School support staff across England, Wales, and Northern Ireland have been offered a proposed 3.3% pay rise for 2026/27 under the National Joint Council (NJC) agreement.
The offer, which would be backdated to 1 April 2026 if agreed, covers NJC pay points 3 to 43 and includes teaching assistants, school administrators, caretakers, catering teams, and other support roles.
However, the offer has not yet been fully agreed, as major unions including UNISON and Unite have rejected it and are considering further action.
Key updates:
- Proposed NJC pay increase: 3.3%
- Effective date: 1 April 2026
- Proposed implementation date: Backdated to 1 April 2026 if approved
- Applies to: School and council support staff under NJC terms
- UNISON and Unite have rejected the offer
- GMB members are currently being consulted
- Unions originally requested £3,000 or 10%
As negotiations continue, many school employees are now asking what the new rates could mean for their salary, working conditions, and future pay expectations.
What Is the Proposed School Support Staff Pay Rise for 2026/27?
The proposed school support staff pay rise for 2026/27 is a 3.3% increase across NJC pay points and allowances. The offer was made by the National Employers in March 2026 as part of the annual local government and school support staff pay negotiations.
This proposed increase applies to employees covered by the NJC Green Book agreement, including a large number of school-based support workers. If implemented, the rise would become a consolidated and permanent addition to salaries from April 2026.
While a 3.3% rise may appear positive on paper, many unions argue that it does not reflect the ongoing pressure caused by inflation, rising living costs, and recruitment challenges across schools and councils.
Pay offer overview:
| Element | Details |
| Proposed pay increase | 3.3% |
| Proposed effective date | Backdated to 1 April 2026 if agreed |
| Coverage | NJC pay points 3–43 |
| Included staff | School support and local government workers |
| Current status | Under union consultation and dispute |
The proposed settlement follows the 3.2% increase awarded during the 2025/26 pay year, meaning support staff have now seen consecutive annual pay rise discussions focused heavily on affordability and workforce retention.
What Is the National Joint Council (NJC) and Why Does It Matter for School Support Staff?
The National Joint Council (NJC) for Local Government Services is the main negotiating body responsible for pay and employment conditions for more than 1.4 million council and school workers across England, Wales, and Northern Ireland.
The NJC plays a major role in determining annual salary increases, working conditions, leave entitlements, and employment policies for school support staff employed under local authority terms.
Understanding the NJC Green Book Agreement
The NJC agreement is commonly known as the “Green Book”. It acts as the national framework for local government employees and many school support workers.
Under the Green Book structure, annual pay awards are negotiated between employers and recognised unions, including UNISON, GMB, and Unite. The agreement helps maintain consistency in pay scales and employment conditions across local authorities.
Which School and Council Employees Are Covered by the NJC?
Many non-teaching school roles fall under NJC pay arrangements. These often include:
- Teaching assistants
- School administrators
- Caretakers and site managers
- Catering staff
- Lunchtime supervisors
- Technicians
- Pastoral support staff
- School business support teams
Not every school follows NJC rates, particularly academies and independent schools, but maintained schools usually align with these national agreements.
How the NJC Pay Spine Works?
The NJC uses a spinal column points system, commonly known as the pay spine. Employees are assigned a pay point depending on their role, responsibilities, and experience level.
NJC pay structure example:
| NJC Pay Point Range | Typical Roles |
| SCP 3–6 | Entry-level support roles |
| SCP 7–17 | Teaching assistants and admin staff |
| SCP 18–28 | Senior support and specialist roles |
| SCP 29–43 | Management and leadership support roles |
The annual pay award usually increases the value of each spinal column point. This means staff salaries rise based on their existing pay grade.
“School support staff are essential to the smooth operation of education services, and pay negotiations remain critical for recruitment and retention,” said a senior local government employment adviser.
The NJC framework continues to shape the financial outlook for thousands of school employees across the UK.
Why Has a 3.3% Pay Increase Been Offered to NJC School Support Staff?
The 3.3% offer reflects the employers’ attempt to balance workforce pressures with financial constraints facing councils and schools.
Local authorities have repeatedly highlighted budget limitations, while unions argue that support staff wages have failed to keep pace with inflation for several years.
Employers described the proposal as a “full and final” one-year offer covering the period from April 2026 to March 2027. Alongside salary increases, the proposal also includes a 3.3% uplift on allowances linked to NJC pay arrangements.
Recent NJC pay trends:
| Pay Year | Agreed or Proposed Increase |
| 2024/25 | National settlement applied |
| 2025/26 | 3.2% increase |
| 2026/27 | Proposed 3.3% increase |
The debate surrounding the offer is not simply about percentages. Unions have stressed that school support staff are facing increasing workloads, staffing shortages, and higher living expenses, particularly in larger towns and cities.
Which School Support Staff Roles Could Benefit from the 2026/27 Pay Award?
The proposed pay award could affect a wide range of school support employees working under NJC contracts. Since many schools rely heavily on non-teaching staff to maintain day-to-day operations, the impact of the pay rise could be significant across the education sector.
Teaching Assistants and Classroom Support Roles
Teaching assistants are among the largest groups affected by the NJC pay negotiations. Many classroom support professionals have seen increasing responsibilities in recent years, including behavioural support, SEN assistance, and intervention work.
The proposed rise may also apply to:
- Learning mentors
- Cover supervisors
- Inclusion support workers
- Classroom intervention staff
School Administration, Site and Catering Staff
School operations depend heavily on administrative and site teams. Roles likely to benefit include reception staff, finance assistants, ICT technicians, catering assistants, and caretakers.
Role examples affected by NJC pay rise:
| School Support Role | Likely Covered by NJC |
| Teaching Assistant | Yes |
| School Administrator | Yes |
| Caretaker | Yes |
| Catering Assistant | Yes |
| School Business Manager | Often |
| Independent School Staff | Not always |
Even though the increase is percentage-based, actual salary gains will vary depending on contracted hours, pay points, and term-time arrangements. This means some staff may notice only modest monthly increases after deductions.
How Much Could School Support Staff Salaries Increase Under the New NJC Rates?
The exact amount employees receive depends on their current salary and NJC spinal column point. Staff on higher grades may see larger annual increases in cash terms, while lower-paid workers may still feel financial pressure despite the percentage uplift.
Estimated examples of salary changes:
| Current Salary | Approximate 3.3% Increase | Estimated New Salary |
| £18,000 | £594 | £18,594 |
| £22,000 | £726 | £22,726 |
| £28,000 | £924 | £28,924 |
| £35,000 | £1,155 | £36,155 |
For term-time-only staff, calculations may differ because salaries are often pro-rated according to working weeks and contracted hours.
Some unions argue that percentage-based rises disproportionately affect lower-paid workers, which is why they originally demanded a flat-rate increase of at least £3,000 or 10%, whichever was greater.
“Support staff have experienced years of real-terms pay pressure, and many members believe the current offer does not go far enough,” stated a regional union representative.
Although the 3.3% offer would increase pay levels nationally, many staff remain concerned about affordability and long-term financial stability.
Why Have UNISON and Unite Rejected the 2026/27 NJC Pay Offer?
UNISON and Unite have rejected the proposed 3.3% NJC pay offer because they believe it does not properly reflect the financial pressure facing school support staff.
Many workers are still dealing with rising living costs, while wages have struggled to keep pace over recent years.
Main Reasons Behind the Rejection:
- The 3.3% offer is seen as too low compared with current household costs.
- Unions argue that long-term pay erosion has affected support staff incomes.
- Schools and councils are facing recruitment and retention problems.
- Many support staff are dealing with heavier workloads.
- Unions are concerned about limited extra government funding.
The rejection has left the 2026/27 pay settlement uncertain. Schools may need to plan carefully while unions continue consultations, ballots, and possible industrial action discussions.
What Did the School Support Staff Unions Originally Request for 2026/27?
The original union claim submitted in December 2025 was significantly higher than the employers’ current offer. UNISON, GMB, and Unite jointly requested a package designed to improve both pay and working conditions.
The £3,000 or 10% Pay Claim Explained
The unions requested:
- A pay rise of at least £3,000 or 10%
- A minimum hourly wage of £15
- A reduction of two working hours per week
- One extra day of annual leave
- Paid term-time leave flexibility
- Removal of Level 1 teaching assistant roles
The claim aimed to address concerns over low pay and staff shortages across education and local government services.
Calls for a £15 Minimum Hourly Rate and Better Conditions
One of the biggest demands involved introducing a £15-per-hour minimum wage for all NJC staff. Union leaders argued this would help improve recruitment and reduce turnover in essential school support positions.
The unions also discussed the possibility of a multi-year settlement structure based on inflation-linked increases in future years.
“Schools increasingly rely on support staff to deliver essential educational and safeguarding responsibilities, which must be reflected in fair pay settlements,” commented an education workforce consultant.
The large gap between the union claim and the employers’ offer explains why negotiations remain tense.
Does the 2026/27 NJC Pay Rise Apply to Academies and Independent Schools?
The answer depends on how individual schools structure their employment contracts. Maintained schools generally follow NJC agreements because they operate under local authority arrangements.
However, academies and independent schools have greater flexibility over pay structures. Some choose to mirror NJC rates voluntarily, while others implement their own salary systems.
This means support staff working in academy trusts may receive different pay awards depending on local decisions. Employees should therefore check directly with their employer or HR department for confirmation.
In some cases, academy trusts align closely with NJC pay scales to remain competitive when recruiting experienced support staff.
When Will the New School Support Staff Pay Rates Be Confirmed and Paid?
If the pay award is eventually agreed, it would normally be backdated to 1 April 2026. However, because negotiations and ballots are still ongoing in May 2026, final confirmation could take additional time.
Many schools and councils may delay payroll adjustments until negotiations conclude. Once an agreement is reached, eligible employees could receive back pay covering the period from April 2026 onwards.
Current pay negotiation timeline:
| Date | Development |
| December 2025 | Union pay claim submitted |
| February 2026 | Regional consultations held |
| March 2026 | Employers offered 3.3% |
| April 2026 | UNISON and Unite rejected offer |
| May 2026 | GMB consultation ongoing |
Staff should continue monitoring updates from unions, local authorities, and school employers for confirmation regarding implementation dates
What Could Happen Next in the School Support Staff Pay Negotiations?
The next phase of negotiations could involve further discussions between employers and unions, although industrial action remains a possibility if no compromise is reached.
Some unions are already preparing ballot activity among members, while schools continue assessing the potential operational impact of any future disputes.
Union Ballots and Possible Industrial Action
Industrial action discussions have become more common across the education sector in recent years. If unions secure enough support from members, strike action could place additional pressure on employers to improve the offer.
However, any formal action would depend on ballot turnout thresholds and legal requirements.
Future Expectations for NJC School Support Staff Pay
Many analysts expect future pay negotiations to remain challenging due to continued funding pressures in education and local government.
At the same time, schools face increasing pressure to attract and retain skilled support staff. This could influence future settlements, particularly if staffing shortages continue to grow.
The outcome of the 2026/27 negotiations may therefore shape future discussions around public sector pay, workforce planning, and education funding for years ahead.
Conclusion
The proposed school support staff pay rise for 2026/27 has become a major issue across the UK education sector.
While the offered 3.3% increase could provide some financial relief, unions argue it still falls short of rising living costs and workload pressures. With consultations, ballots, and negotiations continuing, the final outcome remains uncertain.
School support staff, teaching assistants, and local authority employees should stay updated through union announcements and employer communications, as any eventual agreement is expected to be backdated to April 2026 if approved.
FAQs About School Support Staff Pay Rise 2026
What does the NJC Green Book agreement include?
The NJC Green Book sets out national pay scales, working conditions, annual leave, sick pay arrangements, and employment terms for local government and many school support staff.
Are school business managers covered by NJC pay agreements?
Many school business managers are employed under NJC contracts, although some academy trusts may use separate pay structures.
Is the 2026/27 pay rise higher than the 2025/26 settlement?
Yes, the proposed 3.3% increase is slightly higher than the 3.2% rise awarded for 2025/26.
Do all councils follow NJC pay scales for school support staff?
Most local authorities follow NJC agreements, although individual arrangements may vary slightly.
Can academies choose different pay scales for support staff?
Yes, academies are not always required to follow NJC rates and may implement their own salary structures.
How often are NJC school support staff pay rates reviewed?
NJC pay negotiations usually take place annually, with changes typically effective from 1 April each year.
What happens if unions refuse to accept the final pay offer?
If unions reject the offer, negotiations may continue, or unions could pursue industrial action through formal ballots.