August 2026

Agreement has been reached on the 2026 pay award; the settlement provides a 3.3% increase in pay and allowances, backdated to 1 April 2026. Employers are being encouraged to implement the award as quickly as possible. 

May 2026

UNISON prepared for an industrial action ballot running from 9 July to 6 August. GMB consulted its members on whether to accept or reject the offer. The consultation closed on 22 May 2026. Unite also rejected the offer, having opened its ballot in April 2026.

April 2026

UNISON’s National Joint Council (NJC) Committee formally rejected the pay offer and balloted a selection of employers for industrial action as part of a wider strategy to encourage the employers back to the table. GMB consulted its members on whether to accept or reject the offer, with its ballot closing on 22 May 2026. Unite rejected the offer and opened its ballot in April 2026; balloting activity continued through late spring 2026. 

March 2026

The National Employers made the following full and final, one-year (1 April 2026 to 31 March 2027) offer to the recognised unions.

With effect from 1 April 2026, it is:

• an increase of 3.30% to be paid as a consolidated, permanent addition on all NJC pay points 3 to 43 inclusive, and on all pay points above the maximum of the pay spine but graded below deputy chief officer (in accordance with Green Book Part 2 Para 5.41)
• an increase of 3.30% on all allowances (as listed in the 2025 NJC pay agreement circular dated 24 July 2025)

They have also responded to the other aspects of the claim, rejecting these calls – see the full response.

The recognised unions will now be discussing this proposal with their members. 

February 2026

Regional consultations on the pay claim took place across January. The National Employers were due to meet at the end of February to discuss these and next steps. 

November 2025

At the end of November, the support staff unions (UNISON, GMB and Unite) submitted their claim to the National employers for 2026/27, calling for an increase of at least £3,000 or 10% (whichever is greater) across all NJC spinal column points.

The claim also called for:

• a minimum pay rate of £15 an hour for the NJC pay spine
• a two-hour reduction in the working week
• an increase of one day annual leave
• the ability of all school support staff to take a day of paid leave during term time
• the abolition of level one teaching assistant role and instead all level one role holders be moved onto level two.

The unions have also noted an interest in a possible multi-year settlement. In the event of a multi-year settlement being proposed, the unions are seeking the following structure to a three-year agreement: 

• year one: £3,000 or 10% (whichever is greater) on all spinal column points, alongside the introduction of a £15 minimum hourly rate
• year two: An increase of RPI + 3%
• Year three: An increase of RPI + 2%.

Read the full details of the claim.

Context

NAHT's view on the local government pay scales

We do not believe that the current local government pay scales offer enough flexibility to recognise the status and seniority of a school business leader (SBL) role, nor do they take account of the growth in the scope and responsibility of SBLs' roles over recent years.

We are clear that in the long term, there should be a national framework that defines the roles and sets out the pay and conditions of all those employed in a national, publicly funded education system, including SBLs. We have repeatedly and extensively made this case to the School Teachers' Review Body (STRB), including in our latest work, which you can find here.

We continue to call for a significant pay increase for all teachers and leaders, including school business leaders, which is fully funded by the government. In the interim, NAHT has developed member advice around SBL pay and grading to support individuals with their personal circumstances and offer support to individual members with their cases for pay reviews.