ECONOMIC BACKGROUND FOR PAY CLAIMS

IntroductionThis document seeks to provide an outline of the latest developments in the economy which are most directly linked to pay claims. A model pay claim, available here, offers a stripped down version of this information, which may be of most value to branches representing staff working in private companies and community / voluntary organisations, who are not covered by the major national bargaining bodies in local government, the NHS and education. However, this document offers greater detail that can be utilised selectively in constructing all types of local and national pay claims.

The document outlines:

Latest headline figures relevant to pay claims;

Changes in the cost of living facing workers, which pay claims need to keep pace with if the buying power of wages are not to fall;

Pay settlement and average earnings growth figures, which can act as a benchmark for pay claims;

The context for pay claims in terms of the labour market, welfare cuts affecting workers and comparisons with the earnings of high income groups

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 1

Latest headline figures

Whole economy

Private Public Community / voluntary

0

0.5

1

1.5

2

2.52

2.2

1.31.5

Average pay settlements

% in

crea

se

RPI CPI0

0.51

1.52

2.53

3.54

4.53.9

3

Inflation rates

% in

crea

se

Whole economy Private sector Public sector0

0.5

1

1.5

2

2.5

3

2.22.4

1.4

Average weekly earnings

% in

crea

se

Retail Prices Index Average earnings Gross domestic product

0.00.51.01.52.02.53.03.54.0 3.5

2.5

1.5

Forecast rates for 2018

% in

crea

se

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 2

Inflation as benchmark for pay claims

Historical inflation ratesThe most widely reported measure of inflation in the UK is the Consumer Prices Index (CPI). However, the most accurate indicator of changes in the cost of living facing workers is the Retail Prices Index (RPI) [for the reasons why RPI is most relevant, see note below].

Over 2010 and 2011, RPI inflation centred on the 5% mark, before a decline saw the rate cluster around 3% during most of the three years between 2012 and 2014. Inflation then went into a further slide, with CPI running at around zero and RPI around 1% over most of 2015. However, inflation began to rise again over 2016 and has escalated sharply this year, taking the Sepetmber 2017 figures to 3.9% for RPI and 3.0% for CPI.

Sep

11

Nov

11

Jan-

12M

ar-1

2M

ay-1

2Ju

l-12

Sep-

12No

v-12

Jan-

13M

ar-1

3M

ay-1

3Ju

l-13

Sep-

13No

v-13

Jan-

14M

ar-1

4M

ay-1

4Ju

l-14

Sep-

14No

v-14

Jan-

15M

ar-1

5M

ay-1

5Ju

l-15

Sep-

15No

v-15

Jan-

16M

ar-1

6M

ay-1

6Ju

l-16

Sep-

16No

v-16

Jan-

17M

ar-1

7M

ay-1

7Ju

l-17

Sep-

17

-1

0

1

2

3

4

5

6

Inflation ratesCPI RPI

Year / Month

% ch

ange

ove

r 12

mon

ths

Source: Office for National Statistics, UK Consumer Price Inflation: September 2017, published October 2017

Between the start of 2010 and the end of 2016, the cost of living, as measured by the Retail Prices Index, has risen by a total of 22.6%.

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 3

Impact on real wagesThe annual changes for full years since 2010 have been as below. The annual pay rises at an organisation can be set against these annual inflation rates to show the impact on the

value of wages and examples of actual salaries can be used to show the impact in cash terms (if you need assistance in carrying out these calculations, contact Bargaining Support on bsg@unison.co.uk ).

Across the economy, the most recent data from the Annual Survey of Hours and Earnings suggests that the real value of average UK pay packets has fallen by 11% since 2010, with employees losing almost £2,900 a year from the value of their pay packet. The average worker would have accumulated over

£20,268 more had their wage kept pace with inflation.

For the public sector worker who has not benefited from any incremental progression in their pay, the decline has been even sharper. Between 2010 and 2016, the public sector worker on the median wage saw a 15% cut in the real value of their earnings, leaving their 2015 wage £5,171 down on the value of their earnings at the start of 2010 and the accumulated loss from their wage failing to keep pace with inflation each year stood at over £26,618.

Main factors affecting inflation The changes in the price of components of the Retail Prices Index over the year to September 2017 are shown in the table below.

Item Average % increase to September 2017

Consumer durables 8.0

Personal expenditure 6.1

Travel and leisure 4.9

Alcohol and tobacco 3.7

Housing and household expenditure 3.0

Food and catering 3.2

All goods 4.5

All services 3.7

All items 3.9Source: Office for National Statistics, Consumer Price Inflation Reference Tables, September 2017

Within these figures, some costs are rising significantly faster, such as clothing and footwear at 9.9%, bus fares at 14.2%, petrol at 6% and electricity bills at 9%,

The price of housing also remains one of the biggest issues facing employees and their families. Across the UK, house prices rose by 5% in the year to August 2017, taking the average house price to £226,0001. However, the picture varied across the nations of the UK,

1 Office for National Statistics, UK House Price Index Summary: August 2017, published November 2017 – LSL Property Services puts average house prices in England and Wales at £297,287. The stark difference is partly because the figures do not include Scotland and

Northern Ireland, but principally because the ONS uses a different statistical method in the calculation.

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 4

Year Annual RPI % 2010 4.62011 5.22012 3.22013 3.02014 2.42015 1.02016 1.8

with England experiencing the biggest increase at 5.3%, followed by Northern Ireland at 4.4%, Scotland at 3.9% and Wales at 3.4% and (to see price changes in English regions, click here, or for a borough / county breakdown click here for England / Wales and here for Scotland). Latest estimates of the ratio between average house prices and average earnings stands at 7.7 in England (12.9 in London), 5.7 in Wales2, 5.2 in Scotland3 and 5.0 in Northern Ireland4.

Private rental prices grew less rapidly, but nonetheless rose 1.6% in the year to August 2017 across Great Britain (1.6% in England 1.4% in Wales and 0.3% in Scotland)5 and sharply higher at 5.3% in Northern Ireland6. The average monthly rent for new tenancies in the UK now stands at £9277 (for a regional breakdown of rents click here ).

Though not specifically assessed by CPI or RPI figures, childcare costs represent a key area of expenditure for many staff (UNISON surveys have consistently found that around a third of staff have child caring responsibilities).Therefore, it is also worth noting that the annual Family & Childcare Trust survey8 for 2017 found that the annual cost of a part-time nursery place for a child under two has hit £6,061 per year and the annual cost for a full-time place is £11,594.

Current inflation rates can mask longer term changes in the cost of living that have taken place since 2010. The examples below show major increases in core costs that have surpassed average prices increases over the period.

Item % price rise 2010 - 2016

Item % price rise 2010 - 2016

Item % price rise 2010 - 2016

House prices

31% Bus and coach fares 26% Electricity 28%

Rail fares 24% Gas 24%

2 Office for National Statistics, Housing affordability in England and Wales, March 20173 Emoov - https://www.emoov.co.uk/reality-gap-uk-property-costs-eight-times-average-wage/ 4 Office for National Statistics, ASHE average earnings 2016 calculated against UK House Price Index Summary for Northern Ireland5 Office for National Statistics, Index of Private Housing Rental Prices, September 2017 6 Ulster University, Performance of the Private Rental Market in Northern Ireland Jan– Jun 20177 HomeLet Rental Index, September 20178 Family & Childcare Trust, Childcare Survey 2017

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 5

Forecast inflation ratesThe Treasury average of independent forecasts that RPI inflation will average 3.5% over 2017 and 2018.9 It will then remain at 3% over three consecutive years to 2021, following the pattern shown in the graph below. These annual rates show the rate at which pay rises would be needed for wages just to maintain their current value.

2017 2018 2019 2020 20210

0.5

1

1.5

2

2.5

3

3.5

43.5 3.5

3 3 32.7 2.6

2.21.9 1.9

Forecast annual increase in cost of living

RPI CPI

% in

crea

se

Source: HM Treasury Forecasts for the UK Economy, August 2017

If these rates turn out to be correct, the cost of living employees face will have grown by over 17% between 2017 and 2021, following the pattern set out in the graph below.

2017 2018 2019 2020 20210.0

2.0

4.0

6.0

8.0

10.0

12.0

14.0

16.0

18.0

3.5

7.1

10.3

13.6

17.1

Forecast cumulative increase in cost of living

% in

crea

se

9 Regulated rail fares for 2018 are set to rise by an average of 3.6% because they are linked to the July RPI figure.

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 6

The potential impact of this inflation forecast on the value of an average public sector wage, if wages were to be held at the 1% public sector pay cap until 2019, is shown below. Over the next three years, the average wage would have declined in value by over £2,000 under this scenario.

2017 2018 2019

-2500

-2000

-1500

-1000

-500

0

-765

-1564

-2235

Impact of 1% pay cap on value of average public sector wage

Cut i

n va

lue

of a

nnua

l pay

(£)

Similar calculations can be conducted for calculating the impact on an average wage in any organisations subject to the public sector pay cap. If you need assistance in working out the impact, please contact Bargaining Support on bsg@unison.co.uk

Inflation for staff on low payIn 2014, the Institute of Fiscal Studies published a study which found that, between 2008 and 2013, the lowest income fifth of households faced average annual inflation that was 1% higher than the highest income fifth.10

This conclusion was bolstered later in the same year, when the Office for National Statistics found that, among the lowest-spending households, average annual inflation ran 1% higher than the highest-spending households between 2003 and 201311. The cumulative result was that the prices of products purchased by the lowest-spending households grew by 45.5%, compared with just 31.2% for the highest-spending households.

Reason for comparing wages to RPIUNISON believes that the Retail Prices Index (RPI) remains the most accurate measure of inflation faced by employees.

The most widely quoted figure for inflation in the media is the Consumer Prices Index, However, UNISON believes that CPI consistently understates the real level of inflation for the following reasons:

10 Institute of Fiscal Studies, IFS Green Budget 201411 Office for National Statistics, Variation in the inflation experience of UK households: 2003-2014, December 2014

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 7

CPI fails to adequately measure one of the main costs facing most households in the UK – housing. Almost two-thirds of housing in the UK is owner occupied, yet CPI almost entirely excludes the housing costs of people with a mortgage;

CPI is less targeted on the experiences of the working population than RPI, since CPI covers non working groups excluded by RPI – most notably pensioner households where 75% of income is derived from state pensions and benefits, the top 4% of households by income and tourists;

CPI is calculated using a flawed statistical technique that consistently under-estimates the actual cost of living rises faced by employees. The statistical arguments are set out exhaustively in the report “Consumer Prices in the UK” by former Treasury economic adviser Dr Mark Courtney, which is summarised here and covered in full here 

The Royal Statistical Society has consistently stated that CPI was never intended as a measure of changes in costs facing households. Rather, it was “designed in the 1990s for macroeconomic purposes” and its purpose is to act “as the principal inflation indicator for the Bank of England in its interest-setting rate role.”

The society sums up its position as follows:

“Why should the typical household accept an inflation index that: -

fails to take account of, or does not track directly, one of their main expenditure items: mortgage payments and other costs of house purchase and renovation;

gives more weight to the expenditure patterns of wealthier households than of other households;

fails to take account of interest on loans for a wide variety of purposes, ranging from student loans to loans for car purchase;

includes the expenditure of foreign tourists in the UK but not their own expenditure outside the UK;

fails to include council tax.”

Following recommendations made by the National Statistician in November last year, the Office for National Statistics (ONS) has now adopted the inflation measure CPIH as its “most comprehensive measure of inflation.” However, the National Statistician also seemed to acknowledge that both CPI and CPIH fail to measure the real costs facing workers as the ONS was also instructed to develop a measure that addressed the Royal Statistical Society’s concerns outlined above (this measure is not expected to be ready until later this year).

Though CPIH represents an improvement on CPI in attempting to incorporate housing costs, its measure of housing costs is based on treating all households as if they rented their accommodation. However, rents can follow sharply different trends to house prices, making this a dubious assumption. Furthermore, the other more significant flaws in CPI outlined above remain a feature of CPIH.

CPI is the figure quoted almost uniformly across the media, but RPI remains by far the most common reference point for pay negotiations. Incomes Data Research found in its 2016 Reward Intentions Survey that 75% of employers regard RPI as the “most relevant to making decisions on the level of pay award,” compared to 53% for CPI, 5% for RPIJ and 3% for CPIH.

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 8

Pay settlements and average earnings as benchmark for pay claims

Pay settlementsPay settlements across the economy stand at 2%, which is well below the long-run median of between 3% and 3.5% that prevailed for over two decades until the 2008 economic crisis.

Pay settlements in the private sector stand at 2.2%, which is almost 1% above that in the public sector. Private sector settlements have been running far in advance of the public sector since 2010.

Sector Average pay settlementsAcross economy 2.0% Private sector 2.2%Public sector 1.3%Not for profit 1.5% Energy & gas 2.3%Water & waste management 2.0%Retail & wholesale 2.5%Information & communication 1.5%Admin & support services 2.4%

Source: Labour Research Department, settlements year to October 2017

The table to the right shows average settlements for further sectors where UNISON represents members or sectors that compete for similar types of worker as public services. Therefore, employers falling below relevant rates can expect damage to their ability to recruit and retain high quality staff.

[To reference the latest pay settlements for UNISON’s largest bargaining groups, see appendix one at the end of this document]

The contrast between average pay settlements across sectors since 2010 is shown by the table below. The dangers of falling behind market rates can be demonstrated to employers as part of pay claims by contrasting the pay awards in an organisation against the relevant private or not-for-profit column.

Year Private Public Not for profit2010 2.0 0.4 1.02011 2.7 0.0 2.02012 2.8 0.0 1.82013 2.5 1.0 2.02014 2.5 1.0 2.02015 2.4 1.0 2.02016 2.0 1.0 1.5

Average earnings The graph below shows trends in average earnings growth over the last two years, which mirror pay settlements in showing the competitiveness of public sector wages in decline.

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 9

Since April 2013, private sector earnings growth has been running ahead of the public sector every month except two. In 2014, the private sector rate accelerated sharply while the public sector rate flattened out.

Though the gap narrowed going into 2016, a sharp divide remains, with the rate across the economy standing at 2.2% and private sector growth at 2.4%, while average public sector wages rose by 1.4% in August 2017.

Aug 15

Oct 15

Dec 15

Feb 16

Apr 16

Jun 16

Aug 16

Oct 16

Dec 16

Feb 17

Apr 17

Jun 17

Aug 17

0.0

0.5

1.0

1.5

2.0

2.5

3.0

3.5

4.0

Average earnings growth

Whole EconomyPrivate sectorPublic sector

Month

% ch

ange

of 3

mon

th a

vera

ge o

n pr

evio

us y

ear

Source: Office for National Statistics, Labour Market Statistics, October 2017

Forecasts of average earnings predict that growth will average 2.6% in 2017, before escalating every year to reach 3.6% by 2021, following the pattern shown below12.

These predicted rates can again be used to show the pay increases needed for an employer to avoid slipping behind the going rate and suffering damage to recruitment and retention.

12 Office for Budgetary Responsibility, Economic and Fiscal Outlook, March 2017

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 10

Note on comparisons between public and private sector Though the campaign by the government and much of the media to paint public sector workers as overpaid relative to private sector workers is not currently running at the pitch it was when the public sector pay cap was introduced, average earnings have often be used as the basis for making this false assertion.

The claim is usually based on a crude comparison of average pay that doesn’t take account of the different type of jobs in the public and private sector. The latest study by the Office for National Statistics that ensured the comparison was conducted on a like-for-like basis, taking into account region, occupation, gender and job tenure, found that the average public sector worker was paid 1% less than a private sector worker in 2016.13 And if organisational size is taken as a factor in the comparison, the gap grows to 5.5% (the graph below shows how the differential calculated on this basis has favoured the private sector since 2010).

Before public sector average earnings growth dropped well below the private sector rate in 2013, average earnings growth rates were also often used as a basis to argue that the public sector continues to see improvements in pay that are not matched by the private sector and particularly as a basis for attacking pay progression.

The flaw in these arguments is that the use of average earnings growth for comparisons does not simply reflect changes due to pay settlements and pay progression.

Changes in the average are affected by a multitude of factors that affect the composition of the public and private workforce. Any changes that swell the lower paid end of the workforce and/or reduce the proportion of higher paid employees, such as differences between the sectors in recruiting staff on part time or zero hours contracts, or redundancies that hit the most recent recruits hardest, will act as a downward pressure on the average.

The government’s drive toward greater outsourcing in itself tends to lower private sector average earnings growth and raise public sector growth because of the marked tendency for outsourcing to focus on lower paid sections of the workforce.

Therefore, average earnings growth does not offer any kind of sound basis for judging actual changes in the pay packet of a worker in the public or private sector. Pay settlement data forms a much sounder basis for comparison as it eradicates the differences in workforce composition that affects average earnings growth comparisons.

13 ONS, Analysis of factors affecting earnings using ASHE 2016, October 2016

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 11

2017 2018 2019 2020 20210

0.5

1

1.5

2

2.5

3

3.5

4

Forecast average earnings growth%

ann

ual g

row

th

The Annual Survey of Hours and Earnings (ASHE) provides detailed data that can form useful comparators for changes in average earnings experienced by UNISON members. The table below shows the change in median gross annual pay for full-time staff within the main job categories listed.

Job Type Annual % change 2015/16All employees 2.2Managers, directors and senior officials 1.7Professional occupations 1.3 Science, research, engineering and technology professionals 1.3 Health professionals 1.0 Teaching and educational professionals 1.3 Business, media and public service professionals 1.9Associate professional and technical occupations 0.2 Science, engineering and technology associate professionals -0.1 Health and social care associate professionals -0.6 Protective service occupations 1.0 Culture, media and sports occupations 3.2 Business and public service associate professionals 0.0Administrative and secretarial occupations 2.0 Administrative occupations 2.0 Secretarial and related occupations -0.5Skilled trades occupations 1.9 Skilled metal, electrical and electronic trades 2.6 Skilled construction and building trades 1.7Caring, leisure and other service occupations 3.4 Caring personal service occupations 3.7 Leisure, travel and related personal service occupations 0.7Sales and customer service occupations 3.0 Sales occupations 4.0 Customer service occupations 1.3

A listing of earnings growth for more specific jobs within these categories can be found on the Office for National Statistics website by clicking here

A breakdown of earnings growth by region and local authority can also be found here

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 12

Wider context for pay claims

Labour marketThe general unemployment rate has been in decline from a peak of 8.5% in 2011 to 4.3% over the three months to August 2017, bringing the rate to a 42-year low. Over the same period, the number of unemployed people per vacancy has fallen from 5.8 to 1.9.

Consequently, labour turnover rates are up to 19.4% across the economy.14 However, unemployment rates are forecast to rise to 4.8% in 201815 as growth slows slightly to 1.6%.

Impact of tax and benefit changesHousehold income for people on low incomes consists of pay and in-work support provided by the government and so needs to be seen in the context of reductions in the system of ‘in-work’ support that is provided through tax credits and housing benefit.

Although the government reversed its plans to change the threshold at which workers receive full tax credits and the taper (the rate at which credits fall as pay rises), these elements have been frozen and are unadjusted for inflation. The family element for new claimants was removed in April 2017 and support is now limited to two children.

Local housing allowances (housing benefit for private sector and housing association tenants) are being frozen, meaning that tenants have to find the money to pay any rent increase. Family premium is also being withdrawn from new claims.

Child benefit has now been frozen since April 2010.

Analysis shown below by the Institute of Fiscal Studies16 indicates that the total impact of the tax and benefit reforms implemented or planned for the 2015-2020 period will result in an average annual reduction in income of close to £600, with the poorest three income groups

losing in excess of £1,000.In contrast, corporation tax is set to continue its dramatic reduction, which has seen tax paid on profits by private companies decline from 28% in 2010 to 19% by April 2017 and further cuts are set to take the rate down to 17% by 202017.

14 XpertHR, Labour turnover rates 201715 HM Treasury, Forecasts for the UK Economy, August 201716 Institute for Fiscal Studies, Personal Tax and Benefit Changes, March 201717 Corporation tax is only applicable to firms making in excess of £300,000 profit in a year and a discount is applied to profits between £300,000 and £1.5m.

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 13

Comparisons of pay cap against wider economyThe graphs below put the public sector pay cap in the context of developments across the wider economy. While the average value of total public sector pay rises over the last six years has been 4.4%, the pay of chief executives for the UK’s largest companies has grown by over 9%, the value of the economy has increased by over 12%, the cost of living has risen by over 22%, company profits have jumped by 26% and total dividends paid to shareholders have grown by 57%.

Pay rise since 2010* Top bosses' pay ** Value of economy *** Cost of living**** Company profits ***** Dividends to shareholders*****

*

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

How does public sector pay compare over the last six years

Grow

th ra

te

Sources:

* Based on median public sector pay rise of 0.4% in 2010 (Incomes Data Services), followed by pay freezes in 2011 and 2012, then 1% pay cap in 2013,2014, 2015 and 2016

** Based on growth in average FTSE 100 chief executive pay between 2010 and 2016 from CIPD / High Pay Centre, Executive Pay, August 2017

*** Based on growth in gross domestic product between 2010 and 2016 from Office for National Statistics, Second Estimate of GDP, Quarter Q4 (Oct to Dec) 2016

**** Based on Retail Prices Index between January 2010 and December 2016, taken from Office for National Statistics, Consumer Price Inflation, January 2017

***** Based on corporations' operating surpluses between 2010 and 2016 from Office for National Statistics, Second Estimate of GDP, Quarter Q4 (Oct to Dec) 2016

****** Based on dividends paid between 2010 and 2016 from Capita UK Dividend Monitor, January 2017

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 14

When examining the outlook between 2017 and 2020, during which time the government had planned to maintain the pay cap until recent announcements indicating the policy will be loosened, the average increase in the value of the economy is set to run at 1.8%, average earnings growth is expected to average 2.8% and the cost of living is due to grow at 3.3%.

Pay cap Value of economy* Average wages** Cost of living ***0.000.501.001.502.002.503.003.50

How does the pay cap compare to forecasts for next three years?

Grow

th ra

te (%

)

Sources:

* Based on GDP forecasts from Office for Budgetary Responsibility, Economic and Fiscal Outlook, March 2017

** Based on average earnings forecasts from Office for Budgetary Responsibility, Economic and Fiscal Outlook, March 2017

** Based on RPI forecasts from HM Treasury, Forecasts for the UK Economy, August 2017

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 15

Appendix 1

Most recent pay rises among some of UNISON’s largest bargaining groups

Bargaining Group Most recent pay settlement

Local Government Services NJC (England, Wales &

Northern Ireland)

BASIC: 1% from April 2017,

EXCEPTION: Rises ranging from 3.4% to 1.3% for SCPs 6-17

Scottish Joint Council for Local Government

Employees

BASIC: 1% or £350, whichever is greater, from April 2017

EXCEPTION: Bottom points raised to Living Wage

Health - Agenda for Change staff

ENGLAND: 1% from April 2017

SCOTLAND: BASIC: 1% from April 2017 / EXCEPTION: Bottom point raised to Living Wage

WALES: BASIC: 1% from April 2017 EXCEPTION: Bottom point raised to Living Wage

NORTHERN IRELAND: 1% from April 2016

Higher EducationBASIC: 1.7% from August 2017

EXCEPTION: Larger increases for lowest paid staff, reaching 2.4% for bottom point to achieve Living Wage (for staff on 35-hour week)

Further Education

ENGLAND: BASIC: 1% from August 2016 / EXCEPTION: £250 for lower paid staff if greater than 1%

SCOTLAND: £425 flat rate increase from April 2017

WALES: BASIC: 1% from August 2016 / EXCEPTION: Commitment to raise bottom point to Living Wage

Sixth Form Colleges (England)

BASIC: 1% increase from September 2016

EXCEPTION: Deletion of bottom three pay points from January 2017

Police Staff (England & Wales) 1% from September 2016

Economic background for pay claims Last updated: October 2017 Contact: bsg@unison.co.uk 16