Update: July 2022
The National Employers have submitted a one-year (1 April 2022 to 31 March 2023) final offer to the unions representing the main local government NJC workforce:
- With effect from 1 April 2022, an increase of £1,925 on all NJC pay points 1 and above; this equates to 10.5% at the bottom of the pay spine, through to 4.04% at the top of the pay spine.
- With effect from 1 April 2022, an increase of 4.04% on all allowances (as listed in the 2021 NJC pay agreement circular dated 28 February 2022).
- With effect from 1 April 2023, an increase of one day to all employees’ annual leave entitlement.
- With effect from 1 April 2023, the deletion of pay point 1 from the NJC pay spine.
The recognised unions will now be consulting with members on the offer, and NAHT remains in conversation with those unions.
The support staff unions (UNISON, GMB and Unite) have just submitted their claim with local government employers over the pay and conditions offer for local government support staff for 2022/23.
The claim calls for:
- a substantial increase with a minimum of £2,000 or RPI - whichever is greater - on all spinal column points
- a covid-19 recognition payment
- a national minimum agreement on homeworking policies for all councils
- the introduction of a home working allowance
- an urgent review of all mileage rates currently applying
- a review and update of NJC terms for family leave and pay
- a review of term time only contracts and consideration of retainers and
- reduction in the working week (without loss of pay) to 35 hours (34 in London) plus one additional day of annual leave.
We will shortly be reaching out to our SBL members to gather views on this claim in order to support our informal discussions with the representative unions.
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 an SBL role, nor do they take account of the growth in the scope and responsibility of school business leaders' roles over recent years. We are therefore pleased to see the request for a review of job descriptions and pay bandings for support staff, which could be a positive step forward in improving the situation.
However, 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 school business leaders. 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 school business leader pay and grading, to support individuals with their personal circumstances, and offers support to individual members with their cases for pay reviews.
First published 26 July 2022