FREE RESOURCES2021 - 2022 Pay Negotiations
NJC for Local Government Services
28 February 2022
Agreement has been reached on the pay award for local government services (‘Green Book’) employees, covering the period 1 April 2021 to 31 March 2022. This circular sets out the detail.
Unite has refused to have its details included in the circular as it will be staging targeted industrial action in [as yet, unnamed] local areas. This is regrettable but does not prevent a formal collective agreement being reached and implemented as the NJC Constitution requires a majority on each side to be in favour, which UNISON and GMB both are.
3 February 2022
25 January 2022
UNISON’s strike ballot result was announced on 14 January. Turnout was 14.5 per cent, short of the 50 per cent required for lawful industrial action, meaning UNISON cannot call a strike over National Joint Council 2021 pay. GMB is considering its next steps. Unite is balloting its members through to mid-February.
14 January 2022
Update from the LGA:
This year’s pay award for local government services (‘Green Book’) employees remains unresolved as the unions have rejected the National Employers’ full and final one-year pay offer that covers the period 1 April 2021 to 31 March 2022.
The employers’ full and final offer will increase the bottom pay point by 2.75 per cent and would increase all other pay points by 1.75 per cent. The higher increase on the bottom pay point will ensure that the sector is compliant with the statutory National Living Wage of £9.50 that will come into effect on 1 April 2022.
However, negotiations on any pay award for 2022-23 do not form part of this year’s dispute and will be considered separately once the pay award for 1 April 2021 has been finalised.
Because of the unions’ timetable for their ballots, there is little prospect of employees receiving their pay award, which was due on 1 April 2021, for some time yet.
UNISON is expected to announce the result of its national strike ballot later today. The results will be collated on an aggregated basis, which means that for strike action to be lawful, at least 50 per cent of UNISON’s membership that is entitled to cast a vote, must have done so.
GMB conducted a national consultative ballot which closed on 13 December. Its national local government committee will be meeting in the next couple of weeks to discuss the results and decide next steps. The consultative ballot sought to determine whether there is support for strike action. If there is such support, any subsequent formal national strike ballot will be collated on a disaggregated basis, which means that strike action could be taken at each council / school etc where a turn-out of at least 50 per cent is secured (if members vote in favour of strike action).
Unite’s formal national strike ballot will be rolled out on a staggered basis over the course of a week or so from 17 January and close towards the end of February. Its ballot papers will vary: whilst all the ballots will focus on the NJC pay dispute, some others (but not all) will also include questions about existing / potential local disputes. The results will also be collated on a disaggregated basis. Unite will also be balloting its members covered by the JNC Craftworkers (‘Red Book’) agreement.
06 October 2021
Further to below, Unite has just announced that its members have voted by a majority of 81% to 19% to also reject the final pay offer. 85% voted to say they are supportive of taking industrial action. Unite’s local government committee is meeting tomorrow to discuss next steps which include holding a formal ballot for industrial action.
GMB members have voted by a majority of 75% to 25% to also reject the final pay offer. It will shortly conduct a consultative industrial action ballot, the result of which will determine whether there is support to then hold a formal ballot for industrial action
01 October 2021
UNISON members have voted by a majority of 79% to 21% to reject the National Employers’ final pay offer to local government services (‘Green Book’) employees. UNISON’s local government committee also agreed today to begin preparations for an industrial action ballot.
GMB and Unite will be announcing the outcome of their pay offer consultations next week.
The National Employers will be meeting on 19 October to take stock of the situation.
We will continue to keep you updated with any developments but UNISON’s decision does mean that a pay deal will not be agreed for some time yet.
11 August 2021
The three local government unions (UNISON, GMB and Unite) have confirmed that their respective consultation ballots on the National Employers’ final pay offer (incl the Craft final offer) will run through to late September / early October. All three unions will be recommending that the pay offer[s] be rejected.
We will provide a further update once the consultation process has run its course and the unions have notified us of the outcome, which is likely to be early to mid October.
27 July 2021
Employers make final pay offer to Unions
On 27 July, the National Employers made a final pay offer of 1.75 per cent for all staff covered by the National Joint Council for local government services (‘Green Book’), with the exception of pay point 1 where the offer is 2.75 per cent. The offer also includes proposals on producing joint guidance on homeworking; mental health support; and the national maternity scheme. Pay offers have also been made to council Chief Executives (1.5 per cent), Chief Officers (1.5 per cent) and Craftworkers (1.75 per cent).
14 May 2021
The National Employers have today made a pay offer in respect of staff covered by the local government services (‘Green Book’) NJC. Details are set out in the following circular – Pay update – 14 May 2021.
The National Employers have informed the staff sides of the other bargaining groups for which they have responsibility that they will not be able to respond to their respective pay claims until the main NJC pay agreement has been settled.
19 March 2021
Yesterday, the SE Regional Pay Briefing, led by Harry Honnor, Senior Advisor (Workforce & Negotiations), LGA, was held seeking the views of our councils on the various elements of the Trade Unions’ Pay Claim. Ours was the ninth of 11 such sessions and the evidence gathered from the briefings, combined with additional information gathered by the Regional Employers Organisations, will be presented to the National Employers on 31 March 2021.
Work will then start in mid-April, after the Easter Break, on preparing an offer with the aim of making the offer to the Trade Unions mid to late May.
16 February 2021
The NJC unions (UNISON, GMB and Unite) have lodged pay and T&Cs claims for local government (‘Green Book’) staff for 2021 which seek:
- A substantial increase with a minimum of 10% on all spinal column points
- Introduction of a homeworking allowance for all staff who are working from home
- A national minimum agreement on homeworking policies for all councils
- A reduction of the working week to 35 hours with no loss of pay, and a reduction to 34 hours a week in London. Part-time staff to be given a choice of a pro rata reduction, or retaining the same hours and being paid a higher percentage of FTE
- A minimum of 25 days annual leave, plus public holidays and statutory days, for all starting employees, plus an extra day holiday on all other holiday rates that depend on service
- An agreement on a best practice national programme of mental health support for all local authorities and school staff
- A joint review of job descriptions, routes for career developments and pay banding for school support staff, and completion of the outstanding work of the joint term-time only review group
- A joint review of the provisions in the Green Book for maternity / paternity / shared parental / adoption leave
The National Employers will be meeting later this week for an initial discussion. Councils will be consulted during March at the usual round of [virtual] regional pay consultation briefings. The National Employers will then consider feedback from those events before responding formally to the unions on a date yet to be agreed, possibly in April or May.
JNC for Chief Executives
04 February 2022
Agreement has now been reached on the pay award for local authority Chief Executives that covers the period 1 April 2021 to 31 March 2022.
27 July 2021
15 April 2021
On 15 April a circular about structures required to manage model disciplinary procedures per JNC Conditions of Service was circulated. It is similar to the circular issued in 2019, however, it appears there have been instances of the structures/committees not being in place when a disciplinary matter has arisen which has caused delays or complications in getting investigations underway
19 March 2021
The Regional Pay Briefing Session was held yesterday. The evidence collected during this session, combined with survey evidence collated by the Regional Employers Organisations, will be presented to the NJC National Employers on 31 March 2021. It is anticipated that an offer will not be made until mid to late May at the earliest.
8 March 2021
Pay claim received by National Employers from ALACE today. This seeks parity with any headline increase that might be agreed for the main bulk of local government staff covered by the ‘Green Book’ NJC. Therefore, a pay offer will not be made for Chief Executives until after the NJC offer is made.
JNC for Chief Officers
09 February 2022
Agreement has been reached on the pay award for local authority Chief Officers, covering the period 1 April 2021 to 31 March 2022. This circular sets out the details.
27 July 2021
26 APRIL 2021
The unions representing local authority chief officers have lodged a pay claim for 2021 which seeks parity with any pay award reached for the main bulk of staff covered by the ‘Green Book’ NJC. The National Employers will respond in due course.
31 March 2021
The LGA have received a pay claim for Chief Officers which seeks:
A substantial increase on all salaries and relevant allowances
We note the claim for a substantial increase with a minimum of 10% on all spinal column points made by the Staff Side of the NJC for Local Government Services, and we expect parity of treatment for all local government employees.
The National Employers will consider this claim and respond formally to the unions in due course. Download and read the pay claim below:
19 March 2021
A pay claim has not yet been received in respect of this group of staff. However, it is anticipated that the claim will align with the claim subitted on behalf of Chief Executives which requests an award in line with the award made to the NJC for Local Government Services (Green Book).
The Regaional Pay Briefing took place yesterday, with the aim of gathering evidence for the NJC for LGS National Employers who are due to meet to receive this evidence on 31 March 2021. It is anticipated that an offer will not be made until mid to late May at the earliest.
An offer for Chief Officers will be made in due course.
Teachers - STPCD
School teachers’ pay and conditions
Following the Government announcement that with a few exceptions, public sector pay will be frozen this year, the STRB remit for the STPCD 2021 is quite narrow.
With respect to pay, the £250 for those earning less than £24,000 FTE will be applied in September 2021.
Written evidence was submitted earlier this year. Oral hearings were to be held remotely in mid to late March.
We anticipate the DfE to be in a position to consult on the draft STPCD in July.
Teachers in Residential Establishments
A pay claim has not yet been received for 2021-22 for Orange Book employees.
However, allowances, with the exception of Sleeping in Duty allowance, are uplifted in line with the allowances set out in the STPCD. The Sleeping in Duty allowance is uplifted in line with the NJC for Local Government Services (Green Book).
JNC for Craft Workers
3 February 2022
27 July 2021
23 March 2021
The pay claim for Craft Workers (Red Book) has been received. It includes the key points submitted for the NJC for LGS (Green Book) and seeks:
- A 10% increase across all pay rates and allowances
- An increase in Grade and recognition for craft operatives that regularly use additional skills to support employer business needs
- A substantial increase in stand-by payments
- Reduction in the working week to 35hr with no loss of pay
- Extra day of annual leave entitlement
- Recognition of the increased use of technology supported by an additional payment
- Modernisation of tool allowance to accurately reflect the cost of tools provided by the worker – or all tools must be provided by the employer
- Increase in tool insurance to reflect the actual cost of replacing tools
- Maintenance of the Red Book Agreement
- Commitment to insourcing of work and implementation of the Construction Charter
As usual, the Red Book pay offer is reliant on the conclusion of the Green Book negotiations. We therefore, do not expect any movement on this until mid to late May at the earliest.
24 February 2022
Agreement has been reached on a pay award for local authority Soulbury Officers, covering the period 1 September 2021 to 31 August 2022. This circular sets out the detail and has been circulated to local authorities.
14 December 2021
The National Employers increased and have made a final offer of a 1.75% pay increase to the Officers’ Side. The Officers’ Side (NEU, Prospect and AEP) has now rejected the offer but there is no intention to move to a ballot on industrial action. The National Employers will be meeting in early January to consider next steps.
28 September 2021
The Soulbury Committee Officers’ Side submitted a 7% pay claim for 2021. A consultation has taken placed and the Employers’ Side will formally respond to the Officers’ Side next month.
JNC for Youth and Community Workers
24 February 2022
The Staff Side rejected a final offer of a 1.75% increase. Both Unite and Unison have undertaken industrial action ballots. Unison’s ballot was rejected and Unite’s strike ballots have closed and we understand that Unite’s national local government committee will be meeting on Monday 28 Feb to discuss the next steps. Therefore, there is little prospect of a pay deal being finalised before that date.
14 December 2021
The National Employers made a final offer of a 1.75% pay increase to the JNC Staff Side in August. In November the Staff Side formally rejected the offer and confirmed that Unite would undertake an industrial action ballot in January with a timetable in line with Green Book staff. The other Unions on the Staff Side (UNISON, NEU and UCU) have yet to confirm their ballot timetables.
The JNC YCW Staff Side submitted a 10% pay claim and a claim around work life balance improvements for 2021. Following consultation, the Employers’ Side rejected this and made a pay offer to the Staff Side of 1.75% on all pay points and allowances: https://www.local.gov.uk/jnc-youth-and-community-workers-response-staff-sides-pay-and-conditions-claim-2021. The Staff Side is consulting on this and we await their response.
STAFF SIDE’S PAY AND CONDITIONS CLAIM 2021
The LGA have received a pay and conditions claim for this year from the Staff Side which includes key elements (below) on which they would welcome the comments and views of local authorities and voluntary sector organisations:
- A 10% increase across all grades;
- Address work-life balance and time off in lieu – by making the current guidance on work-life balance (for reference – JNC YCW Guidance on Work Life Balance) mandatory, to ensure compensatory leave (TOIL) is always accrued for extra hours worked;
- Each working week should contain two consecutive days that are designated as non-working days. Any TOIL for residential work will be completely separate from these designated non-working days;
- Formally define an evening session as any session that finishes after 6pm;
- Move to a 35-hour working week without loss of pay – with sufficient time for planning and admin;
- Joint work on race and gender pay gaps in youth work.
The LGA would like to undertake a consultation of local authorities and voluntary organisations through you, partly because this may enable them to receive a better response. Please send an email to email@example.com by Thursday 15 July.
Joint Education Services circular (JESC) No 221 – The JNC has agreed to undertake a joint workforce survey
Fire & Rescue Services
Pay Award – senior fire officers
The National Joint Council for Brigade Managers is a UK-wide negotiating body for senior fire service managers such as chief fire officers, deputy chief fire officers and assistant chief fire officers. The LGA have announced the 2021 pay award for this group has now been agreed with an increase of 1.5 per cent to be applied to basic pay.
In response to a pay claim for 2021 through the National Joint Council for Brigade Managers which covers chief fire officers as well as deputy and assistant chief fire officers, the employers’ have offered a 1.5% increase on basic pay. The staff side is considering the offer.
No pay claim has been received with regards to those employed on Gold or Grey Book terms and conditions. The Government’s Public Sector Pay Policy announcing a pay freeze this year but awarding £250 for those earning under £24,000 FTE will apply.
10 August 2021
Coroners – Pay award 2021/22
JNC for Circular circular confirms that agreement has now been reached on a 1.5% pay award for 2021/22, effective from 1 April 2021.
03 August 2021
A formal offer has been made to the Officer’s side. If accepted, an increase of 1.5% would be effective from 1 April 2021.
A pay claim has not been received in respect to this workforce group. The Government’s public sector pay freeze policy will apply and the award of £250 for those earning less than £24,000 FTE will be implemented.
No pay claim has been received with regards to Police Staff for 2021-2022.
Police Staff Council circulars can be found on the Police Staff Council page on the LGA website.