Pay Negotiations – The History
Here you can find the history associated with the current pay deal negotiations as well as information relating to previous negotiations.
Local Government Services
2018 - 2020
December 2018 Update
The LGA have issued a quick update on issues relating to the pay spine.
Thanks for all your responses to our quick snapshot survey, we had 129 responses. The key national findings were:
- Excluding those on local pay, 98 councils had begun discussion with their unions while 17 had yet to do this we would hope that in the time between the information being gathered and now that the number who had yet to begin any discussions will have reduced significantly.
- In terms of whether to assimilate and then award any increment or vice versa (including information from London’s separate survey) the position was
- Increment/assimilate 61
- Assimilate/increment 37
- Undecided 61
- In terms of the concern about issues arising from assimilation, there was slightly more concern about some very short grades arising than about very long grades, but in some cases councils were concerned about both. The general sense was that it was too early for any widespread pattern to emerge about how councils planned to respond to these issues, although several councils did indicate that they had decided to not use the non assimilation spine points because of concern about lengthy grades.
- It was also too early for a clear pattern to emerge with regard to how councils who pay the Living Wage Foundation rate are factoring that into any discussions about their pay structures going forward noting that the NJC minimum hourly rate in April next year will match the LWF national rate.
The LGA will aim to repeat a relatively light touch national intelligence gathering in early February 2019.
In November 2018 the LGA clarified the application of the pay award for April 2019, following discussions across the regions.
“It appears that a small number of councils might be confusing the rules to be applied in assimilating those on scp 18 upwards and those below that point. The rule (as reflected in in the pay circular assimilation table) for those at scp 18 upwards is that they move across to the nearest pay point that ensures an increase of at least 2% on 1 April 2019. For existing spine point 6-17 the approach is different. To merely apply the 2% rule would mean (for example) that spine points 6 to 11 would all assimilate into new point 1; this would go against one of the main joint aims of the negotiations which was to address the compression of differentials in recent years. The assimilation table in the NJC circular dated 10 April 2018 must be applied as written, if authorities are to implement the changes in line with the national agreement. The element of local flexibility relates to the question as to the chronology of any increment due on 1 April and assimilation, as we’ve previously discussed.”
On 14 June 2018 the NJC circulated FAQ’s to support councils working towards assimilating their current pay structure to the 2019 revised structure.
10 April 2018 Agreement has been reached on the two year pay deal and a circular has been issued.
The two year pay deal provides for percentage increases in the first year to recognise cost of living increases. The second year of the deal includes the assimilation of the existing spinal column points onto a new spinal column to ensure that Local Government remains an ‘above minimum wage employer’.
The LGA are working on some FAQ’s with regards to the implementation of the second year of this pay deal and the implementation of the new pay scales. March 2018 Unison and GMB membership voted to accept the pay offer. After consideration of the outcome of their membership vote, Unite have also agreed to the offer. 25 January 2018 The Employers side have issued a circular providing an update on progress towards a two year pay deal. The Unions will consult their membership over the coming month and we expect an update in mid March. 14 December 2017 The NJC Executive met briefly on 13 December. The meeting was planned some time ago for the purpose of formally and publicly tabling the pay offer. Despite details of the proposed offer being made available earlier than anticipated, it was agreed the meeting would go ahead. The Unions will consult their membership in January and February 2018 with a view to providing the outcome of the consultation by early/mid March. The unions are clear that the Employers’ offer is final and it is expected that they will consult on the basis of recommending acceptance. 8 December 2017 A number of questions have been raised regarding the ‘extended pay spine’ idea that was discussed during the pay spine review and at pay briefings. If equal increments/steps from bottom to top of the new pay spine were implemented, this would have extended it beyond the current maximum SCP49. However, pay modelling showed that equal steps throughout increased costs and caused significant turbulence in local grading structures, hence the pay offer includes the cut off at current SCP28 above which the 2% flat rate will apply. As with every LGS pay award, all employees on a local salary above current SCP49 will get 2% and 2%. 05 December 2017 The offer, for 1st April 2018, is for there to be some bottom-loading on SCPs 6 to 19 inclusive, in order to continue to close the gap with the National Living Wage. The terms of the offer also state that all SCPs from 20 and above will receive a flat-rate increase of 2.0%.Â Year two of the offer, from 1st April 2019, sets out a bottom rate of Â£9.00 per hour along with some ‘pairing off’ of the existing bottom 12 points into six new pay points, as a way of dealing with the compacting of differentials at the lower end of the pay spine. There will also be some ‘ironing out’ of the current random gaps between pay points, and paying even increments of 2% between new SCPs 1 and 22 inclusive. SCP23 onwards have also been offered a flat-rate increase of 2% and retention of the current differentials. The first year of the pay offer would increase the national pay bill by 2.707% and the second year by 2.802%, meaning that the total increase to the national pay bill over the two year period would be 5.584%. 14 June 2017 The local government unions’ have today submitted formally the pay claim for 2018/19. The claim is for:
- One year (2018/19)
- A 5% increase on all NJC pay points
- The deletion of NJC pay points 6, 7, 8 & 9 (the deletion of these pay points to occur after the 5% increase has been applied to ensure that no NJC pay points fall below the Foundation Living Wage rate of Â£8.45 per hour)
- The claim would apply the deletions of the NJC pay points to the GLPC pay spine – i.e to delete Inner and Outer London pay points SCPs 6-9
Meeting the pay claim in full would increase the national pay bill by Â£559m. The National Employers have issued the following press statement: IMMEDIATE RELEASE EMPLOYERS RESPOND TO LOCAL GOVERNMENT UNIONS? PAY CLAIM Responding to the local government unions’ 2018 pay claim for a 5 per cent pay increase for all staff, Chair of the National Employers, Cllr Sian Timoney, said: “We will be consulting with councils in the coming weeks on pay across the workforce and in particular how we can meet the challenge of the Government’s proposed level of the National Living Wage over the next few years. The unions’ claim will form part of the consultation.” “We recognise that public sector workers have had lower than average pay awards for a few years now, but local government continues to face significant financial challenges so we are surprised that the unions are seeking such an ambitious pay award. Local government has lost more than half a million jobs in recent years and meeting this claim would result in many more such job losses.” NOTES TO EDITORS The unions’ pay claim does not apply to council chief executives, senior officers, teachers or firefighters, who are all covered by separate national pay arrangements. The National Joint Council negotiates the pay, terms and conditions of staff in local authorities. It agrees an annual uplift to the national pay spine, on which each individual council decides where to place its employees. Each council takes into account a number of factors such as job size and local labour market conditions when deciding an employee’s salary. There are no nationally determined jobs or pay grades in local government, unlike in other parts of the public sector. ENDS 15 May 2017 A pay claim is expected in the next few weeks. Regional Pay Briefings are being held in July. SEE’s briefing will be on 24 July 2017 in London.
2018 - 2020
On 8 June 2018 a revised two year pay offer was made to the JNC for Chief Executives for Local Authorities. The offer of 2% for each of the two years was accepted by ALACE shortly after. Pay Offer for Chief Executives
11 April 2018 An offer of 1% for 2018/19 has been submitted to the JNC for Chief Executives of Local Authorities. This was almost immediately rejected by ALACE. A meeting between the Lead Members of the Employers Side and ALACE is being convened as soon as possible to discuss this further. A pay claim has been received from the Officers’ side of the JNC. The claim seeks, “pay increases for 1 April 2018 and 1 April 2019 that match whatever is implemented for the generality of staff covered by the National Joint Council for Local Government Services”. In other words, 2.0% + 2.0%. The National Employers will be considering this claim (along with the Craft pay claim already received) when they next meet on 6 Feb. We have not yet received a pay claim from the Officers, Side of the Chief Officers, JNC.
JNC for Chief Officers
2018 - 2020
On 12 July 2018 agreement was reached on a two year pay deal for Chief Officers. Chief Officers Pay – 2018/19 and 2019/20 Agreement
On 8 June 2018 a revised two year pay offer was made to the JNC for Chief Officers in Local Authorities. The 2% for each year offer will now be considered by GMB and Unison and their membership. We are not expecting to have a formal outcome for a number of weeks. Pay Offer for Chief Officers A previous pay offer of 1% for 2018/19 had been rejected.
JNC for Craft Workers
2018 - 2020
Following their consultative ballots, GMB members have voted to accept the pay offer and Unite members have voted to reject. However, Unite will not be taking any further action in support of their pay claim. So agreement has now been reached between the national employers and the JNC trade union side on rates of pay applicable from 1 April 2018 and 1 April 2019. Craft Pay Circular July 2018
Following the conclusion of the pay negotiations for the NJC for Local Government Services an offer was made to the Staff Side of the JNC for Craft and Associated workers. The offer mirrors the agreement reached with the NJC for LGS. JNC Craftworker Pay Offer April 2018 Unite have informed the Employers Side that they are convening a meeting of their activists on 11 May 2018 to discuss the offer and timescales for an all-member ballot. There will be no further news until after this date.
2018 - 2020
The trade union side for Soulbury Committee, which represents educational improvement professionals, educational psychologists and managers of young people and community services employed by local authorities, has submitted a pay claim.
The LGA issued a consultation document for those authorities who still employ people on Soulbury terms and conditions seeking input on aspects of the pay claim.
Update – 15 August 2018
We responded to the officers’ side (NEU, AEP, Prospect) on 18 July with an offer of 2% for 2018 and 2% for 2019 on all pay points on the Soulbury pay spines and allowances. We also agreed to further discussions on reform of the pay spines and terms and conditions on a without prejudice basis. The staff associations are now undertaking a consultation on this and we are awaiting a response which will hopefully be by the end of the month and which will led to a pay settlement. This will then be communicated to authorities and staff association branches.
Update – October 2018
Agreement has been reached on the pay award for 2018/19 for those on Soulbury terms and conditions. Details can be found in joint circular 213.
Update – November 2018
The Soulbury Workforce Earnings Survey Report has been published. The survey was conducted in order to gather information about educational improvement professionals, educational psychologists and young people’s/community service managers. The information collected relates to pay and grading, working status, vacancies, workforce characteristics, recruitment difficulties, and information about recruits.
JNC for Youth and Community Workers
2018 - 2020
A pay claim has been received for the unions representing those covered by the Pink Book terms and conditions for youth and community workers. The headline claim is for 5% or £1000, whichever is greater, on all grades and allowances to be payable from September 2018. Plus a further 5% or £1000 on all grades and allowances from September 2019.
The LGA consulted employers who have people engaged on these terms about aspects of the claim.
Update from LGA – 15 August 2018
We responded to the staff side trade unions (UNITE,UNISON, NEU and UCU) on 13 July with an offer which consisted of removal of pay point 2 in 2019, additional cash payments on points 2-6 for 2018 and 2019 and 2% for 2018 and 2% for 2019 on all of the remaining pay points on the youth and community support worker and professional spines and allowances. We also agreed to further discussions on evening working practices, ETS accreditation for playworkers and apprenticeships in the sector. The staff side trade unions are currently undertaking a consultation on this and we hope to receive a response later this month which will hopefully lead to a pay settlement. This will then be communicated to authorities and union branches.
Update – October 2018
Agreement has been reached on the youth and community workers pay award for 2018/19. For full details please see circular 212.
Fire and Rescue Services
2017 - 2020
The LGA circulated the first annual pay survey report based on the survey conducted in 2017. The survey and report cover a number of issues relating to those in Brigade Manager roles:
- Ethnic origin
- Use of Gold Book pay rates by FRAs who do not employ Brigade Managers on Gold Book terms and conditions
The NJC issued a circular with the agreed pay award of 1% on 2017 rates effective from 1 January 2018 and 2% on 2017 rates effective 1 July 2018.
The FBU submitted the pay claim for Fire and Rescue officers in October. An interim pay uplift of two per cent for 2018 has been agreed for firefighters, pending the conclusion of negotiations on broadening the range of activities that operational staff can undertake. Details are contained within the circular issued by the Joint Secretaries who aim to finalise what the broadened role could look like in the months that followed. Whatever figure may be finally agreed and over what period, from a national perspective anything above 2% in any year will require additional funding across the UK and so a dialogue continues with the Home Office and devolved administrations.
2018 - 2020
The LGA conducted a survey of coroners’ pay in August 2018, following the latest national agreement on coroners’ pay outlined in JNC circular 62 dated 8 January 2018. The report has been complied from the responses received.
30 November 2018
Agreement has been reached on a two year pay deal by the JNC for Coroners.
Teachers in Residential Establishments
2018 - 2020
31 October 2018
Agreement has been reached on the pay and allowances award for teachers in residential establishments. Full details are contained in circular 211.