3 July 2024
The extended New JNCHES 2024-25 negotiations process is now complete. The employers’ final offer results in pay of between 2.5% to 5.7% alongside a review of the pay spine and joint work on contract types, workload and pay gaps.
UCEA, representing 140 participating HE employers, and the HE trade unions’ final New JNCHES meeting took place on 26 June. Discussions took place across 3 months with trade unions and employers carefully considering and consulting in recent weeks.* All sides considered a range of options when modelling the package.
Negotiations began in March, with constructive discussions on the many elements of the trade unions’ full claim alongside the context and challenges set out in the Employers' Statement.**
While New JNCHES negotiations are usually across three scheduled meetings, this year saw extended negotiations as the third meeting was adjourned and reconvened several times before the process concluded.
The final offer now needs to be delivered so that all sector employees can start to benefit from it from 1 August (or backdated to then, if required). The offer is for a phased uplift. For the first phase, all staff on the pay spine will receive a £900 uplift from 1 August 2024. Then, from 1 March 2025, the remaining, full salary increase will be applied. The pay uplift is weighted towards the lower end of the pay spine (pay point 5) where a maximum of just over 5.7% (5.74% for accuracy) is applied. This percentage gradually tapers to a 2.5% from pay point 38. As a result, employees earning up to £38,205 will receive an uplift of over 3%.
This uplift considers cost of living pressures mostly felt by employees near the lower end of the pay spine and compares favourably to latest inflation figures.*** In addition, around half of staff will be eligible for an increment up to a value of 3%, on top of the pay award. It is also in accordance with the HE institutions struggling to meet growing financial challenges. The phasing may well result in preventing some HE institutions needing to defer the pay award in full to be able to afford the uplift. Ongoing restructures across the sector were of course also considered at length.
This uplift is alongside a much-needed review of the pay spine. This is a considerable task but one the employers and trade unions are committed to for several important reasons. It aids future collective pay negotiations (including the need for extensive modelling undertaken across this round) and a priority and of potential benefit for all.
This final offer followed the further negotiations that took place after the opening 2% employer offer, which had been made at the second meeting in April.
The impact of the long-term freeze on domestic student fees is clear but HE institutions are facing further uncertainties because of volatile international student numbers and the unforeseen increased employer contributions to the Teachers’ Pension Scheme.**** Employers responded to the full range of pay-related issues raised by the trade unions’ claim, including those elements of the claim that are not for the New JNCHES negotiation table. The responses on important pay-related matters raised by the trade unions sought to build on several years of positive sector-level work on the gender pay gap and the use of employment contracts. The final offer includes the much-needed review of the pay spine alongside meaningful progress on contract types, workload and pay gaps.
Raj Jethwa, UCEA Chief Executive said:
“The employers and trade unions’ remained committed to achieving agreement throughout extensive and detailed negotiations. Despite our HE institutions’ financial challenges, a realistic but fair pay offer was achieved, alongside progress in many of the other important areas identified by the trade unions.
“HE institutions remain proud of their excellent reward packages and, despite the unprecedented financial challenges, UCEA’s modelling was able to provide a final offer resulting in those on the lowest pay point receiving a 5.7% uplift by March 2025 with those earning up to £38,205 receiving at least 3%. Our final offer provides a substantial boost to the lowest points of the pay spine, while ensuring all members of staff receive a sustainable pay uplift.
“As well as a carefully considered pay offer targeted at those most in need, we prioritised a much-needed review of the pay spine, together with meaningful progress on contract types, workload and pay gaps.
“We urge the trade unions to now consult fairly, if that remains in their procedures. I would remind the unions that nothing is agreed until everything is agreed.”
ENDS
Notes:
The final offer is set out in full detail, sent to trade unions and members, and available to all on the 2024-25 New JNCHES pay round page.
*Joint Negotiating Committee for Higher Education Staff. The five HE trade unions are EIS, GMB, UCU, UNISON and Unite. The three scheduled meetings for 2024 are: 26 March, 22 April and 29 April 2024. Adjournments were agreed on several occasions for the final meeting, which was finally concluded on 26 June.
**The trade unions’ full and headline pay claims, list of HEIs participating in New JNCHES and Employers’ statement are available at 2024-25 New JNCHES pay round
*** The most recent inflation figures (May 2024) include a CPIH at 2.8% and CPI at 2%.
**** UCEA expresses concern over the lack of funding for universities to mitigate government’s TPS contribution increases
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)
The extended New JNCHES 2024-25 negotiations process is now complete. The employers’ final offer results in pay of between 2.5% to 5.7% alongside a review of the pay spine and joint work on contract types, workload and pay gaps.
UCEA, representing 140 participating HE employers, and the HE trade unions’ final New JNCHES meeting took place on 26 June. Discussions took place across 3 months with trade unions and employers carefully considering and consulting in recent weeks.* All sides considered a range of options when modelling the package.
Negotiations began in March, with constructive discussions on the many elements of the trade unions’ full claim alongside the context and challenges set out in the Employers' Statement.**
While New JNCHES negotiations are usually across three scheduled meetings, this year saw extended negotiations as the third meeting was adjourned and reconvened several times before the process concluded.
The final offer now needs to be delivered so that all sector employees can start to benefit from it from 1 August (or backdated to then, if required). The offer is for a phased uplift. For the first phase, all staff on the pay spine will receive a £900 uplift from 1 August 2024. Then, from 1 March 2025, the remaining, full salary increase will be applied. The pay uplift is weighted towards the lower end of the pay spine (pay point 5) where a maximum of just over 5.7% (5.74% for accuracy) is applied. This percentage gradually tapers to a 2.5% from pay point 38. As a result, employees earning up to £38,205 will receive an uplift of over 3%.
This uplift considers cost of living pressures mostly felt by employees near the lower end of the pay spine and compares favourably to latest inflation figures.*** In addition, around half of staff will be eligible for an increment up to a value of 3%, on top of the pay award. It is also in accordance with the HE institutions struggling to meet growing financial challenges. The phasing may well result in preventing some HE institutions needing to defer the pay award in full to be able to afford the uplift. Ongoing restructures across the sector were of course also considered at length.
This uplift is alongside a much-needed review of the pay spine. This is a considerable task but one the employers and trade unions are committed to for several important reasons. It aids future collective pay negotiations (including the need for extensive modelling undertaken across this round) and a priority and of potential benefit for all.
This final offer followed the further negotiations that took place after the opening 2% employer offer, which had been made at the second meeting in April.
The impact of the long-term freeze on domestic student fees is clear but HE institutions are facing further uncertainties because of volatile international student numbers and the unforeseen increased employer contributions to the Teachers’ Pension Scheme.**** Employers responded to the full range of pay-related issues raised by the trade unions’ claim, including those elements of the claim that are not for the New JNCHES negotiation table. The responses on important pay-related matters raised by the trade unions sought to build on several years of positive sector-level work on the gender pay gap and the use of employment contracts. The final offer includes the much-needed review of the pay spine alongside meaningful progress on contract types, workload and pay gaps.
Raj Jethwa, UCEA Chief Executive said:
“The employers and trade unions’ remained committed to achieving agreement throughout extensive and detailed negotiations. Despite our HE institutions’ financial challenges, a realistic but fair pay offer was achieved, alongside progress in many of the other important areas identified by the trade unions.
“HE institutions remain proud of their excellent reward packages and, despite the unprecedented financial challenges, UCEA’s modelling was able to provide a final offer resulting in those on the lowest pay point receiving a 5.7% uplift by March 2025 with those earning up to £38,205 receiving at least 3%. Our final offer provides a substantial boost to the lowest points of the pay spine, while ensuring all members of staff receive a sustainable pay uplift.
“As well as a carefully considered pay offer targeted at those most in need, we prioritised a much-needed review of the pay spine, together with meaningful progress on contract types, workload and pay gaps.
“We urge the trade unions to now consult fairly, if that remains in their procedures. I would remind the unions that nothing is agreed until everything is agreed.”
ENDS
Notes:
The final offer is set out in full detail, sent to trade unions and members, and available to all on the 2024-25 New JNCHES pay round page.
*Joint Negotiating Committee for Higher Education Staff. The five HE trade unions are EIS, GMB, UCU, UNISON and Unite. The three scheduled meetings for 2024 are: 26 March, 22 April and 29 April 2024. Adjournments were agreed on several occasions for the final meeting, which was finally concluded on 26 June.
**The trade unions’ full and headline pay claims, list of HEIs participating in New JNCHES and Employers’ statement are available at 2024-25 New JNCHES pay round
*** The most recent inflation figures (May 2024) include a CPIH at 2.8% and CPI at 2%.
**** UCEA expresses concern over the lack of funding for universities to mitigate government’s TPS contribution increases
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)
