Written by Admin | 27 Feb 2023
Summary
The NJC pay claim for 2023/24 was submitted by the Joint Trade Union Side (UNISON, GMB and UNITE) to the
Local Government Association on 30 January 2023 and confirmed the pay claim and context for the claim. Given the current economic backdrop and forecasted increases to the National Living Wage, this year’s pay claim provides some challenges. Employer consultation has taken place and the Employers have made a pay offer which the Trade Unions will now consider.
Support staff pay claim
On 30 January 2023, the NJC pay claim for 2022/23 was submitted by the Joint Trade Union Side (UNISON, GMB and UNITE) to the Local Government Association. Their pay claim consists of:
- a substantial increase, with an RPI increase of 10.7% + 2% on all spinal column points 1
- consideration of a flat rate increase to hourly rates of pay to bring the minimum rate up to £15 per hour within two years
- a review and improvement of NJC terms for family leave and pay
- a review of job evaluation outcomes for school staff whose day-to-day work includes working on Special Educational Needs (SEN)
- an additional day of annual leave for personal or wellbeing purposes
- a homeworking allowance for staff for whom it is a requirement to work from home
- a reduction in the working week by two hours
- review of the pay spine, including looking at the top end, and discussions about the link between how remuneration can be used to improve retention.
Basis of the pay claim
In their pay claim, they refer to the following concerns (note, this list is not exhaustive):
- below average pay awards/pay freezes historically
- rapid inflation pushing up prices of fuel, food, and mortgages faster than wages
- recruitment and retention difficulties in many LAs.
Employer response
Employer regional pay consultation briefings took place (virtually) in each of the nine English regions, Wales, and Northern Ireland and concluded on 15 February 2023. The National Employers then met on 23 February 2023 and made the following full and final pay offer:
- with effect from 1 April 2023, an increase of £1,925 (pro rata for part-time employees) to be paid as a consolidated, permanent addition on all NJC pay points 2 to 43 inclusive
- with effect from 1 April 2023, an increase of 3.88% on all pay points above the maximum of the pay spine, but graded below deputy chief officer (in accordance with Green Book Part 2 Para 5.43)
- with effect from 1 April 2023, an increase of 3.88% on all allowances (as listed in the 2022 NJC pay agreement circular dated 1 November 2022).
Applying the £1,925 increase to all pay points increases the salary by 9.42% on point 2, reducing through the points to point 43 with a 3.88% increase. Any points above point 43 to receive 3.88% too. The employers rejected the following elements of the pay claim:
- consideration of a flat rate increase to hourly rates of pay to bring the minimum rate up to £15 per hour within two years
- establishing model role profiles for school support staff jobs, with advisory banding structures
- an additional day of annual leave for personal or wellbeing purposes
- a homeworking allowance for staff for whom it is a requirement to work from home
- a reduction in the working week by two hours
- a review of job evaluation outcomes for school staff whose day-to-day work includes working on Special Educational Needs (SEN).
The Employers have proposed informal discussions around how and when the pay spine may be 2 reviewed once there is a confirmed future policy direction for the National Living Wage, and have also agreed to enter discussions over family leave and pay issues. The Trade Unions will now consider the pay offer. We will provide further updates on the Trade Unions’ response to the final pay offer as they are available.
The LGA has made its view clear that they do not recommend employers make any interim payments to staff whilst waiting for a decision on the pay award for support staff.