What Is UNISON Asking for in the 2026–27 Local Government and School Staff Pay Claim?
UNISON, alongside GMB and Unite, formally submitted its 2026–27 pay claim for local government and school support staff on 1 December 2025.
The claim applies to workers in England, Wales and Northern Ireland who are covered by National Joint Council (NJC) pay scales.
This includes:
- Council staff
- Refuse workers
- Library workers
- Teaching assistants
- School support staff
- Administrators
- Care workers employed by councils
- Other local authority employees
The union says the claim is designed to address both low pay and wider working conditions.
Why Is UNISON Demanding a Minimum £3,000 or 10% Increase?
The central part of the claim is a pay rise of at least £3,000 or 10%, whichever is greater, on every pay point.
UNISON says this approach benefits lower-paid workers more fairly than a simple percentage increase. For example, a worker earning £22,000 a year would gain far more from a £3,000 increase than from a 3.3% rise, which would be worth only around £726.
The union believes this is necessary because:
- Inflation has reduced the real value of wages over several years
- Many council and school staff have seen their pay rise more slowly than living costs
- Local authorities are struggling to recruit and retain experienced workers
- Many vacancies remain unfilled because public sector pay is lower than in similar private sector jobs
UNISON argues that a flat cash increase protects lower earners, while the 10% option ensures that higher-paid workers also receive a meaningful rise.
A union spokesperson described the claim as an attempt to “repair years of pay decline and make local government work financially sustainable again”. UNISON also says that if pay continues to fall behind inflation, councils could face greater staff shortages in 2026 and beyond.
Why Does the Union Want a £15 Minimum Hourly Rate?
UNISON is also asking for every worker covered by the claim to be paid at least £15 an hour.
The union believes this is important because the new National Living Wage for workers aged 21 and over will rise to £12.71 an hour from April 2026. That means many local government workers would still be earning only slightly above the legal minimum unless councils improve pay further.
UNISON says a £15 hourly minimum would:
- Better reflect the cost of living in 2026
- Help workers pay for essentials such as food, housing and energy
- Improve recruitment in schools and councils
- Reduce the gap between public and private sector wages
The union is particularly concerned about workers in lower-paid roles, including:
- Teaching assistants
- School cleaners
- Care assistants
- Catering staff
- Administrative staff
- Library and support workers
Many of these employees already work part-time or term-time only. As a result, even a small rise in hourly pay can make a major difference to monthly income.
One school support worker told a local UNISON branch that, “Even after my last pay rise, I still have to choose which bills to pay first. A proper increase would make a real difference to my family.”
UNISON believes that a £15 minimum would also make local authority jobs more attractive, helping councils fill vacancies more quickly.
What Other Changes Beyond Pay Are Included in the Claim?
The 2026–27 claim is not limited to salary alone. UNISON is also asking for changes to working conditions.
The union wants:
- A two-hour reduction in the working week
- One additional day of annual leave
- The right for all school support staff to take one paid day of leave during term time
UNISON says these proposals are intended to improve work-life balance and reduce stress.
A shorter working week could help workers who regularly struggle with heavy workloads or long hours. The union believes this is especially important in areas such as social care, school support and frontline council services, where staffing shortages have increased pressure.
The extra day of annual leave is designed to give workers more rest and flexibility. Meanwhile, the request for paid term-time leave reflects concerns that many school support staff currently have limited freedom to take leave during the academic year.
UNISON says these additional proposals matter because poor working conditions can be just as important as low pay when staff decide whether to stay in their jobs.
The union has also said it is willing to discuss a longer-term agreement if councils receive more secure funding. Under one possible three-year deal, the first year would still include the £3,000 or 10% rise and the £15 minimum hourly rate.
What Has the Government or Local Government Employers Offered So Far?
Unlike the NHS, local government workers have not yet received a confirmed 2026–27 pay award.
At present, local government employers are still consulting on the union claim that was submitted in December 2025. Regional meetings have taken place, but no formal response has yet been agreed.
So far, the main figure being discussed publicly is 3.3%, because that is the increase already announced for NHS Agenda for Change staff. However, local government employers have not confirmed that they will offer the same amount to council and school staff.
Current facts include:
- UNISON submitted its claim on 1 December 2025
- Employers considered the claim during December and January
- Further negotiations are expected in spring and summer 2026
- No final local government offer has been formally accepted
UNISON has urged employers to respond quickly, warning that delays create uncertainty for workers already facing higher costs.
A local government representative said discussions are continuing and that councils must balance fair pay with limited budgets. However, UNISON argues that without a stronger offer, councils risk worsening staff shortages and lower morale.
At this stage, the 3.3% figure remains confirmed only for NHS staff, not for local government employees.
How Does the Proposed UNISON Pay Rise Compare With the 3.3% Offer?
The difference between the UNISON claim and the current 3.3% figure is significant.
| Comparison Area | UNISON Claim 2026–27 | Current Government / Employer Position |
|---|---|---|
| Pay increase | At least £3,000 or 10% | 3.3% |
| Minimum hourly rate | £15 per hour | No confirmed change beyond NLW |
| Working week | Two hours shorter | No proposal |
| Annual leave | One extra day | No proposal |
| School support staff leave | Paid leave during term time | No proposal |
For lower-paid workers, the UNISON proposal would be worth far more. Someone earning £24,000 a year would receive around £792 under a 3.3% increase, compared with at least £3,000 under the union claim.
Workers likely to benefit most from the UNISON proposal include:
- Teaching assistants
- School support staff
- Care workers
- Council administrative staff
- Refuse and cleaning staff
By contrast, a 3.3% increase gives the same percentage to everyone, regardless of how low their current pay already is.
UNISON says this means the smaller increase does not do enough to support workers who are already closest to the minimum wage.
It is also important to remember that the 3.3% figure is currently confirmed only for NHS Agenda for Change staff in England, Wales and Northern Ireland. Local government workers are still waiting for a formal offer and could eventually receive a different settlement.
What Is Happening With the NHS Pay Rise 2026?
The NHS pay rise 2026 is different from the local government claim because the government has already confirmed a 3.3% pay award for NHS staff on Agenda for Change contracts. The increase took effect from 1 April 2026.
The rise covers around 1.4 million NHS workers, including:
- Nurses
- Midwives
- Paramedics
- Healthcare assistants
- Porters
- Hospital administrators
- Allied health professionals
- Ambulance staff
Doctors and dentists are not included because they are covered by a separate pay review process.
Why Is UNISON Unhappy With the NHS 3.3% Pay Award?
UNISON says the 3.3% increase is too low because inflation remains high and living costs continue to rise.
The union argues that many NHS staff have already experienced years of below-inflation pay settlements. According to UNISON, another smaller increase means workers may still feel financially worse off, even after receiving the extra money.
Helga Pile, UNISON’s head of health, said:
“Hard-pressed NHS staff will be downright angry at another below-inflation pay award. The government’s failure to invest in the NHS workforce has left many angry and disillusioned. Paramedics, nurses, porters and other staff feel neglected and ignored.”
UNISON believes inflation could quickly wipe out the value of the increase. In early 2026, inflation remained around 3.4%, meaning the 3.3% award may not provide a real increase in spending power.
The union also says staff are frustrated because they had expected direct talks with ministers before any figure was imposed.
Which NHS Staff Groups Are Most Dissatisfied With Their Pay?
UNISON has used NHS staff survey data to show that many workers still feel underpaid.
The groups reporting the lowest levels of satisfaction were:
- Healthcare assistants
- Ambulance workers
- Nursing support staff
- Porters and support workers
Only 21% of healthcare assistants said they were satisfied with their pay in 2025. Among ambulance workers, the figure was 25%.
By contrast, doctors and dentists reported much higher satisfaction levels.
One NHS porter interviewed by a health branch said,
“You hear about a pay rise, but then your rent goes up, your energy bill rises and you are still no better off. Most of us just want our wages to keep pace with real life.”
UNISON argues that dissatisfaction is now creating a risk that more staff will leave the NHS for better-paid jobs elsewhere. The union says this could worsen staffing shortages and affect patient care.
Could NHS Pay Restructuring Talks Lead to More Money Later in 2026?
Although the 3.3% rise has already been confirmed, NHS pay discussions are not completely over.
The government has agreed to begin talks with unions and NHS employers about reforming the Agenda for Change pay structure. Those talks could lead to additional increases for some staff groups later in 2026.
Possible areas under discussion include:
- Higher starting pay for lower bands
- Better pay progression between bands
- Additional support for experienced staff
- Changes to reduce pressure on Bands 2 and 3
The government has said any future reforms could be backdated to 1 April 2026 if an agreement is reached.
A Department of Health spokesperson said the government wants to
“prioritise increasing pay for graduates and the lowest-paid members of staff”.
That means some NHS workers could eventually receive more than the headline 3.3%, although no final deal has yet been reached.
Which NHS Staff Groups Feel Most Undervalued in 2026?
UNISON’s analysis of NHS staff survey results suggests that lower-paid and frontline workers remain the least satisfied with their pay.
Healthcare assistants and ambulance staff reported the lowest levels of satisfaction in 2025. Nurses and midwives saw no improvement at all compared with 2023.
| Staff Group | Pay Satisfaction in 2025 | Change Since 2023 |
|---|---|---|
| Healthcare assistants | 21% | +1% |
| Ambulance staff | 25% | +2% |
| Nurses and midwives | 28% | 0% |
| Support staff | 33% | -2% |
| Medical and dental staff | 50% | +18% |
The figures show a clear divide between different groups within the NHS. Medical and dental staff were the only category to experience a significant rise in satisfaction, increasing by 18 percentage points since 2023.
By comparison:
- Support staff such as porters, catering workers and administrators became less satisfied
- Nurses and midwives reported no improvement
- Healthcare assistants remained the least positive group overall
Helga Pile said, “Soaring living costs have eaten into the pay of all health workers and inflation will quickly wipe out the pay award that kicks in today.”
UNISON says these results demonstrate why further talks are needed beyond the headline 3.3% increase.
Why Does UNISON Believe the Current Pay Offer Is Not Enough?
UNISON believes the current offer is not enough because workers are facing rising living costs while their pay has not increased at the same rate.
The union says a 3.3% rise may sound reasonable, but it does not represent a real improvement if inflation is similar or higher.
For example, if your salary rises by 3.3% but your rent, food bills and travel costs rise by 4%, you are effectively worse off than before.
UNISON also argues that low pay is contributing to:
- Recruitment problems
- High vacancy levels
- Experienced staff leaving
- Pressure on remaining workers
A healthcare assistant, teaching assistant or council worker may receive a small increase in wages, but still struggle to afford basic costs.
The union says that unless pay rises are larger and focused on lower-paid staff, public services may continue to lose workers to better-paid jobs in the private sector.
Could There Be Strikes or Industrial Action if the Pay Offer Is Rejected?
At the moment, no strike action has been confirmed.
UNISON says its priority is still to negotiate a better agreement with employers and the government. However, the union has also made clear that members could be asked to vote on industrial action if talks fail.
For now, workers are being encouraged to stay informed and make sure their membership details are correct.
What Would Need to Happen Before UNISON Members Could Vote on Strike Action?
Before any strike could take place, several stages would need to happen first. Negotiations would either have to break down completely or employers would need to make an offer that UNISON members believe is unacceptable.
If that happened, UNISON would usually begin by consulting members informally to understand how they feel about the offer. The union could then recommend rejecting the proposal and move to a formal ballot asking members whether they support industrial action.
Any strike ballot would have to follow legal requirements, including minimum turnout rules. That means workers would not automatically go on strike simply because they are unhappy with the pay offer.
UNISON has also reminded members to keep their address, email and workplace details up to date so they can receive any future ballot papers or campaign information. The union says industrial action would only be considered if there was clear and strong support among members.
Which Groups of Workers Could Be Involved in Any Future Ballot?
If a ballot takes place, it could involve different groups depending on where negotiations break down.
Possible groups include:
- Council workers
- School support staff
- NHS staff on Agenda for Change contracts
- Employees covered by NJC pay scales
A future ballot might not involve every worker at the same time. For example, local government staff could be balloted separately from NHS staff because the negotiations are different.
Some unions have already warned that dissatisfaction is growing. Unite said the 3.3% NHS figure could increase the likelihood of further action if no additional reforms are agreed.
UNISON has not announced any dates for industrial action. Instead, it continues to focus on improving the offer through negotiations and national campaigns.
When Will the UNISON Pay Rise 2026 Be Decided and Paid?
For NHS staff, the 3.3% pay rise has already been confirmed and started from 1 April 2026. However, if you work in local government or in a school support role, the timeline is different because negotiations are still ongoing.
UNISON submitted its local government pay claim on 1 December 2025. Employers then considered the claim between December 2025 and January 2026, with further discussions expected to continue throughout spring and summer 2026. A final agreement for council and school staff could therefore be reached later in the year.
If a local government pay deal is eventually agreed, it may still be backdated to April 2026, meaning you could receive additional pay for previous months.
While waiting for a final decision, you should continue checking updates from UNISON and your employer. It is also important to keep your membership details up to date and speak to your local UNISON branch if you are unsure whether you are covered by NJC pay scales or another pay arrangement.
What Should You Do If You Are Affected by the UNISON Pay Rise 2026?
If you are affected by the UNISON pay rise 2026, the most important step is to check which group you belong to.
You may be covered by:
- NJC pay scales if you work for a council or school
- Agenda for Change if you work in the NHS
- A different local agreement if you work in Scotland or another devolved area
You should also:
- Follow updates from UNISON
- Read any messages from your employer
- Update your contact details with the union
- Speak to your local branch if you have questions
Many workers are understandably confused because different sectors are receiving different offers. The NHS already has a confirmed figure, while local government staff are still waiting.
At the moment, no final decision has been made for council and school workers. That means it is important not to assume that the 3.3% NHS figure will automatically apply to every public sector worker.
The situation may continue to change during 2026, particularly if further negotiations or ballots take place.
Conclusion
The UNISON pay rise 2026 remains one of the biggest public sector pay debates in the UK this year. NHS staff have already received a confirmed 3.3% increase, but local government and school workers are still waiting for employers to respond to UNISON’s larger claim.
The union wants a more substantial settlement, including at least £3,000 or 10%, a £15 hourly minimum and improvements to working conditions. UNISON believes this is necessary to keep up with inflation and stop more workers leaving public services.
For now, the most likely outcome is continued negotiation rather than immediate industrial action. If you are affected, keep checking official updates and make sure your details with UNISON are current so that you do not miss any future developments.
FAQs
What is the latest UNISON pay rise proposal for 2026?
UNISON is asking for a pay rise of at least £3,000 or 10%, whichever is higher, for local government and school staff in 2026–27. The union also wants a £15 minimum hourly rate and better working conditions.
Who will receive the 3.3% NHS pay rise in 2026?
The 3.3% NHS pay rise applies to staff on Agenda for Change contracts from 1 April 2026. This includes nurses, paramedics, healthcare assistants, porters, administrators and other NHS support staff.
Has the 2026 local government pay rise been agreed yet?
No, local government employers have not yet agreed a final pay deal for council and school staff. Negotiations are still continuing after UNISON submitted its claim in December 2025.
Will the UNISON pay rise 2026 be backdated?
If a local government pay deal is agreed later in 2026, it could still be backdated to April. NHS staff have already started receiving their 3.3% increase from April 2026.
Why does UNISON say the current pay offer is too low?
UNISON believes the current offer is too low because inflation and living costs are still rising. The union says many workers will not see a real improvement in their finances after a 3.3% increase.
Could UNISON members go on strike over the 2026 pay rise?
No strike action has been confirmed so far. However, UNISON could ballot members if negotiations fail or if workers reject a future offer.
Which workers are included in the UNISON local government pay claim?
The claim covers council employees, school support staff and other workers on National Joint Council pay scales in England, Wales and Northern Ireland. This includes teaching assistants, refuse workers, library staff and local authority administrators.
