1 February 2023
Low and isolated IA impact provides indication of staff reaction to the final pay offer
Initial feedback from the HE institutions facing UCU’s IA has once again been clear and consistent – there are low and isolated levels of disruption to students’ studies. This strike action follows a ballot over last year’s (2022-23) pay uplift and essential changes to USS pensions. Unlike today’s schools’ strikes, all HE institutions are open and operational with only isolated lectures impacted. While these early reports offer some relief and reassurance that HE institutions’ are protecting students effectively, it is saddening if even a single student is impacted.
Employers hope that low and isolated IA feedback provides an indication of staff reaction to the final pay offer.
UCEA, representing 144 participating HE employers, made a full and final pay offer of between 8% and 5% more than three months in advance of the usual pay talks timetable, for an interim implementation six months ahead of schedule, with HE institutions and trade unions fully recognising the urgent inflationary pressures currently facing all staff. This offer is the highest uplift in nearly 20 years offered in New JNCHES negotiations, recognising the current cost pressures faced by both employees and employers. The intention is for between 3.2% and 2% to be paid with effect from 1 February while the remaining uplift will come from 1 August, as is the usual timetable*.
In addition, around half of staff will be eligible for an increment up to a value of 3%, on top of the pay award. The talks and final pay offer do not include other key issues, including the desire from all to reduce the gender, ethnicity, disability and intersectional pay gaps. We have agreed with the trade unions that these will be discussed in separate talks.
Raj Jethwa, UCEA’s Chief Executive said:
“Despite the initial feedback from HE institutions suggesting low and isolated impact on students, it is saddening if even a single student is impacted, especially when UCEA made an unprecedented full and final pay offer of between 8% and 5% more than three months in advance of the usual timetable. Employers hope that low and isolated IA feedback provides an indication of staff reaction to the final pay offer. Attempts at strike action will do nothing to support students, staff or the many HE institutions struggling to deliver such a financially challenging pay offer this early. HE institutions are particularly disappointed that UCU is targeting students who have endured so many recent disruptions.
“We respect employees’ right to strike, but it is misleading to their members for UCU to ask them to lose 18 days of pay in pursuit of an unrealistic 13.6% (RPI +2%) pay demand. UCU leaders must provide their members with a realistic and fair assessment of what is achievable. At UCEA’s level of uplift we know that a number of HEIs will struggle financially. There is serious concern that this threat of 18 days of strike action has been called by UCU’s HEC, rather than UCU members. UCU members are being dragged to the top of a hill with no way down and docked pay for IA counteracts the very reason for this early pay offer – a genuine attempt to address cost of living pressures as soon as possible for all staff.”
* For the full and final pay offer go to www.ucea.ac.uk/our-work/collective-pay-negotiations-landing/2023-24-new-jnches-pay-round/
ENDS
Notes
For information relating to essential USS changes please go to USS Employers website at www.ussemployers.org.uk
Please contact the UUK media team for enquiries relating to USS at www.universitiesuk.ac.uk/what-we-do/creating-voice-our-members/media-team
For further information: Please contact Andy Fryer, Head of Communications and Membership (a.fryer@ucea.ac.uk) or Marc Whittaker, Communications and Events Manager (m.whittaker@ucea.ac.uk)
Low and isolated IA impact provides indication of staff reaction to the final pay offer
Initial feedback from the HE institutions facing UCU’s IA has once again been clear and consistent – there are low and isolated levels of disruption to students’ studies. This strike action follows a ballot over last year’s (2022-23) pay uplift and essential changes to USS pensions. Unlike today’s schools’ strikes, all HE institutions are open and operational with only isolated lectures impacted. While these early reports offer some relief and reassurance that HE institutions’ are protecting students effectively, it is saddening if even a single student is impacted.
Employers hope that low and isolated IA feedback provides an indication of staff reaction to the final pay offer.
UCEA, representing 144 participating HE employers, made a full and final pay offer of between 8% and 5% more than three months in advance of the usual pay talks timetable, for an interim implementation six months ahead of schedule, with HE institutions and trade unions fully recognising the urgent inflationary pressures currently facing all staff. This offer is the highest uplift in nearly 20 years offered in New JNCHES negotiations, recognising the current cost pressures faced by both employees and employers. The intention is for between 3.2% and 2% to be paid with effect from 1 February while the remaining uplift will come from 1 August, as is the usual timetable*.
In addition, around half of staff will be eligible for an increment up to a value of 3%, on top of the pay award. The talks and final pay offer do not include other key issues, including the desire from all to reduce the gender, ethnicity, disability and intersectional pay gaps. We have agreed with the trade unions that these will be discussed in separate talks.
Raj Jethwa, UCEA’s Chief Executive said:
“Despite the initial feedback from HE institutions suggesting low and isolated impact on students, it is saddening if even a single student is impacted, especially when UCEA made an unprecedented full and final pay offer of between 8% and 5% more than three months in advance of the usual timetable. Employers hope that low and isolated IA feedback provides an indication of staff reaction to the final pay offer. Attempts at strike action will do nothing to support students, staff or the many HE institutions struggling to deliver such a financially challenging pay offer this early. HE institutions are particularly disappointed that UCU is targeting students who have endured so many recent disruptions.
“We respect employees’ right to strike, but it is misleading to their members for UCU to ask them to lose 18 days of pay in pursuit of an unrealistic 13.6% (RPI +2%) pay demand. UCU leaders must provide their members with a realistic and fair assessment of what is achievable. At UCEA’s level of uplift we know that a number of HEIs will struggle financially. There is serious concern that this threat of 18 days of strike action has been called by UCU’s HEC, rather than UCU members. UCU members are being dragged to the top of a hill with no way down and docked pay for IA counteracts the very reason for this early pay offer – a genuine attempt to address cost of living pressures as soon as possible for all staff.”
* For the full and final pay offer go to www.ucea.ac.uk/our-work/collective-pay-negotiations-landing/2023-24-new-jnches-pay-round/
ENDS
Notes
For information relating to essential USS changes please go to USS Employers website at www.ussemployers.org.uk
Please contact the UUK media team for enquiries relating to USS at www.universitiesuk.ac.uk/what-we-do/creating-voice-our-members/media-team
For further information: Please contact Andy Fryer, Head of Communications and Membership (a.fryer@ucea.ac.uk) or Marc Whittaker, Communications and Events Manager (m.whittaker@ucea.ac.uk)
