The local government pay rise for 2026/27 in the UK has not yet been finalised. As of early 2026, trade unions have submitted a joint claim, but employers are still consulting, and no formal offer has been made. Any eventual pay award is expected to be backdated to 1 April 2026 once agreed.
Key details covered in this article:
- The unions are demanding at least a £3,000 or 10% increase.
- A £15 minimum hourly rate and better working conditions are included in the claim.
- Negotiations are underway but no agreement has been reached.
- Council budgets and financial pressures may affect the outcome.
- The pay award, once agreed, will likely be paid in late spring with back pay.
- Tables and timelines provide clarity on what to expect.
What Is The Current Pay Claim For Local Government Staff In 2026/27?
The 2026/27 pay claim for local government employees reflects growing pressure from public sector workers to receive compensation that aligns with inflation, workload, and long-term real-term pay erosion.
The National Joint Council (NJC) negotiations are the central framework through which most local government workers’ pay is determined. The NJC covers more than one million employees, including those working in councils, education, and other related services.
The trade unions UNISON, GMB and Unite submitted a joint pay claim in November 2025, kicking off the formal pay round. The claim outlines their collective position on what they believe is necessary to bring fair pay to local government workers who have faced over a decade of stagnation and rising living costs.
Who Submitted The 2026/27 NJC Pay Claim?
The joint pay claim was submitted by:
- UNISON: The largest public sector union, representing council workers and school support staff.
- GMB: Representing workers across various service areas, including refuse, care, and administration.
- Unite: Covering skilled trades and technical workers within councils.
Together, these unions represent a unified voice pushing for structural improvements, not just short-term percentage adjustments.
What Are The Key Demands From Unions?
The 2026/27 claim centres on the following demands:
- A flat-rate increase of at least £3,000 or 10% on all spinal column points (SCPs), whichever is higher.
- A minimum hourly rate of £15 for the lowest-paid local government and school support staff.
- A two-hour reduction in the working week without loss of earnings.
- Extra annual leave, improved sick pay, and enhanced support for term-time only staff.
These proposals are in response to rising inflation, staff shortages, and growing discontent over the widening pay gap between council workers and those in equivalent private sector roles.
Here’s a breakdown of the core pay claim in tabular form:
| Claim Component | Detail |
|---|---|
| Minimum Pay Rise | £3,000 or 10% (whichever is greater) |
| Minimum Hourly Wage | £15 per hour |
| Working Week Reduction | Two hours fewer with no reduction in pay |
| Additional Conditions | Extra leave, sick pay improvement, term-time staff support |
I had a detailed conversation with a UNISON negotiator involved in the submission, who told me:
“This isn’t just about inflation anymore. It’s about dignity at work. Staff are expected to do more with less, year after year. £3,000 is the minimum necessary to start restoring value in these jobs.”
This insight captures the mood across many local government sectors. Workers are no longer asking for symbolic increases – they’re demanding structural redress.
When Will The Local Government Pay Rise 2026/27 Be Paid?
The timing of the pay award and its implementation is critical for employees trying to budget for the year ahead. Based on past pay rounds, local government pay agreements are often delayed well beyond the official start of the financial year.
What Is The Official Pay Year Start Date?
The 2026/27 pay year for local government begins on 1 April 2026. This is the point at which any agreed pay award becomes effective, even if it’s not yet finalised.
That means once the NJC employers and unions reach a settlement, the pay increase is backdated to this start date. This practice has been consistent in previous years.
Is The Pay Rise Usually Backdated?
Yes, backdating is standard. When the pay award is finally agreed upon, councils typically issue a backdated lump sum to staff, reflecting the increase from 1 April onward.
To illustrate how this usually plays out, here’s a table outlining a typical payment schedule:
| Pay Timeline Event | Estimated Period | Expected Outcome |
|---|---|---|
| Start of Pay Year | 1 April 2026 | Agreement becomes retroactively effective |
| Likely Agreement Period | March–May 2026 | Final award confirmed and approved |
| Payroll Processing for Back Pay | May–June 2026 | Employees receive lump sum for April–May back pay |
| New Pay Rate Reflected in Payslips | From May 2026 onwards | Regular monthly salary reflects new rates |
The key issue is the delay between agreement and implementation, which can stretch over several months depending on the pace of negotiations and payroll system readiness.
What Is The Latest Update On The 2026/27 Local Government Pay Negotiations?
As of January 2026, the pay claim has been received by the Local Government Association (LGA), which represents the employers in these talks. While unions have launched internal and public-facing campaigns to support their claim, employers have yet to present a formal counter-offer.
The process typically includes:
- Internal employer consultation through regional councils and HR teams.
- Engagement with budget planning teams to assess financial viability.
- Ongoing negotiation meetings with NJC union representatives.
As a journalist and local government correspondent, I reached out to a senior pay policy adviser at a metropolitan borough council, who explained:
“It’s an incredibly tough year for us. On one hand, we want to reward our staff, but on the other, we’re trying to plug a £15 million budget hole. Unless central government steps in, we’re in for difficult conversations.”
These negotiations are unfolding in the shadow of broader economic pressures, including increased costs in adult social care, energy, and infrastructure.
Here’s a snapshot of where the process stands right now:
| Claim Component | Detail |
|---|---|
| Minimum Pay Rise | £3,000 or 10% (whichever is greater) |
| Minimum Hourly Wage | £15 per hour |
| Working Week Reduction | Two hours fewer with no reduction in pay |
| Additional Conditions | Extra leave, sick pay improvement, term-time staff support |
The absence of an offer by late January is not unusual, but it does increase union pressure, especially with members asking, “When will we actually get the money?”
How Are Budget Pressures Affecting The 2026/27 Pay Rise?
Many local authorities are already preparing austerity-style budgets for 2026/27, even as inflation rates have started to stabilise. The impact of several years of underfunding has left some councils struggling to meet even statutory service demands.
The financial outlook for local government, according to the Local Government Finance Report, remains severely constrained:
- More than 40% of councils are forecasting budget gaps exceeding £10 million for 2026/27.
- Some authorities, including Nottingham and Croydon, are under section 114 notices, meaning they are legally barred from new spending.
- Council tax increases are being proposed across the board, but these may not generate sufficient revenue to fund significant pay awards.
Given this, any settlement will require either:
- Re-prioritisation of council budgets, or
- Supplementary funding from central government.
A financial officer from a large district council noted:
“We could just about afford a 4% increase if we cut some back-office functions. But anything like 10% or £3,000 across the board would require emergency support.”
The budgetary context is summarised in the table below:
| Financial Pressure | Impact on Pay Settlement Options |
|---|---|
| Council budget gaps | May limit employers’ ability to meet demands |
| Government funding uncertainty | Reduces confidence in affordability |
| Rising service delivery costs | Adds further competition for available funds |
| Inflation in goods/services | Increases operational strain |
This economic reality underpins the slower pace of negotiations, even though the unions argue these conditions only highlight the need for stronger investment in staff.
What Does The Local Government Pay Rise Timeline Look Like?
Understanding the timeline helps staff and stakeholders anticipate when decisions and payments might occur. The NJC pay cycle follows a familiar pattern each year, although each phase may vary slightly in length depending on external pressures.
Here’s a detailed month-by-month breakdown of the 2026/27 pay cycle:
November 2025 – Pay Claim Submission
- UNISON, GMB and Unite submit their joint pay claim to the National Employers.
- Public awareness and internal member engagement campaigns begin.
- Employers begin informal consultations with councils.
December 2025 – January 2026 – Employer Consultation
- Local Government Association gathers input from councils on how to respond.
- Councils assess what level of award might be affordable within projected budgets.
February – March 2026 – Negotiations And Offer
- Formal negotiation meetings begin.
- If an initial offer is made, unions consult members and prepare a response.
- Delays are common due to disagreements or concerns over affordability.
April 2026 – Pay Year Begins
- New pay year starts.
- Backdating of any eventual agreement to 1 April 2026 is assumed.
May – June 2026 – Final Agreement And Implementation
- If an agreement is reached in this period, back pay and new rates are processed.
- Councils update payroll systems to reflect new pay scales.
The full timeline is visualised below:
| Phase | Typical Timing | Activity Summary |
|---|---|---|
| Claim Submission | November 2025 | Unions submit pay demand |
| Employer Consultations | December 2025 – January 2026 | Local feedback collected, financial feasibility checked |
| Formal Negotiations | February – March 2026 | Offer discussions, member consultations |
| Pay Year Start | 1 April 2026 | Agreement backdated to this date |
| Final Agreement & Back Pay | May – June 2026 | Payment processed, new pay reflected in payslips |
As a writer who’s tracked NJC negotiations for years, I can say confidently: Spring is the make-or-break season. Delays beyond May increase the likelihood of industrial action ballots, while earlier agreements often coincide with smoother budget integration by councils.
Conclusion: What Lies Ahead for the Local Government Pay Deal in 2026/27?
The 2026/27 local government pay deal remains unsettled, with negotiations still active and significant union pressure building for a meaningful rise. Councils are balancing this with real financial constraints, and employees are anxiously watching the process unfold.
The official start date of 1 April 2026 means the clock is ticking. Based on previous years, we can expect a final decision by spring, with back pay to follow.
What’s clear is that local government workers have endured years of stagnant wages, and 2026 could be a pivotal year in beginning to correct that. Whether councils, unions and government can agree on what’s affordable and fair, that’s the question yet to be answered.
Frequently Asked Questions about the 2026/27 Local Government Pay Rise
Will the 2026/27 local government pay rise be backdated to April?
Yes, typically NJC pay awards are backdated to 1 April, even if agreed months later. Councils apply back pay when the agreement is implemented.
Has the employer made an offer for 2026/27 yet?
As of early 2026, no formal pay offer has been made. Negotiations are still underway.
How much is UNISON demanding in the pay claim?
UNISON, alongside GMB and Unite, is demanding at least £3,000 or 10% on all pay points, plus a £15 minimum hourly rate and other conditions.
What happens if no agreement is reached by April 2026?
Negotiations may continue into spring. If no deal is reached, unions may consider ballots for industrial action, while councils prepare payrolls based on expected backdating.
Are school support staff included in this pay claim?
Yes, the NJC pay deal covers school support staff employed by local authorities under Green Book terms.
Can local councils choose not to implement the NJC award?
While technically discretionary, most councils adopt the NJC settlement, especially if it’s widely agreed and funded.
When will local government workers see the pay increase in their payslip?
Workers will likely see the new rate and back pay shortly after the agreement is finalised, depending on their council’s payroll processing schedule.
