NJC Pay 2026/27: At a Glance
- Current Status: Final Offer Issued (Under Union Ballot)
- Employer Offer:30% increase on all spinal column points (SCPs).
- Effective Date: 1 April 2026 (Backdated once settled).
- Latest Update (May 2026): GMB and UNISON are currently balloting members. The GMB consultative ballot is set to close on May 22, 2026.
What Is the NJC Pay Award 2026/27 and Why Does It Matter?
The NJC Pay Award 2026/27 refers to the annual salary settlement negotiated between local government employers and trade unions representing council and school staff across England, Wales and Northern Ireland.
The agreement covers hundreds of thousands of workers employed in local authorities, including administrative staff, refuse workers, social care employees, teaching assistants and maintenance teams.
The annual NJC settlement has a direct impact on salaries, allowances and working conditions. Because many local authority employees rely on nationally agreed pay structures, even a small percentage increase can significantly affect household finances.
The 2026/27 negotiations have gained considerable attention due to continued inflationary pressures, council budget constraints and union demands for higher wages after years of concerns about public sector pay stagnation.
David Morgan, Public Sector Employment Consultant, said: “The 2026 NJC dispute reflects a wider challenge across local government where employers are trying to balance affordability with increasing workforce pressure and recruitment difficulties.”
The outcome of the NJC pay award could also influence future public sector negotiations in other industries, particularly where unions are demanding stronger wage growth to match rising living costs.
| Feature | Joint Union Claim (Dec 2025) | Employer Final Offer (Mar 2026) | Status |
| Headline Pay Increase | £3,000 or 10% (whichever is higher) | 3.30% on all spinal column points | Rejected by Unions |
| Minimum Hourly Rate | £15.00 per hour minimum | Rejected (Bottom rate remains ~£13.28) | Disputed |
| Allowances | Increase in line with headline pay | 3.30% increase | Offer Made |
| Annual Leave | +1 Day for all staff | Rejected | No Change |
| Working Week | Reduction of 2 hours (no loss of pay) | Rejected | No Change |
| School Support Staff | One day paid leave during term time | Rejected | No Change |
| TA Roles | Abolish Level 1; move all to Level 2 | Rejected | No Change |
Why Have Unions Rejected the NJC Pay Offer for 2026/27?
UNISON and Unite rejected the 3.30% pay offer because they believe the increase falls well below what workers need to cope with inflation and rising household expenses.
Union leaders argue that local government employees have experienced years of below-inflation wage settlements, reducing the real value of pay over time.
Union Response to the 3.30% Offer
The unions described the employer proposal as insufficient and criticised the decision to label the offer as “final” without further negotiations.
Representatives stated that many workers continue to struggle with increasing energy bills, housing costs and food prices.
Unions also highlighted that some council employees remain among the lowest-paid workers in the public sector despite delivering essential frontline services.
Concerns Over Inflation and Living Costs
Although inflation rates have eased compared with previous years, the overall cost of living remains a major issue for many local government workers. Employees argue that wage growth has not kept pace with long-term increases in everyday expenses.
Trade unions have repeatedly stressed that recruitment and retention problems within councils are worsening because salaries are becoming less competitive compared with private sector roles.
Demands for Higher Salary Increases
The original union claim included:
- A £3,000 pay rise or 10% increase, whichever was higher
- A minimum hourly rate of £15
- Reduced working hours with no loss of pay
Union representatives believe these measures are necessary to improve workforce morale and address staff shortages across local government services.
What Is Included in the 3.30% NJC Pay Offer?
The NJC employer offer for 2026/27 includes a 3.30% increase on NJC pay spine points 3 to 43, alongside increases to relevant allowances.
The proposal applies to council employees and school support staff covered under the Green Book agreement.
Pay Increase Across NJC Pay Points
The 3.30% increase would apply evenly across the majority of NJC salary grades. While higher earners would receive larger cash increases overall, lower-paid workers would still see some improvement in annual earnings.
Below is an example of how the proposed increase could affect selected salary bands.
| NJC Pay Point | Approximate 2025 Salary | Estimated 2026 Salary After 3.30% Rise | Annual Increase |
| SCP 5 | £24,790 | £25,608 | £818 |
| SCP 12 | £27,711 | £28,626 | £915 |
| SCP 20 | £35,235 | £36,398 | £1,163 |
| SCP 28 | £43,693 | £45,135 | £1,442 |
| SCP 35 | £50,512 | £52,179 | £1,667 |
These figures are illustrative estimates based on current NJC pay structures.
Changes to Allowances and Salary Bands
The offer also includes increases to allowances linked to NJC pay arrangements. This may affect overtime rates, standby payments and other contractual additions used within local government employment packages.
Many employees are particularly focused on how revised salary bands could influence pension contributions and future pay progression.
What Were the Original Union Pay Claims for 2026/27?
The unions entered negotiations with a significantly larger pay claim than the employer offer currently on the table.
Demand for a £3,000 or 10% Increase
The main demand was for a pay increase of either £3,000 or 10%, depending on which amount was greater for the employee concerned.
Union leaders argued that this approach would provide stronger support for lower-paid workers who have been disproportionately affected by inflation.
Proposal for a £15 Minimum Hourly Rate
Trade unions also requested a minimum hourly wage of £15 for all local government employees covered by the NJC agreement.
Supporters of the proposal argue that many frontline workers perform physically demanding and socially essential roles but still receive comparatively modest wages.
Requests for Reduced Working Hours
Another part of the claim involved reducing the working week without reducing employee pay. Unions believe this could improve wellbeing, recruitment and long-term workforce sustainability.
Employers, however, remain concerned about the financial impact such changes could have on already stretched local authority budgets.
What Have NJC Employers Said About the Pay Deal?
NJC employers maintain that the 3.30% offer represents a fair and affordable settlement within current financial limitations facing councils.
Local authorities across the UK continue to face rising service demand alongside pressure on public spending. Employers argue that delivering larger increases could place additional strain on council finances and potentially affect service delivery.
Rebecca Hayes, Local Authority Finance Analyst, said: “Many councils are operating under extremely tight financial conditions, so employers are attempting to balance workforce expectations with the reality of reduced funding flexibility.”
The employer side believes the current offer provides a realistic compromise while still delivering an increase above some earlier inflation forecasts.
How Are UNISON, Unite and GMB Responding to the Offer?
The three major unions involved in NJC negotiations are responding differently to the current proposal.
Unison Position on Industrial Action
UNISON rejected the employer offer and has started preparations for potential industrial action ballots. The union says members deserve a significantly improved settlement after years of declining real-term wages.
Officials have warned that dissatisfaction among workers is growing, particularly in sectors already struggling with recruitment shortages.
Unite Preparations for Strike Ballots
Unite has also rejected the proposal and is moving towards formal strike ballot procedures. The union argues that local government workers have faced sustained financial pressure while continuing to provide essential public services.
Strike action could affect a range of council operations if negotiations remain unresolved.
GMB Member Consultation Process
Unlike UNISON and Unite, GMB has taken a neutral position while consulting members on the offer. The consultation period is expected to continue until 22 May 2026.
The outcome of the GMB consultation may significantly influence the wider direction of the dispute.
Could Council Workers Go on Strike in 2026?
Industrial action remains a realistic possibility if unions and employers fail to reach a revised agreement.
If formal strike ballots proceed successfully, council services across several regions could experience disruption. This may include delays in waste collection, administrative services, school support operations and maintenance functions.
Any strike action would likely depend on ballot turnout thresholds and union membership participation levels.
Historically, local government strikes have varied in scale depending on the strength of union support and the willingness of employers to reopen negotiations.
Workers involved in the dispute may also use targeted action or regional walkouts rather than nationwide strikes.
How Will the NJC Pay Award Affect Council and School Staff?
The NJC pay award directly affects household income for hundreds of thousands of public sector employees.
Effect on Salaries and Household Finances
Even moderate percentage increases can have a meaningful impact on monthly earnings, pension contributions and overtime calculations. However, many workers argue that recent settlements still fail to recover income lost through years of below-inflation pay rises.
Employees in lower salary bands are particularly sensitive to increases in food prices, transport costs and housing expenses.
Recruitment and Staff Retention Concerns
Local authorities continue to report difficulties recruiting and retaining experienced staff across several departments.
Competition from the private sector has intensified pressure on councils to improve salary competitiveness and employment conditions.
Below is a comparison of key workforce concerns linked to the current dispute.
| Workforce Issue | Impact on Local Government |
| Recruitment shortages | Difficulty filling frontline roles |
| Staff retention | Experienced workers leaving for higher pay |
| Increased workloads | Greater pressure on remaining employees |
| Morale concerns | Reduced motivation and workplace satisfaction |
| Budget constraints | Limited flexibility for higher pay offers |
Many councils believe resolving long-term staffing pressures will require more sustainable funding arrangements alongside future pay improvements.
How Does the NJC Pay Award Compare With Previous Years?
The 2026/27 offer follows several years of challenging negotiations between employers and unions.
Comparison With the 2025/26 Settlement
Previous settlements have often reflected broader economic conditions, inflation levels and government spending priorities.
Unions continue to argue that cumulative pay increases over the last decade have failed to restore real-term earnings lost since periods of austerity and spending reductions.
The 2026/27 dispute has become particularly significant because workers are increasingly demanding larger settlements to reflect ongoing financial pressures.
What Is the Difference Between NJC Pay Points and Pay Scales?
NJC pay points refer to specific salary positions within the nationally agreed pay spine structure. Each spine point corresponds to a fixed salary amount.
Pay scales, meanwhile, refer to the broader salary ranges used by councils to group different job roles and grades.
Employees may move through spine points over time based on experience, annual progression arrangements or promotions.
Understanding this distinction is important because pay awards are often applied directly to specific spine points rather than entire role categories.
How Does Inflation Affect the NJC Pay Negotiations?
Inflation plays a central role in public sector pay negotiations because it directly affects the spending power of employee wages.
When inflation rises faster than salaries, workers effectively experience a reduction in real income even if nominal wages increase.
Trade unions frequently use inflation data to support arguments for higher pay settlements. Employers, however, must balance these demands against available funding and wider economic pressures.
James Fletcher, Labour Market Economist, said: “Inflation remains one of the biggest drivers behind union pay demands because employees increasingly compare wage growth against the real cost of living rather than headline percentage increases.”
The disagreement between affordability and wage expectations remains one of the main reasons negotiations have become increasingly difficult in recent years.
What Could Happen Next in the NJC Pay Dispute?
Several outcomes remain possible as discussions continue between unions and employers.
Possible Negotiations and Revised Offers
Employers could potentially return with an improved proposal if industrial action becomes more likely. Additional negotiations may also focus on non-pay issues such as working conditions or future salary review mechanisms.
Outcomes if Strike Action Proceeds
If strike ballots succeed, councils could face service disruptions across multiple departments. Prolonged industrial action may also increase pressure on employers to revise the current offer.
Alternatively, unions may decide to continue negotiations without large-scale strikes if member support appears divided.
The next few months are likely to be critical in determining whether the dispute escalates or moves towards compromise.
Why Is the NJC Green Book Important for Local Government Employees?
The NJC Green Book is the national agreement covering pay, terms and conditions for local government employees.
It sets out rules relating to salaries, overtime, annual leave, working hours and other employment protections.
Because many councils follow Green Book arrangements, changes agreed through NJC negotiations can affect workers across numerous departments and regions simultaneously.
The Green Book also helps create consistency in employment standards across local authorities.
How Are Local Authorities Managing Budget Pressures in 2026?
Councils continue to face major financial challenges due to rising demand for public services and long-term funding constraints.
Adult social care, housing support and special educational needs services remain among the largest areas of spending pressure.
Many local authorities are attempting to balance employee pay demands with the need to maintain frontline services without making significant cuts elsewhere.
This financial pressure is one of the key reasons employers argue that higher pay settlements may not currently be affordable on a national scale.
Conclusion
The NJC Pay Award 2026/27 has become a major issue for local government employees, unions and employers across the UK. While employers believe the 3.30% offer is financially realistic, unions argue it falls short of what workers need after years of rising living costs and wage pressure.
With UNISON and Unite preparing for possible industrial action and GMB still consulting members, the dispute remains unresolved.
The coming months will be crucial in determining whether negotiations can progress towards compromise or whether council workers move closer to strike action affecting local authority services nationwide.
Frequently Asked Questions
What is the current status of the NJC Pay Award for 2026?
The award is in the ballot phase after employers issued a “final” 3.3% offer in March. Major unions like GMB and UNISON are currently consulting members, with the GMB ballot closing on May 22, 2026.
How much is the proposed NJC pay rise for 2026/27?
Employers have offered a 3.30% increase on all pay points and allowances. This is significantly lower than the unions’ original demand for a £3,000 or 10% uplift and a £15/hour minimum wage.
Will the 2026 pay award be backdated?
Yes. Once an agreement is reached and signed, the pay increase will be backdated to April 1, 2026. Employees will receive a lump-sum backpayment for all months worked since the start of the financial year.
How does the 2026 offer affect school support staff?
The 3.3% rise applies to TAs and school staff following “Green Book” terms. However, employers rejected specific claims for term-time leave and the abolition of the Level 1 Teaching Assistant grade.
What happens if the 3.3% pay offer is rejected?
If members vote “no,” unions may move to a formal industrial action ballot. This could lead to strikes to force employers back to the table, though it would delay the payment of any pay rise further into 2026.
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