Council and School Pay

NJC Ballot 2024

• What was the unions’ pay claim?

  UNISON, alongside the other recognised local government trade unions, submitted a pay claim to the local government employers for £3,000 or 10%, whichever is greater.  

  In addition, we requested: reviews of discriminatory pay gaps; a 2-hour reduction in the working week with no detriment; an additional day of annual leave; and a phased approach to reaching a minimum pay rate of £15 an hour within two years. 

• What did the employers offer?

  The local government employers responded to our claim with a flat rate offer of £1,290. For part time and term time only staff, this amount would be less depending on hours worked. In inner London, the offer is £1,575, and in outer London, the offer is £1,491.

  Our additional requests for a shorter working week, an extra day of leave and a minimum pay rate of £15 were rejected.  

• Why are UNISON balloting for industrial action?

  We believe the offer falls far short of what you need and deserve. We consulted members on the offer and received a clear reject mandate. Following this, our committee of leading activists within local government voted to proceed with a ballot for industrial action.

  The employers submitted their offer on the basis that it was full and final. As a result, we believe industrial action is the next step toward an improved offer from the employers.  

• Who is being balloted?

  Council and schools workers in England and Wales. Northern Ireland council workers are also included, but Northern Ireland schools workers will be balloted separately on a different timetable. Scotland has its own negotiating body and is not involved in this campaign. 

• How do members vote?

  Eligible members will receive a ballot paper, a freepost return envelope and some additional material explaining UNISON’s recommendation in the post. It is essential we hold an accurate record of postal address for members to receive their ballot paper. Update yours at MyUnison today. 

  The ballot paper asks members if they are prepared to take part in strike action. Members should put a cross in the box against their choice on the ballot paper. This must be returned by post in time to arrive before the ballot closes on 16 October 2024. 

  The law does not allow for electronic or online voting in these kinds of ballots. 

• What is industrial action?

  Industrial action is where workers take action against their employer because of a work-related dispute. Strike action is a form of industrial action and it’s where staff stop working for a period of time and completely withdraw their labour. 

• What does ‘going on strike’ mean?

  It means withdrawing your labour. It is a legal and legitimate action where the members of the unions balloted have voted in favour of strike action and reached relevant legal thresholds.  

   Taking strike action is a breach of your employment contract, but you are protected from dismissal if you are a member of a union that has followed the ballot process correctly.

• Do I have to take part in any potential industrial action?

  We respect that some members will vote no in the ballot; however, we are a democratic union. If the majority of members vote YES in a ballot, and the turnout reaches the relevant threshold, we would be asking all members to abide by the decision taken by the collective and to observe the strike days.  

  It is only by acting collectively that we can be effective and therefore it’s important not to undermine the efforts being made by other members. If the vote had gone the other way, for example, all members would have had to accept the decision not to proceed with strike action. 

• I want to strike but I am already struggling financially. Is there any help from UNISON?

  We know it’s a tough time for people to take strike action and lose pay. In the event of a strike, UNISON’s policy is to help provide strike and hardship payments where possible. 

• Can new members vote in this ballot?

  Yes, anyone who joins UNISON before 3 October 2024 will be eligible to vote in this ballot.  

• Can new joiners to UNISON take part in industrial action?

  Yes – as long as they are a UNISON member at the time any industrial action is scheduled, they are able to take part in the action even if they joined after the ballot closed.  

• Are there any exemptions for UNISON members in respect to industrial action?

  UNISON members who are pregnant, on long term sick or who are due to retire in the next 12 months should notify the branch so that we can assess if they can be exempt from taking strike action. 

• Other public sector workers (including NHS workers and teachers) just received a larger pay rise from the government – why are council and school workers missing out on this?

  Some parts of the public sector such as the NHS have their pay set by a Pay Review Body which advises central government. The government then approves a pay award which is made to the relevant staff. Local government pay, including NJC pay (which covers most council and school support staff) is negotiated via the National Joint Council, which consists of an Employers’ Side (representatives from local authority employers, speaking on behalf of NJC employers), and the Trade Union Side (UNISON, GMB and Unite).  

  UNISON, and the other unions, wrote to the Employers’ Side, calling on them to make a meaningful offer in light of the higher awards made to many working in other public services. The Employers’ Side has been very clear that they feel unable to improve the pay offer until councils and schools receive more central funding from government.  

  The new Labour government has signalled that it plans to provide greater stability to local government funding and that it recognises the value of decent jobs in councils and schools. UNISON will continue to campaign – along with other local government unions to make the case for better funding for staff and for services. 

• How is a flat rate increase paid (and what happens if pay is settled later than 1 April)?

  A flat rate increase means that all pay points are increased by a fixed amount e.g. £3,000 (rather than a percentage). This increase is applied to the annual salary and then a new monthly rate is calculated based on this. The pay increase is not paid as a one-off lump sum.  

  If pay is settled later than 1 April (the start of the local government pay year), then staff will receive their new monthly rate of pay from their next pay day after the pay offer has been agreed. Backpay will be paid to cover the months from April onwards. This is calculated by taking their new monthly pay, deducting their old monthly pay, and working out the difference.   

  Here’s an example for someone earning £25,545 receiving an annual pay increase of £1,290 in September: 

  

  Remember that all pay rises are subject to the usual deductions of tax and national insurance. 

• I claim benefits – how does a lump sum payment affect me?

  If the pay award is settled later than 1 April, then part of it will be paid as a lump sum – see above for how this works. This may create a problem for someone claiming universal credit (or similar benefits), as it increases the size of their monthly pay (but only for that one month). 

  As Universal Credit is based on members’ own circumstances, UNISON does not know exactly how individual members may be affected and cannot provide advice to individuals. However, UNISON branches can provide support to members who may be affected. 

  Members can also contact their Universal Credit Work Coach to explain that there will be a one-off back-payment that will not form part of regular monthly income. 

  Finally, members could ask their employer to stagger the implementation of the back-pay. Unfortunately, employers are under no obligation to do this and may be reluctant to do so.