Pay for Grades B, C and D
Following the November 2025 increase to the Foundation Living Wage, which created an overlap between Grade C and Grade D, between December 2025 and February 2026 the University reviewed pay grades B, C, and D in consultation with trade unions, Unite, Unison and UCU.
We have now completed the next stage of consultation with trade unions regarding the proposed changes to Grades B, C and D which we shared with you on 23 February. We have taken account of feedback, and the need to reach a financially sustainable, long-term solution for the University, and we have made a number of changes to February’s proposals.
These changes are outlined on this page and in the tabs below. We have also answered some questions below.
We want to reassure you that no colleagues will see a reduction in their basic salary.
Summary of changes
Pay:
Colleagues in Grade D will see an increase to their pay, and the gap between Grade C and Grade D will increase. View a summary of the changes for Grade D.
The first point on our pay grades (L1 in Grade B) will continue to track the Foundation Living Wage (FLW) with future uplifts implemented earlier than proposed.
Dates for annual pay uplifts:
For Grade D colleagues, the pay increases will be backdated to April 2026 and will remain in place until new national rates take effect in August 2026 following the 2026/27 pay negotiations.
For colleagues paid the FLW rate, these changes mean that the increase to the FLW announced in autumn 2026 will be implemented in April 2027. The increase to the FLW announced in autumn 2027 will be implemented in April 2028, after which the implementation date will be jointly reviewed with our trade unions.
Next steps
Unison have accepted the University's proposal.
Unite will undertake a further consultative ballot, and we understand that Unite representatives are recommending that the revised proposals be supported. If you are a member of Unite, you will be contacted by your trade union about their consultation arrangements.
If Unite members support the revised proposals, we will take steps to implement the increases for colleagues in Grade D in your May 2026 pay.
These proposals are the University’s full and final position.
Changes to Grade B
Colleagues in Grades B and C are currently paid local rates, which are based on the Foundation Living Wage (FLW). These local rates were increased by 6.7%, due to the FLW increase in November 2025.
We have promised that our lowest salary will continue to match the Foundation’s Living Wage (FLW). Previously we proposed that the increases announced in November each year would be implemented the following August – at the same time as the national (JNCHES) uplift is applied – but backdated to April. Following further conversations with trade unions, we have agreed to bring forward the date the annual uplifts to the FLW are implemented.
The FLW uplift announced in:
- November 2026 will be paid from April 2027
- November 2027 will be paid from April 2028
After this, there will be a joint University-trade union review of the implementation date of the FLW. (This review may be brought forward if there is a local or national review of the full pay spine.)
This means that colleagues paid at the first point in Grade B will receive increases four months earlier than previously suggested.
Previous proposals from 23 February for reference:
The first point on the University’s grading scheme (L1) will continue to track the Foundation Living Wage (FLW).
From 1 August 2026, other points in Grade B will be aligned to the nationally negotiated JNCHES scale as follows:
- L1: JNCHES point 12 (£24,685 + 2026/27 increase)
- L2: JNCHES point 13 (£25,249 + 2026/27 increase)
- L3: JNCHES point 14 (£25,804 + 2026/27 increase)
- L4: JNCHES point 15 (£26,093 + 2026/27 increase)
(all salary examples are full time equivalent as at February 2026)
If our 2025 local rates are higher than the corresponding JNCHES rates at August 2026 (i.e. following the implementation of the 2026/27 national pay negotiations), the 2025 local rates will continue to apply. No colleagues will see a reduction in their basic salary.
The lowest point on the pay scale will continue to track the FLW. If a future increase to the FLW means that the bottom point on the payscale becomes higher than the point above it, then that higher point will also be set at the FLW rate.
Future uplifts will normally be implemented in August each year, however it may be later if the nationally negotiated JNCHES uplift is delayed. This means that the FLW increase announced in Autumn 2026 will be paid in August 2027.
Colleagues who are paid the FLW will receive back pay to 1 April 2027. If the implementation date is delayed to later than 1 August 2027, then the effective date for back pay will also be delayed.
Colleagues in Grade B will continue to receive annual increments on 1 August each year, subject to a minimum of 6 months’ service in the grade, up to the grade maximum of L4.
Changes to Grade C
Colleagues in Grade C are currently paid local rates, which are based on the Foundation Living Wage (FLW). These local rates were increased by 6.7%, due to the FLW increase in November 2025.
Colleagues in Grade C pay scales will be aligned to higher points on the national pay scale and will receive increases that have been nationally negotiated through the Joint Negotiating Committee for Higher Education Staff (JNCHES).
Trade unions raised no additional points regarding Grade C and no further changes are proposed.
Previous proposals from 23 February for reference:
From 1 August 2026, points in Grade C will be aligned to the JNCHES scale as follows:
- L5: JNCHES point 16 (£26,707 + 2026/27 increase)
- L6: JNCHES point 17 (£27,319 + 2026/27 increase)
- L7: JNCHES point 18 (£28,031 + 2026/27 increase)
- L8: JNCHES point 19 (£28,778 + 2026/27 increase)
- L9: JNCHES point 20 (£29,588 + 2026/27 increase)
(all salary examples are full time equivalent as at February 2026)
If our 2025 local rates (the FLW) are higher than the corresponding JNCHES rates at August 2026 (i.e. following the implementation of the 2026/27 national pay negotiations), the 2025 local rates will continue to apply. No colleagues will see a reduction in their basic salary.
Colleagues in Grade C will continue to receive annual increments on 1 August each year as long as they have worked a minimum of 6 months’ service in the grade, up to the grade maximum of L9.
Changes to Grade D
View an outline of the changes to Grade D.
Previous proposals from 23 February for reference:
It is proposed that salary points 18, 19 and 20 in grade D are increased to £30,378.
From the first of the month following the conclusion of our local negotiations, the salary for points 18-20 will be increased to the national salary rate for point 21 (£30,378). For example, if an agreement is concluded by Tuesday, 31 March 2026, this increase would be applied from 1 April 2026.
This will mean that, from the date of implementation until 31 July 2026, Grade D will be as follows:
- point 18: £30,378
- point 19: £30,378
- point 20: £30,378
- point 21: £30,378
- point 22: £31,236
From 1 August 2026, Grade D will be as follows:
- JNCHES point 21 (£30,378 + 2026/27 JNCHES increase)
- JNCHES point 22 (£31,236 + 2026/27 JNCHES increase)
- JNCHES point 23 (£32,080 + 2026/27 JNCHES increase)
Colleagues in Grade D will continue to receive annual scale point increments on 1 August each year as long as they have worked a minimum of 6 months’ service in the grade, up to JNCHES point 23. This means that colleagues on points 18-20 will increment to point 21, colleagues on point 21 will increment to point 22 and colleagues on point 22 will increment to point 23 from 1 August 2026 (if you have worked 6 months in the grade).
JNCHES increases will be applied to Grade D from 1 August 2026.
The details can be found on Trent Self Service. Then click on your current job (under “My Employment”) - – this will take you to details about your current grade and pay.
The Joint Negotiating Committee for Higher Education Staff (JNCHES). This is the central committee for multi-employer national negotiations and dialogue on pay and pay-related issues. Each year, JNCHES negotiates changes to the national payspine, with uplifts normally taking effect from 1 August each year.
Colleagues in Grades B and C have already received a 6.7% pay increase from November 2025. The national payscale points alignment for Grades B and C will take place from 1 August 2026 – but remember that if the FLW or the current (2025) local rates are higher, then those rates will still be paid. No one will see a reduction in their salary.
For Grade D colleagues, these changes will be backdated to April 2026 and will apply until the new national rates come into effect in August 2026 following the 2026/27 national pay negotiations.
National negotiations on pay levels through the Joint Negotiating Committee for Higher Education Staff (JNCHES) take place in spring and we will keep you informed of progress through the Weekly Bulletin.
Following further conversations with trade unions, we have agreed to bring forward the date the annual uplifts to the FLW are implemented.
This means that, for colleagues paid on the FLW rate (L1), the increase to the FLW announced by the Living Wage Foundation in autumn 2026 will be implemented in April 2027 and for the announcement in autumn 2027, this will be implemented in April 2028.
This is an increase on pay spend. Colleagues in Grades B and C have already received a 6.7% pay increase. Under the proposals, the salaries of colleagues on points 18 to 20 in Grade D would be increased to £30,378 and an additional spinal point (JNCHES point 23) would be added to the grade from August 2026. Altogether we expect these changes to increase the annual pay spend by around £2 million each year. The changes are already significantly over the amount that the University budgeted for the 2025/26 financial year. The University decided it is important to maintain our commitment to the FLW and will find savings from other budgets to fund these changes.
For colleagues on points 18-20, the full-time equivalent annual salary will be increased by £250 per annum, raising their annual salary to £30,628. This will increase the difference between Grade C and Grade D.
For colleagues on points 21 and 22, the previously proposed full-time equivalent annual salary will be increased by £500 per annum, raising their salary to £30,878 and £31,736 respectively.
These changes will be backdated to April 2026 and apply until the new national rates come into effect in August 2026 following the 2026/27 national pay negotiations.
There are no changes planned to Grade E. Grade E begins at point 25, from £33,951. Grade E colleagues can currently progress through scale point increments up to point 27, currently £35,608. Under our proposals, from August 2026 the top payscale point in Grade D will be point 23, currently £32,080, maintaining a clear differential between the top of Grade D and the first point of Grade E.
All car parking charges are being looked at as part of an overall parking review. Information on this will be provided in the coming months.
No. All points in Grade B will use the FLW or local rates if they are higher than the national pay spine points 12-15. No colleagues’ salary will go down.
We continue to support joint work at a national level to review the payspine, subject to affordability and implementation at local level. The second of three meetings to discuss higher education pay for 2026-7 took place on Thursday 9 April. The Universities and Colleges Employers Association (UCEA) (representing 138 employers, including ourselves) made an offer of a 1.8% uplift. This is now be considered by the trade unions. There were also positive discussions on a review of the national pay spine.
If plans for national review during 2026/27 are not clear by September 2026, then the University will engage with trade unions on what action can be taken locally recognising the current financial environment.
In addition, subject to workload priority, once the employers’ offer in the 2026/27 national pay negotiations is known, in the term three (summer 2026) the University will commence engagement with representatives of the campus trade unions to outline the principles for a potential local review.
Members of Unite will be consulted by your trade union. All colleagues are welcome to comment directly to humanresources@exeter.ac.uk or raise questions at senior team talks.