2019–20 Pay Negotiations

Last updated 21 August 2019

The 2019-20 national pay negotiations have now been concluded and the University will be implementing the final offer (as below) with effect from 1 August 2019 in September 2019 payroll (with arrears paid in September). We are aware that the trade unions who participate in the national pay negotiations have rejected the offer. In the interests of ensuring colleagues receive the pay offer as quickly as possible, we are following guidance issued by the Universities and Colleges Employers Association (UCEA), to implement the pay uplift as soon as possible, with effect from 1 August 2019.  The relevant national trade unions have already been informed of the application of the final pay offer.

All staff paid on the University of Sheffield Grading Structure, Professorial Pay and Professorial Equivalent Pay Structures will receive an uplift of 1.8 per cent, with higher uplifts of up to 3.65 per cent for those on points 2 to 16. The uplifted salary scales can be found here.

The offer also includes the removal of point 2 of the national pay spine (Grade 1.2 on the University of Sheffield Grading Structure), by April 2020 at the latest. This is to ensure that salaries on this point stay ahead of statutory National Living Wage rises. We would also like to make this change in September's payroll, effective from and backdated to 1 August 2019, but this is subject to agreement with our local trade unions, as it will require a change to our local grade structures, and we have contacted them to seek this agreement.

This would mean that staff currently paid on Grade 1.2 would be moved to what is currently Grade 1.3, therefore getting an overall pay uplift (inclusive of pay award) of 5.64 per cent to £16,736 per annum (£9.17 per hour). This is above the current statutory living wage rate of £8.21 per hour and also compares favourably with the current Voluntary Living Wage Foundation rate of £9 per hour.

In addition, to ensure that the consistency of the grading structure is maintained as a result of the removal of point 2, we are also proposing to create a new exceptional increment point at Grade 1.4, and remove current Grade 2.1. These further changes, which are also subject to agreement with our local trade unions, would mean that:

  • All individuals paid on the current exceptional increment point of Grade 1.3 will get uplifted to a new exceptional increment point, Grade 1.4.
  • All individuals currently paid on Grade 2.1 will be uplifted to Grade 2.2, an overall pay uplift of 5.57 per cent (inclusive of pay award). Grade 2.1 would be removed for future use and shift premia will now be calculated using G2.2.

We will aim to seek agreement with our local trade unions on these additional pay structure changes by early September, in order to ensure they can be processed in September and backdated to 1 August 2019, along with the pay award. We will continue to work closely with local trade unions on the non-pay elements of the claim and the final offer, including gender pay gap, casualisation and workload issues as detailed below. 


How we're working with our local trade unions

We continue to work locally on a range of matters which are of concern to trade unions and colleagues across the sector to find ways to address areas such as academic workload pressures, stress and mental health concerns, casual working and career progression for academic staff. 

We will continue to engage with staff and our local trade unions on these matters. A summary of the positive progress we have made on these issues can be found in our How we're working with our local trade unions document (PDF, 246KB).