Why Are NJC Pay Scales So Important in 2025/26?
Pay is a central concern for staff working in local government and schools across the UK, especially at a time of rising living costs. For this workforce, salaries are structured through the National Joint Council (NJC) pay scales, which provide a nationally agreed framework negotiated annually between employers and trade unions.
The NJC pay agreement for 2025/26 has now been confirmed, setting out not just a percentage increase but also broader improvements in working conditions. This makes understanding the updated pay scales essential for employees, HR professionals, and voluntary organisations that use NJC as a benchmark.
What Has Been Agreed in the 2025/26 NJC Pay Award?
On 23 July 2025, the NJC for Local Government Services issued the official pay agreement for the year. The settlement includes:
- A 3.2% increase on all NJC pay points, effective from 1 April 2025 and backdated.
- A firm commitment to reach a minimum pay rate of £15 per hour, ensuring the lowest-paid workers are protected.
- An additional day of annual leave for all staff.
- A reduction in the working week by two hours without loss of pay, supporting improved work-life balance.
These changes reflect a recognition of the pressures facing staff and the need for both financial and non-financial improvements in employment conditions.
How Are NJC Pay Scales Structured in 2025/26?
NJC payscales are based on Spinal Column Points (SCPs), which run from point 1 to 43 in the nationally agreed framework. Each point represents a specific annual salary. Staff are placed on an SCP depending on their job evaluation, and they usually progress upwards annually through increments.
In Northern Ireland, the Northern Ireland Council for Voluntary Action (NICVA) produces payscales to support voluntary and community organisations. These extend the NJC framework beyond point 43, continuing up to point 59 for guidance purposes. However, it is important to note that SCP 44–59 are not part of the official NJC scales and are only advisory.
NJC salaries are traditionally based on a 37-hour working week. NICVA, however, applies the same scales to a 35-hour week, without pro-rating, as an organisational choice.
What Are the Confirmed NJC Pay Points for 2025/26?
The table below sets out examples from the confirmed NJC pay scales for 2025/26. Figures reflect the official 3.2% increase and demonstrate how pay is structured across the points.
Official NJC Payscales (SCP 1–43)
| Scale | SCP | 01-Apr-24 (£) | 01-Apr-25 (£) |
| Scale 1 | 1 | Deleted wef 01 Apr 23 | Deleted wef 01 Apr 23 |
| 2 | 23,656 | 24,413 | |
| 3 | 24,027 | 24,796 | |
| Scale 2 | 3 | 24,027 | 24,796 |
| 4 | 24,404 | 25,185 | |
| Scale 3 | 5 | 24,790 | 25,583 |
| 6 | 25,183 | 25,989 | |
| Scale 4 | 7 | 25,584 | 26,403 |
| 8 | 25,992 | 26,824 | |
| 9 | 26,409 | 27,254 | |
| 10 | 26,835 | 27,694 | |
| 11 | 27,269 | 28,142 | |
| Scale 5 | 12 | 27,711 | 28,598 |
| 13 | 28,163 | 29,064 | |
| 14 | 28,624 | 29,540 | |
| 15 | 29,093 | 30,024 | |
| 16 | 29,572 | 30,518 | |
| 17 | 30,060 | 31,022 | |
| Scale 6 | 18 | 30,559 | 31,537 |
| 19 | 31,067 | 32,061 | |
| 20 | 31,586 | 32,597 | |
| 21 | 32,115 | 33,143 | |
| 22 | 32,654 | 33,699 | |
| SO1 | 23 | 33,366 | 34,434 |
| 24 | 34,314 | 35,412 | |
| 25 | 35,235 | 36,363 | |
| SO2 | 26 | 36,124 | 37,280 |
| 27 | 37,035 | 38,220 | |
| 28 | 37,938 | 39,152 | |
| PO1 | 29 | 38,626 | 39,862 |
| 30 | 39,513 | 40,777 | |
| PO2 | 31 | 40,476 | 41,771 |
| 32 | 41,511 | 42,839 | |
| PO3 | 33 | 42,708 | 44,075 |
| 34 | 43,693 | 45,091 | |
| 35 | 44,711 | 46,142 | |
| PO4 | 36 | 45,718 | 47,181 |
| 37 | 46,731 | 48,226 | |
| 38 | 47,754 | 49,282 | |
| PO5 | 39 | 48,710 | 50,269 |
| 40 | 49,764 | 51,356 | |
| 41 | 50,788 | 52,413 | |
| PO6 | 42 | 51,802 | 53,460 |
| 43 | 52,805 | 54,495 |
Extended Payscales for Guidance (SCP 44–59)
(Not part of official NJC; used by NICVA and some councils for internal structures)
| Scale | SCP | 01-Apr-24 (£) | 01-Apr-25 (£) |
| PO7 | 44 | 53,886 | 55,610 |
| 45 | 54,971 | 56,730 | |
| 46 | 56,073 | 57,867 | |
| PO8 | 47 | 57,182 | 59,012 |
| 48 | 58,341 | 60,208 | |
| PO9 | 49 | 59,524 | 61,429 |
| 50 | 60,694 | 62,636 | |
| 51 | 61,858 | 63,837 | |
| PO10 | 52 | 63,025 | 65,042 |
| 53 | 64,189 | 66,243 | |
| 54 | 65,344 | 67,435 | |
| PO11 | 55 | 66,507 | 68,635 |
| 56 | 67,686 | 69,852 | |
| 57 | 68,865 | 71,069 | |
| PO12 | 58 | 70,017 | 72,258 |
| 59 | 71,191 | 73,469 |
How Should Organisations Use NJC Payscales to Set Pay?
While NJC provides the national framework, each organisation has a responsibility to apply it fairly to their workforce. NICVA emphasises that its payscales are for guidance only and cannot substitute for an organisation’s own pay-setting process. Employers should establish clear and objective systems that take into account:
- Responsibility: A committee or designated person should oversee pay decisions to ensure consistency.
- Policy clarity: Employment contracts should set out the pay scale used, progression methods, and how increases are applied.
- Job role definition: Each role should have a clear job description and person specification.
- Benchmarking: Organisations should compare their salaries with similar roles in other organisations.
- Job evaluation: A systematic method of ranking roles ensures fairness and consistency.
- Equal pay compliance: Employers must avoid discrimination and ensure equal pay for work of equal value.
These principles help organisations use NJC pay scales responsibly while maintaining fairness across roles.
What Role Does NICVA Play in NJC Pay Scales?
It is important to stress that NICVA does not negotiate NJC pay scales and plays no role in setting them. Negotiations take place nationally between local government employers and trade unions, such as UNISON, GMB, and Unite.
NICVA’s role is primarily supportive, producing extended payscales for voluntary and community sector organisations in Northern Ireland. This allows employers outside of local government to use a consistent reference point for pay structures, even though only SCP 1–43 are officially agreed as NJC pay points.
How Does the 2025/26 NJC Agreement Improve Working Conditions?
While the 3.2% increase is the headline change, the wider package of benefits makes this year’s agreement more significant. Staff will enjoy an additional day of leave, providing valuable time away from work. The reduction of the working week by two hours represents a meaningful improvement in work-life balance, signalling a cultural shift towards recognising wellbeing alongside pay.
These changes mean that the 2025/26 NJC agreement addresses both financial security and quality of working life, making it one of the more progressive settlements in recent years.
How Do NJC Pay Scales Compare to Other Public Sector Frameworks?
The NJC system is one of several structured pay arrangements in the public sector. The NHS uses banding from 2 to 9, teachers’ pay is reviewed through the School Teachers’ Review Body, and civil service pay varies by department. What sets NJC apart is its widespread use not only in councils and schools but also as a benchmark for voluntary sector pay.
By committing to both a 3.2% uplift and a pathway to £15 per hour, the NJC agreement for 2025/26 aligns with broader public sector efforts to balance fairness, retention, and budget constraints.
What Does the 2025/26 NJC Pay Award Mean Overall?
The NJC payscales for 2025/26 confirm a clear 3.2% rise across all pay points, with additional benefits that improve conditions for staff. From the lowest paid to senior officers, every employee benefits from either percentage uplifts, backdated arrears, or incremental progression.
The addition of an extra day of leave and the shorter working week shows that the NJC is addressing not just salary but also wellbeing. For voluntary sector employers using NICVA’s extended guidance, the scales provide a practical tool for fair pay setting, even though points beyond 43 are not part of the official NJC structure.
Ultimately, the 2025/26 award represents both recognition of staff contributions and a step forward in building a more sustainable, attractive employment framework in local government and beyond.
FAQs on NJC Pay Scales 2025/26
When was the 2025/26 NJC agreement announced?
The agreement was officially issued on 23 July 2025 by the NJC for Local Government Services.
Does NICVA negotiate NJC pay scales?
No. NICVA does not negotiate NJC pay scales but produces extended versions for voluntary and community sector use.
What is the official NJC scale?
The official scale covers SCP 1 to SCP 43, based on a 37-hour week. NICVA extends this to SCP 59 for guidance.
Do NICVA’s scales use pro-rata for 35 hours?
No. NICVA applies NJC scales to a 35-hour week without pro-rating. This is an organisational choice.
What are the main benefits of the 2025/26 agreement?
A 3.2% increase, a £15 minimum wage commitment, one extra day of leave, and a two-hour shorter working week.
How can organisations set fair pay using NJC?
They should adopt policies that include benchmarking, job evaluation, and clear contracts, while ensuring equal pay compliance.
Where can staff find the official pay scales?
Official documents are published by the Local Government Association, UNISON, and GMB Union websites.
