Latest updates about support staff pay negotiations
The Local Government Association (LGA) have confirmed that the offer made in April, of a 2.75% annual rise operative from 1.4.20, is the full and final offer.
The recognised Unions are now consulting their members, with the results expected sometime in August.
The Employers have made an improved offer of 2.75% on all pay spine points for the year 2020/21, payable from 1 April 2020.
They have also offered an increase in annual leave entitlements of one day per annum for those staff with less than 5 years service. The current "Green Book" minimum of 21 days (plus extra statutory and public holidays) would therefore be increased to 22 days.
The National Employers also agreed to continue the discussions on the element of the Union's claim that seeks “a comprehensive joint national review of the workplace causes of stress and mental health."
The recognised Unions have rejected this latest offer.
Further developments will be posted here.
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.
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|