”
RECRUITMENT
THE INDUSTRY TRENDS SHAPING
With the New Year here and new careers on the cards for many, it’s important to stay in the loop with the modern demands, trends, and expectations that are shaping the rail industry today, and be aware of what candidates can expect to see in the coming years.
Employers are now increasingly more interested in finding individuals with highly-specialised skills tailored to specific projects. As challenges like growing skills shortages, technological advancements, and tighter project timelines continue to guide the industry and costs, the demand for skilled professionals is set to continuing rising – especially with current and future Control Period 7 (CP7) projects and HS2 frameworks being awarded. Competition for top talent is expected to rise more than ever. So, how can you stand out in today’s rail industry? Here’s a look at the industry’s key recruitment trends and the skills that will help get you noticed.
CLIENT EXPECTATIONS
Rail clients are increasingly looking for more specialised skills. As the sector embraces advanced and greener technologies, demand is growing for niche expertise, particularly with a focus on digital technologies, sustainability, and environmental careers.
Large-scale infrastructure initiatives are set to drive investment and reshape the landscape of UK rail, significantly increasing the demand for skilled professionals who can support high-profile projects focused on capacity, safety, and modernisation.
Whether it’s AI-driven systems or digital technologies, clients want candidates who can help not only support but modernise the rail industry. The industry is looking for a huge amount of cross-sector and diverse skillsets not only within but also outside of rail, as well as developing skills from within. As the industry continues to adapt to these modern trends, it’s becoming increasingly important to have the right skills rather than experience. But with this, also comes large competition not just from other rail companies but other attractive and technically advanced industries which are also looking for individuals with similar skillsets.
Another key trend is quicker hiring turnarounds. With tighter project timelines, the pressure to fill positions has increased with large-scale initiatives driving rapid developments in rail infrastructure. To meet these needs, many recruitment strategies now focus on proactive talent pooling to ensure quick, quality placements which involves proactively identifying and engaging with a network of fullyqualified candidates, so they’re ready to be placed as soon as a suitable role arises.
Finally, compliance remains a top priority, especially for safety-critical roles. With changing safety regulations, clients expect candidates to not only meet technical requirements but also be fully compliant with rail safety standards and certifications – a core part of our and many other companies’ vetting process.
RESPONDING TO A CHANGING INDUSTRY
As client expectations evolve, the rail industry is adapting to meet the growing demand for specialised skills. Responding to industry demands, companies are continuously analysing and re-structuring strategic plans, putting permanent heads first and career plans in place, as well as promoting within. When it comes to contracting, they then look at here-and-now delivery to manage continuously changing project demands and improving adaptability – requiring an agile and flexible approach to hiring.
FUTURE OUTLOOK
As rail projects continue to drive investment, the demand for specialised skills will only grow.
The focus on decarbonisation and technological advancements will prioritise candidates with expertise in green energy, digital systems, and complex engineering solutions.
Alongside technical expertise, clients will seek candidates who can adapt to the fast pace of large-scale projects while staying on track with sustainability goals. Recruitment will focus on proactive talent pooling and long-term workforce planning to meet the growing demand for skilled professionals. Hybrid and flexible work models, especially in digitalisation and rail modernisation, will continue to expand as technology plays a larger role in the sector.
PREPARING FOR THE FUTURE
To stay competitive, align your skills with industry trends. Gain expertise in areas like digital design, AI systems, and green technologies through relevant training and certifications.
With sustainability a top priority in the industry, particularly in projects like HS2, understanding green energy, environmental regulations, and decarbonisation technologies will give you an advantage. Stay informed by reading industry publications, visiting official websites, and following updates from regulatory bodies and other relevant publications to your industry.
Identifying your skills is key - take time to assess your strengths, technical expertise, and transferable skills. Build a broad skill set to work across various projects and sectors. It also helps to review your current or previous job roles and pick out the five most important achievements and back it up with statistics and evidence – clients want to hear about how you successfully delivered a technically challenging project to budget, not who you know in the rail industry.
Finally, use your recruiter as a trusted career advisor. They’re not just there to offer you the latest opportunities but to share helpful industry insights and advice. CVs are always difficult to complete but at Advance TRS we have a team of experienced consultants that can help you put together and highlight all the main skills necessary for your next career while providing all the guidance needed on skill development, so you’re positioned to succeed in the evolving rail industry.
LOOKING TO SWITCH CAREERS?
If you are looking to move careers, contact Advance TRS. We are a niche recruitment consultancy specialising in the provision of highly skilled technical professionals with plenty of permanent and contract roles – our team at Advance TRS is characterised by deep knowledge and extensive experience in the sectors we recruit for and we’re here to help!
Tel: 01483 361061 www.advance-trs.com
REBUILDING LIVES AND BOOSTING RECRUITMENT
On Tuesday 11 February, RailStaff visited St. Pancras International to witness the launch of Rebuilding Futures Alliance (RFA), an ambitious new initiative dedicated to changing lives for the better and tackling the recruitment pressures affecting the entire transport industry.
RFA is a not-for-profit organisation established to create national opportunities for employers, delivering real scale in placing people with low-level past convictions into fulltime, meaningful careers. The initiative brings together a powerful alliance of credible charities, each with a strong track record and an established national network of experienced providers. However, despite their success, these organisations often operate without central support, limiting their ability to fully scale their efforts.
The launch event was attended by major groups including the Department for Transport, the Department for Work and Pensions, High Speed 1, Network Rail, and the Centre for Social Justice, along with key charity partners such as Clean Slate Solutions.
RECRUITMENT PRESSURES
In rail alone, a recent National Skills Academy for Rail (NSAR) survey reported that: 90,000 people are leaving the rail industry through retirement etc. during the next five years; the workforce in rail decreased by 9.4% in the last year; and in 2025-2029, the sector could generate additional £344 million in economic value from jobs created, plus nearly £122 million in social value benefits over the next five years.
RFA has now begun work to bring over 100 past-conviction charities together and, by working directly with transport’s biggest employers, the Alliance will help place and track low risk ex-offenders, tackling the workforce shortage in the sector.
Founded by transport expert and Director of RFA Chris Leech MBE, the alliance will connect those individual charities with major transport employers. RFA believes this will break the cycle of criminality amongst the UK’s low risk prison population by offering them the chance to learn a skilled trade across the rail, bus, and metro networks in Britain.
“This is the start of the journey and over the coming months and years this new alliance will be game-changing for transport, prisons, people, and the communities we serve – along with a boost to the economy with more people in work, paying more tax,” said Chris.
“Add in the savings to the taxpayers in reducing the prison population, even by a fraction, and it makes complete sense and underpins our mission to deliver shared-value creation, where everyone benefits.”
A FAIRER SOCIETY
RFA says reoffending rates in the UK are among the highest in the western world. One in two people reoffend within 12 months of release, compared to one in five if they secure a job with purpose. According to Government statistics, the average cost to keep a prisoner in jail in 2022-23 was £51,108. And reoffending costs the UK £18.1 billion annually.
An employment tracker devised by partners Genius, and a social value impact model created by partners Loop and the Rail Safety & Standards Board (RSSB) will be used to track each person’s progress into employment and measure the value to the economy, respectively.
“The RFA is making the case for a fairer society and one that is more forgiving to those of us who have made our mistakes," and I include myself in this,” said Peter Wilkinson, major rail projects director for Department for Transport.
CHRIS LEECH MBE
“Social mobility and supporting those seeking to move on from past mistakes is something the rail industry can offer. It’s a fantastic industry in which to develop as a person, supported by thousands of amazing staff who come from across all sections of our society. Caring for each other, supporting each other through the trials of our lives, should be in the DNA of this great industry”.
BENEFITS FOR ALL
RFA’s initiative brings huge benefits to candidates and employers alike, as well as the charities it works with.
Stable employment provides structure, financial independence, and a renewed sense of purpose, helping people with past convictions move forward and reduce the risk of reoffending. By working in supportive environments, individuals gain a sense of belonging, develop skills, and build confidence, enabling them to transition from past challenges to meaningful careers.
For employers, hiring people with past convictions helps businesses access a diverse and skilled talent pool, addressing critical workforce shortages while strengthening equality, diversity and inclusion (ED&I) strategies. RFA provides structured support, including pre-screened candidates, mentoring and training, ensuring successful placements and high retention. Employers also gain access to data insights, enabling them to measure and demonstrate their social impact.
Finally, many of the grassroots organisations supporting people with past convictions face challenges such as limited funding, regional constraints, and a lack of shared best practices. RFA creates a national network to address these barriers, uniting charities, employers, and policymakers to expand employment opportunities. By providing a collective voice, securing funding and facilitating collaboration, RFA enables charities to focus on helping individuals into work.
Mark Libby, regional manager (North East) Centre for Social Justice, said: “Having served time myself, I recall pacing the yard with many inmates. Caught in this unfamiliar world, and contrary to my own prejudice, I discovered some fantastic people.
“The hardest time of my sentence started when I returned home. As a prison leaver I know first-hand the burning desire to rebuild, and the crushing reality of the barriers preventing this being achieved. Rebuilding Futures Alliance offers a pathway to harness this workforce. A chance not just for the prison leaver, but for employers to strengthen their organisation.”
OVERWHELMING SUPPORT
After it’s successful launch, RFA is now calling on charities working with people with past convictions and transport employers to be part of the project.
“The support we’ve had for the launch from industry and charity leaders has been overwhelming, which proves the concept is right – it’s now about the delivery,” said Chris.
“Charities up and down the country supporting those with past convictions will continue to do their brilliant work, but we will be the glue that binds them together with the major employers across the transport sector – visionary companies who see the benefits in giving someone a second chance.
“In short, the transport sector integrates into every part of the UK. We are an amazing sector created for a social purpose. This programme demonstrates that beyond government policies, it's businesses that have the power to affect positive change in society. The journey starts now.”
PETER WILKINSON OF DFT (R)
CETO TALENT: A NEW NAME IN RAIL RECRUITMENT
ADAM RAZZELL HAS WORKED IN RAIL RECRUITMENT FOR OVER 12 YEARS, SPECIALISING IN SIGNALLING & TELECOMS. WITH A VAST NETWORK AND A DEEP UNDERSTANDING OF THE INDUSTRY, HE HAS PARTNERED WITH COUNTLESS CLIENTS ON MANY LARGE PROJECTS.
At the beginning of January, Adam announced that he has joined Ceto Talent as co-founder of its new Transportation and Infrastructure Sector division. RailStaff sat down with Adam to learn more about this new venture and the current status of recruitment in the rail sector.
TO BEGIN, COULD YOU GIVE US SOME BACKGROUND ON YOUR NEW VENTURE WITH CETO TALENT?
Ceto Talent has been servicing the maritime transportation industry internationally for 18 months, led by co-founder Jenna Coles who has 17 years’ experience in this space. Over the years, Jenna and I have collaborated to run recruitment teams together. This partnership has worked well, so when presented with an opportunity to work together again, both of us were keen on exploring this and making Ceto Talent a fully-fledged Transportation and Infrastructure recruitment business, working in the key areas of Maritime and Rail.
WHAT MAKES CETO TALENT STAND OUT FROM OTHER RECRUITERS?
Our recruitment team is made up of experienced professionals who are genuinely invested in the success of our clients. We work as an extension of our clients’ HR team, providing support and guidance at every stage of the hiring process. Our team has a deep knowledge of the industry,
and our specialisms allow us to connect clients with candidates who have the right skills and a strong understanding of the industry’s unique demands. We take a personalised, tailored approach to recruitment. Instead of a one-size-fits-all strategy, we focus on understanding the specific needs and culture of each client, ensuring we match candidates not just based on skills, but also on cultural fit. Unlike many other agencies that focus on highvolume placements, we prioritise quality over quantity. We are selective and ensure that every candidate we present is a strong fit for an organisation’s needs.
WHAT VALUES DRIVE THE COMPANY AND HOW DOES THIS IMPROVE THE EXPERIENCE OF YOUR CLIENTS?
Diversity and inclusion are core values of ours and we actively seek to present candidates from diverse backgrounds, ensuring clients have access to a variety of perspectives that will enrich their team. Over the years we’ve built an extensive, diverse network of highly qualified candidates which allows us to present clients with the best talent quickly and efficiently, even for hard-to-fill roles.
Transparent and honest communication are also vitally important to us. Our clients appreciate honest feedback, clear communication, and a proactive approach throughout the hiring process.
As well as all of this, we offer incredible flexibility. Our response time and agility mean we can adapt to changing business needs and help clients secure top talent in tight timeframes - whether that’s permanent, temporary, or contract staff.
WHAT PRACTICAL STEPS ARE YOU TAKING TO PROVIDE THE BEST POSSIBLE OUTCOMES FOR CLIENTS AND CANDIDATES?
We see every recruitment assignment as the beginning of a long-term partnership. Our goal is to understand an organisation’s culture, vision, and goals to provide ongoing recruitment support as their business evolves. We have a proven track record of placing candidates who thrive in their roles and contribute to the success of our clients, and our long-term partnerships with companies are a testament to the quality of our work.
To achieve this, we use cuttingedge technology and data analytics to streamline the recruitment process, assess candidates, and make better-
informed decisions. This ensures clients get the best possible candidates and reduces time and costs.
Our relationship doesn’t end when a candidate is hired. After placement, we offer ongoing support, following up to ensure candidates are settling in and meeting expectations. We are always there to assist if any issues arise.
WHAT SKILLS ARE MOST IN DEMAND IN THE UK RAIL INDUSTRY RIGHT NOW?
The industry is always on the lookout for high-quality talent, but at present the most sought-after staff include:
• IT specialists and software engineers. With a focus on smart transportation, digital ticketing, and data analysis for performance and safety, IT professionals with expertise in rail systems will be in high demand.
• Cybersecurity experts. As the rail industry adopts more technology, the need for cybersecurity professionals to protect rail networks from cyber threats is also increasing.
• Railway signalling engineers. These engineers are vital as signalling systems continue to modernise with new technologies like digital signalling.
That said, civil, mechanical, and electrical engineering skills, as well as digital and technological skills are always sought after.
FINALLY, WHAT ARE THE CHALLENGES CURRENTLY FACING RAIL RECRUITMENT AND WHAT IS YOUR OUTLOOK FOR 2025 AND BEYOND?
Skills shortages remain a challenge for the industry, specifically for technical and specialist skills. There is a significant demand for highly specialised individuals in areas such as signalling, electrification, railway engineering, and digital technologies. The UK rail industry has traditionally struggled to find qualified professionals with the technical expertise needed to meet the evolving demands of modern rail infrastructure.
Linked to this, there is the industry’s aging workforce to consider. With a large portion of the existing rail industry workforce nearing retirement there is a pressing need for younger workers to fill positions quickly, particularly in engineering and operational roles.
People are nervous about changing roles right now and the state of the economy plays a part in this. We ‘ve seen a perfect storm of problems since 2019, from Brexit, to Covid, to high interest rates - the list goes on. All of this creates uncertainty in the economy and has an effect not only on people looking to hire but on candidates who are worried about leaving a secure position.
It’s our role role to help our clients and candidates, reassuring individuals about the projects in place and ensuring we take a consultative approach to all parties.
In terms of outlook, I now believe we are in the calm before the storm. The industry has multiple projects about to start under CP7, and HS2 has awarded £3 billion in contracts to deliver the systems that will power nearly 140 miles of tunnels, bridges, and earthworks.
In the years ahead, work on track systems, overhead catenary systems, telecoms & security, and signalling & traffic management will transform and enhance the existing UK rail network.
Transportation & Infrastructure Specialists
RAIL
2025 RECRUITMENT
It’s no secret that the rail industry is going through a time of great change. With an ageing workforce reaching retirement, a new government, and ongoing industry reforms, it’s an uncertain time. But for individuals seeking new opportunities and companies searching for staff, 2025 will bring opportunities as well as challenges. RailStaff looks at the trends expected to influence recruitment in the year ahead.
First, the not-so-great news. Toward the end of 2024, research from the Railway Industry Association (RIA) indicated that recruitment freezes were likely this year. More than half (51%) of those surveyed by RIA’s Annual survey of rail business leaders said they planned to freeze or slow down recruitment in response to a predicted hiatus in rail work over the next 12 months.
Rail reform related to the formation of Great British Railways (GBR), along with uncertainty over rail enhancements and major project budgets, were major concerns shared by 83% of business leaders who took
part in the research. In response, companies surveyed said they planned to freeze or slow recruitment (51%), prioritise work outside the UK (51%), and pause or slow plans to expand in the UK (35%).
That said, RIA’s survey was carried out ahead of 30 October’s autumn budget which confirmed a number of major projects, including HS2 from Old Oak Common to Euston. The budget also committed the government to publishing a long-term rolling stock ‘pipeline’ which, RIA said, would give greater confidence to businesses.
Nonetheless, the research is not a comforting read.
“The conclusions of the survey reflect a second year of rail supply leaders being concerned about the outlook for the wider UK rail market and anxiety about their own business’s prospects more specifically,” said RIA Chief Executive Darren Caplan.
“Over 80% forecast a hiatus in work in the year ahead, with a detailed timeline for rail reform or firm commitments for the delivery of major projects still awaited. This uncertainty adversely impacts recruitment, expansion plans, and suppliers, who will seek refuge in other sectors and overseas markets if more confidence fails to return.”
SKILLS REQUIRED
RIA’s research suggests something of a paradox. While industry has indicated it is hesitant to hire, there remains a high demand for skilled workers. A key driver of this demand is the longstanding challenge of the industry’s ageing workforce, and the skills gap that will widen as staff reach retirement age.
Twenty-eight percent of rail workers are over the age of 50 according to the National Skills Academy for Rail (NSAR) and, by 2030, approximately 50,000 employees are expected to retire. The NSAR 2024 Rail Workforce Survey shows that there are clear areas where consistent workforce shortfalls exist, including signalling & telecoms, systems engineering, and electrification & plant. The gaps typically range between 2,000 and 3,000 people per year.
To address this skills shortage, the industry has launched recruitment initiatives aimed at attracting younger workers to the rail industry. One notable proposal includes lowering the minimum age for train drivers from 20 to 18, thereby expanding the potential workforce.
The Rail Safety and Standards Board (RSSB) released research on the feasibility of reducing the minimum age in September last year. It showed that existing training, competence, and safety systems could be deployed for younger entrants, so no new cost or special allowances need to be brought in. An 18-year-old, regardless of their background, is just as capable of training to become a train driver as a 20-year-old, said RSSB, and experience, rather than age, is a better predictor of driver performance.
Commenting, RSSB CEO Mark Phillips said: ‘’Encouraging more school leavers to take up train driving apprenticeships is what our railways need. The prospect of joining the profession is more attractive to people at 18 than at 20, where the idea might be old news as you have already chosen a different path.”
STREAMLINING PROCESSES
RSSB also recently made changes to its driver recruitment standards, which should make the recruitment process more efficient and effective. On 7 December, the body released a tranche of new and updated standards including an update to the psychometric assessments used in train driver recruitment.
All potential train drivers undertake a psychometric assessment to make sure they are psychologically fit for the role. The standard has been updated after research and feedback from industry found the guidance was inconsistent and out of step with good practice.
The update should enable the industry to use a more efficient and effective psychometric assessment process that, while remaining robust, is easier to follow. It also increases the number of psychometric assessments a candidate can make from two to three and clarifies the timescales and validity of these tests. This will enhance the train driver recruitment process by making it more attractive to potential candidates.
Additional RSSB research will boost opportunities by allowing more people with colour vision deficiency (colour blindness) to work in a number of safety critical railway roles.
The Ishihara test, which is commonly used to check for colour vision deficiency, works by presenting a series of coloured plates with numbers or patterns hidden within a field of dots, and identifies colour-deficient vision. However, it does not reveal the degree of any colour vision loss, meaning people only slightly affected by the condition may stlll be able to safely perform the role.
RSSB’s analysis shows this new approach could allow approximately 47% of people currently failing the Ishihara test to be assessed as safe to perform the role.
RSSB was asked to look into this problem by ASLEF, which was concerned some drivers were being removed from duties having failed the Ishihara test on a colour vision deficiency that didn’t impact their ability to safely perform their role.
RSSB’s research has identified a new two-step approach to colour vision assessment. The Ishihara test remains the primary screening test, with 100% correct answers needed to pass. Any applicants who fail can then take a more detailed Colour Assessment and Diagnosis (CAD) test to determine the specific degree of their colour vision deficiency.
“For years, people with minor colour blindness have not been able to work in safety critical jobs on the railway, said Luisa Moisio, RSSB’s director of research. “This could be discriminatory, breaching equality law, by preventing capable people from being considered for employment.
“Our research has identified a more thorough testing process to establish if someone with colour blindness can safely perform a role. We are now changing medical Standards to implement this new fairer testing system, giving more people an opportunity to join the railway family.”
SPECIALISED SALARIES
The skills gap also creates a premium for specialised workers, as evidenced by increased salary demands. Built environment & technical recruitment specialist Carrington West released its 2025 Rail Salary Survey & Guide in January. The report provides insights into salary trends and recruitment challenges across the rail sector, as well as further reports for the built environment the company recruits for.
Its outlook for 2025 is fairly positive, with demand for skilled workers set to increase steadily throughout the year with salary increases expected to attract professionals back into the sector and to secure new hires as projects get off the ground.
A consistent theme across all disciplines has been a slow start to CP7 projects resulting in a sluggish recruitment market in 2024. Fortunately, following the transport budget in October, and the allocation of most CP7 frameworks, new work has been injected into the railway and Carrington West predicts an uptick in recruitment toward the end of the year.
COMMITTED TO APPRENTICESHIPS
Despite the differences of opinion on recruitment trends, the industry remains committed to apprenticeships. Most recently, the Rail Delivery Group announced its ambition to see 2,000 apprentices recruited in 2025 and 10,000 over the next five years.
This comes just as the Government has announced measures to reform the apprenticeship system, aiming to increase flexibility, reduce bureaucracy, and boost economic growth. Key reforms include shortening the minimum duration of apprenticeships from 12 months to eight and providing employers with flexibility to determine English and maths requirements for apprentices aged 19 and over.
Bridget Phillipson, the Secretary of State for Education, has said she anticipated that these changes will enable up to 10,000 additional apprenticeships across all industries per year.
This news has been welcomed by the NSAR which says many aspects of the reforms could deliver greater flexibility to employers in the industry. The mandatory 12-month duration requirement in
apprenticeships, for example, has been a longstanding challenge in the rail sector, and attainment rates have been disproportionately affected by rigid timelines.
In addition to this, new research from Network Rail to mark February’s National Apprenticeship Week, revealed that over half of its respondents (51%) would consider an apprenticeship if they were to restart their career.
The findings highlight the appeal of apprenticeships as a valuable pathway into the workforce, with over three quarters of all adults (86%) believing that apprenticeships are a great way to kick-start a career. The value of apprenticeships is therefore clearly understood.
Richard Turner, Network Rail’s head of apprenticeships, said: “We’re really committed to investing in the future talent that we need to build, maintain, and run Britain’s railway, and apprentices are a vital part of that.
“We want to attract more apprentices to the railway and are looking forward to working with Skills England to offer shorter, more flexible railway apprenticeships, helping us maximise our Skills & Growth Levy which aims to strengthen the connection between the education and rail sectors.
“Our schemes have no upper age limits and are suitable for anyone and everyone wanting to build a career in the railway. You don’t need to follow a traditional university path to make a real impact in an industry that keeps millions moving every day – all that we ask is that our applicants have a passion for making a difference.”
GOING FORWARD
While there is little consensus on how the recruitment environment will develop through 2025, one thing is clear: the industry needs new recruits and can offer huge opportunities. However, it also needs more certainty, commitment from government, and investment.
However 2025 pans out, the industry will need to balance the challenges of an ageing workforce, skills shortages, and economic uncertainty with proactive recruitment and training initiatives.
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Key appointments at AtkinsRéalis
AtkinsRéalis has made two key appointments in its transportation division in the UK & Ireland, further strengthening the company’s deep level of expertise in the industry.
Emma Porter has been appointed as practice director for Transport Advisory & Consultancy and Alejandro Moreno as market director for Rail & Transit. Both highly experienced professionals bring decades of experience to AtkinsRéalis which is playing a key role in driving economic growth through better transport connections across the country.
Colette Carroll OBE, AtkinsRéalis managing director –Transportation UK & Ireland, said: “I’m truly pleased to welcome Emma and Alejandro to our Transportation team. Their proven track records in delivering complex infrastructure will enhance our capabilities across rail and advisory services, helping us to address the evolving needs of our clients.
“As we enter 2025 and mark 200 years of the railway, this is a pivotal time for rail and the wider transportation industry. Emma and Alejandro will be instrumental in advancing both our rail expertise and our transportation business as we continue to deliver critical
infrastructure that connects communities and drives growth across the UK and Ireland.”
Emma has 18 years’ experience across the built environment and was most recently a managing director at engineering firm Story Contracting. She is also a director & founder of The Rebuild Site, a social enterprise which reduces waste in the construction sector and served as a panel member of the independent Rail and Urban Transport Review.
Alejandro brings 22 years’ experience in the European rail sector to lead AtkinsRéalis’ rail division across high speed, conventional, very light rail and metro. He joins AtkinsRéalis from Colas Rail, where he held a variety of roles for more than a decade, including managing director and innovation/digital transformation lead, as well as alliance director for the transformative £1 billion Midland Metro Alliance.
TPE names newest director
TransPennine Express (TPE) has appointed Andrew McClements as its new customer experience and transformation director.
Andrew’s career spans 10 years at TPE and includes working in the train operator’s ticket offices, being part of the station teams at Huddersfield and Manchester Airport and working in Manchester’s control room managing disruptions. He has also held leadership roles covering contract management, sustainability, business planning, and stakeholder relations with the Department for Transport and Rail North Partnership.
Although he says he stumbled into his first role at TPE, he quickly fell in love
with the rail industry and feels his time working in customer-facing roles will be a huge help in his new position.
He said: “The time I spent in frontline jobs was invaluable – they gave me a really good insight into how the industry works, and the challenges both colleagues and customers face.”
As he takes on his new role, Andrew’s immediate focus is on performance, reliability, and customer satisfaction.
He said: “Performance needs to be paramount, to help us rebuild customer confidence and trust, and show that we’re getting the basics right. We need to be giving customers consistently good experience – all the way from catering and cleaning to how we manage customer queries.”
Railway Mission welcomes new trustee
Paul Verghese has joined the Railway Mission as a trustee of the charity. With over 33 years of senior experience in railway operations he brings invaluable expertise and dedication to the Mission’s work.
He said: “As a senior railway executive in operations, I’ve witnessed firsthand the demanding environments and personal struggles that railway staff often navigate.”
“The Railway Mission’s commitment to pastoral care, emotional and spiritual support, and promoting well-being aligns closely with my values.
Becoming a trustee allows me to contribute to this vital work and ensure railway staff and their families have access to the care and encouragement they need to thrive.”
Train’d Up strengthens team
Train’d Up has announced the addition of two new business development managers to support its ambitious growth plans for 2025.
Chris Morris and Amy Crawley’s appointments will enhance Train’d Up’s commitment to providing highquality training services and further strengthen its national reach.
Chris brings a wealth of experience in managing and supporting apprentices in engineering roles. Having previously overseen over 150 apprenticeships during his tenure as learning and development manager, Chris has a proven track record of fostering talent and driving excellence.
His background includes time with major companies such as JCB, where he played a pivotal role in managing and developing apprentices, who went on to receive National Apprenticeship Awards.
He said: “I’m excited to join Train’d Up and contribute to a team that genuinely cares about developing future talent in the engineering industry.
“The company’s commitment to hands-on experience from day one aligns with my own belief in practical learning. I look forward to working with employers and
apprentices to build skills that make a real difference.”
Amy has six years of experience in the IT and data sector, making her an invaluable asset to Train’d Up’s growing portfolio of IT-related apprenticeships.
Amy’s appointment underscores Train’d Up’s dedication to expanding its offerings in IT and digital skills, ensuring that both employers and apprentices receive flexible support to futureproof their workforce.
Amy said: “Joining Train’d Up is a fantastic opportunity to help shape the future of IT and data apprenticeships.
“I’m passionate about supporting learners as they develop skills that are essential in today’s digital world. I’m looking forward to collaborating with employers to ensure our training solutions meet their needs.”
New CEO at Campaign for Better Transport
Campaign for Better Transport has announced it has appointed Ben Plowden as its new chief executive officer to take over from Paul Tuohy, who is stepping down in the spring.
Ben brings with him a wealth of experience having worked in the transport and charity sector for over 30 years. Ben was the first director of active travel charity Living Streets and worked at a senior level at Transport for London for almost 20 years.
He is currently with PA Consulting and is chair of the Transport Planning Society, a visiting professor at University College London and a senior associate at the London School of Economics.
Shamit Gaiger, chair of trustees of Campaign for Better Transport, said: "I am thrilled to welcome Ben as the new CEO. His proven leadership in transport, strategic vision, and commitment to effect a change to better our society make Ben the ideal person to lead our organisation into its next chapter. On behalf of the board, I want to express our confidence
in Ben and excitement for the journey ahead."
Ben Plowden said: "Better transport – transport that is safe, accessible, integrated and affordable – is essential to improving people's quality of life and meeting the key challenges we face, including tackling social exclusion, improving productivity and decarbonising the economy. Campaign for Better Transport plays a critical role in improving transport for everyone and I'm delighted to be taking up the role of its chief executive."
David Horne succeeds Tim Shoveller at RBF
Tim Shoveller, CEO UK/ Europe of the Freightliner Group, has retired from his role as RBF chairman after 10 years of dedicated service. David Horne, managing director of LNER, succeeds him as chairman.
Under Tim Shoveller's leadership, RBF has significantly expanded its support for railway workers and their families facing hardship across the UK.
"I am immensely proud to have served as chairman of RBF," said Tim. "Knowing that this nonmembership charity provides vital financial support to our railway community during challenging times is incredibly rewarding. I have had the privilege of working with many passionate and dedicated individuals throughout
my tenure at this historic organisation."
"I am delighted that David will be taking over the role, and I am sure he will bring a renewed vibrancy to our trustee board."
David, a proven leader in the rail industry, brings a wealth of experience and a strong understanding of the challenges railway workers face.
"I am deeply honoured to succeed Tim Shoveller as chairman of RBF," said David Horne. " I am eager to continue building on RBF's success by implementing our 3-year strategy to ensure continued growth and impact, and most importantly, to ensure that it remains a lifeline for railway workers in need."
Network Rail appoints Jamie Burles in new role
Jamie Burles has been appointed as Network Rail’s first deputy managing director for the Eastern region, a newly created role to support leadership across four major routes.
Jamie, who started in the role this month, joins Network Rail from Greater Anglia – where he spent a decade leading the transformation of East Anglia’s rail services.
During his tenure, he oversaw a significant capital investment programme and industry-leading levels of train service.
In his new role, Jamie will work alongside Jake Kelly, the current regional managing director of the Eastern region, to provide executive influence and strategic leadership across the East Coast, North and East, East Midlands, and Anglia routes.
He will also support Ellie Burrows, who will take on the role of regional managing
director in April 2025, following Jake’s return to North West & Central as their new regional managing director.
Jamie will play a key role in helping deliver Network Rail’s control period commitments and drive sustainable improvements for both passengers and freight users – contributing to the vision of a simpler, better, greener railway.
Speaking of his appointment, Jamie said: “I am delighted to be appointed as the new deputy regional managing director. This region is a vital part of the network, connecting passengers across cities like Leeds, Sheffield, Derby, Norwich, Cambridge and London.
“It will also see transformational infrastructure investment over the coming years, such as the Midland Main Line Upgrade and the East Coast Digital Programme, linking people on a greener and more reliable railway.
RMT boss announces retirement
Mick Lynch, general secretary of the National Union of Rail, Maritime and Transport Workers (RMT), has announced his decision to retire at the age of 63.
Mick was elected general secretary in 2021 after 30 years' involvement with the trade union including two years as assistant general secretary.
In 2022, he led the RMT into the biggest industrial action on the rail network for more than 30 years, which led to severe disruption across Great Britain. In September 2024, RMT workers voted in favour of new pay offers.
A qualified electrician, Mick worked in construction for many years before "being illegally blacklisted for joining a union". He helped set up the Electrical and Plumbing Industries Union (EPIU) in 1988.
He joined RMT after he began working for Eurostar in 1993 quickly rising through its ranks and helping to strengthen the organisation.
“It has been a privilege to serve
this union for over 30 years in all capacities, but now it is time for change,” he said.
“This union has been through a lot of struggles in recent years, and I believe that it has only made it stronger despite all the odds.
“There has never been a more urgent need for a strong union for all transport and energy workers of all grades, but we can only maintain and build a robust organisation for these workers if there is renewal and change.
“RMT will always need a new generation of workers to take up the fight for its members and for a fairer society for all and I am immensely proud to have been part of that struggle”.
The RMT has said it will appoint a new general secretary in the first week of May 2005. Mick will remain as general secretary until then.
“I am looking forward to working closely with our passengers, partners and colleagues to improve rail services and it is great to already see the excellent work being done across the region.”
Lumo appointment to drive innovation
Lumo has announced the strategic appointment of Rachel Firth as customer experience and innovation manager, reinforcing its commitment to delivering transformative growth and setting new industry standards in modern rail travel.
Rachel has more than two decades of leadership experience spanning the rail, road, and aviation sectors. Her deep industry knowledge positions her as a pivotal figure in shaping Lumo’s future as a leader in sustainable and customer-centric rail travel. Rachel’s career includes senior roles at leading transport operators such as LNER and FirstBus. Her expertise aligns perfectly with Lumo’s growth plans and its mission to provide a compelling alternative to domestic air travel through its low-carbon, great value cross-
border services connecting Edinburgh with the North East of England and London. Her mandate at Lumo is to redefine customer experience by leveraging cutting-edge technology, actionable insights, and a focus on inclusivity and sustainability.
Commenting on her new role, Rachel said: “I’m thrilled to join the Lumo team at such an exciting time. Lumo has built a strong reputation for innovation and putting customers at the heart of everything it does. I’m particularly passionate about driving diversity and inclusivity within the rail industry and inspiring more women to consider a career in rail.”
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