Latest updates about support staff pay negotiations
At a meeting on 5 February, the Employers (the Local Government Association – LGA) made an offer of 2% on all pay spine points for the year 2020/21, payable from 1 April 2020.
The Employers also agreed to the continuation of discussions on “a comprehensive joint national review of the workplace causes of stress and mental health”.
The recognised Unions immediately rejected the pay offer, and the Employers will now convene a meeting of the full Employers’ Side to discuss their next steps.
In a recent response, the National Employers informed the unions that they will not be in a position to respond to the pay claim (see below for details) until the impact of the outcome of the General Election is known, and they therefore do not expect to be able to respond until the New Year.
The recognised unions have submitted the following pay claim for 2020/21, to be payable from 1 April 2020:
- A 10% increase in pay
- A one day increase to the minimum paid annual leave entitlement
- A two hour reduction in the standard working week
- A comprehensive joint national review of the workplace causes of stress and mental health throughout local authorities
The Local Government Association (LGA) will be consulting Councils during September and October, and will respond to the Union claim after that.
- Agreement has now been finalised on a two year pay deal for employees covered by the Local Government bargaining arrangements, which includes maintained and (most) academy school support staff.
- The agreement is for a two-year pay increase, payable from 1 April 2018. The majority of employees - those on Full-Time Equivalent (FTE) salaries starting at £19,430 per annum - will receive an uplift of 2 per cent on 1 April 2018 and a further 2 per cent on 1 April 2019, with those on lower salaries receiving higher increases.
Most LA schools use the local government pay rates to pay their support staff in conjunction with National Joint Council (NJC) terms and conditions.
However, this can vary between local authorities, which means it is not possible to be prescriptive about the rate of pay support staff will receive. An employee's contract should state their rate of pay, the point on the local government pay scale that refers to, and how the rate will increase on an incremental basis to a certain point.
Academies and Free Schools
Whilst academies have the freedom to establish their own policies for pay and conditions, nearly all stand-alone academies and all Multi-Academy Trusts (MATs) have maintained the link to the Local Government pay arrangements, which means that they adhere to the pay agreements reached periodically, and also use the Local Government pay spine and the National Agreement on Pay and Conditions of Service – otherwise known as the Green Book.
Free schools have the ability to set their own pay, terms and conditions, without reference to the maintained sector.
Support staff in most independent schools are employed on a range of terms and conditions that are determined by their individual contracts Details of support staff pay should be included in a written school pay policy, and school policies on employment-related matters should be published in a staff handbook or on the school’s intranet.
In more than 100 independent schools, the NEU is recognised by the employer for collective bargaining purposes, and in most instances, the Recognition Agreement covers teachers and support staff. This means that NEU members at the school negotiate with management on their pay, hours, holidays and other matters.
Local government pay scale for support staff
|New spine point||April 19 - National||April 19- Outer London||April 19 - Inner London|
Special educational needs
|April 2017||April 2018||April 2019|
Sixth Form Colleges NJC support staff salary spine - 1 September 2018
|Pay Point||Per Annum||Pay Point||Per Annum|