For Staff

Pay 2019-20

2019-2020 final pay offer to be implemented

The Universities and Colleges Employers Association (UCEA) has issued advice to its employer members to implement the final pay offer. All employees on the University’s salary scale will receive the increase in their September pay, backdated to 1 August 2019.

For colleagues employed on our salary scales, the final offer means:

  • at least 1.8% base pay increase for all employees (see new salary pay points on the HR website)
  • base pay increases of between 1.82% and 3.65% for colleagues on points 2-16 on the pay spine (1.8% for point 17 and above)
  • removal of spine point two from the 50-point pay scale from 1 April 2020, meaning the lowest pay point will be point three.

The basic 1.8% to 3.65% pay increase is just one element of total pay, reward and recognition.

Pay increases for approximately half of our colleagues also include service increments, promotion and other contribution-related pay increases (additional scale increments, discretionary increments and one-off payments).

More than 4,000 (45%) colleagues receive at least 4.8% when taking service increments into account (1.8% base pay increase + 3% service increment, paid at the appropriate service date). 

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UCU union plans industrial action in relation to 2019-20 Pay

The University's priority throughout this time is to minimise any disruption to students and to ensure we continue to communicate with colleagues about the issues at the heart of this action. Follow information about the industrial action

Wellbeing and support for colleagues

Ensuring that realistic, sustainable workloads are achieved and maintained is an important factor to maintaining wellbeing. The wellbeing of our people is a key priority for the University. New guidance for colleagues draws together all the support and resources that are available to help deal with mental health issues

It was developed with support from our recognised unions and pulls together a consistent approach to support available from HR, Occupational Health, Staff Counselling and Psychological Support.

Casualisation: the University’s commitment

We have already committed, in March this year, to undertake a review of the current approach to our resourcing strategy and employment in relation to short-term contracts. We are keen to ensure that this is done thoroughly and effectively, with appropriate engagement of our recognised unions. This work will start once the ongoing work with the unions on the approach to organisational change is concluded.

Gender Pay Gap 2019 report published

Our latest report shows a further reduction in the gender pay gap at the University, but that there is still work to do. While we are pleased that our figures show a reduction, we recognise that there is still some way to go to improve gender balance.

  • The mean gender pay gap at the University is currently 18.9%, compared to 20.1% in 2018 and 22.5% in 2017.
  • The median gender pay gap at the University is 12.5% compared to 14.3% in 2018 and 15.8% in 2017.
  • There are more men than women in more senior roles and more women than men in middle and lower paid roles.

Read the Gender Pay Gap report 2019


UCU and UCEA to continue dialogue following 17 December meeting

The employee and employer member bodies tested out shared ideas for new sector-level joint work on the key union dispute issues of gender and ethnicity pay gaps, casualisation and workload.

UCEA and UCU to discuss sector-level work on key matters in the pay-related dispute

UCU union and UCEA employers' body are set to meet on 17 December.

Recent discussions with national employers’ bodies

Recently, national employers’ bodies UUK and UCEA have talked to UCU representatives on both USS pension and pay-related topics.

Statement from UCEA on latest talks with UCU

The Universities and Colleges Employers Association (UCEA) has published a statement following its meeting with University and College Union (UCU) on Tuesday 26 November.

Gender Pay Gap: 2019 report published

Our latest report shows a further reduction in the gender pay gap, but that there is still work to do.

Open letter to staff from national employers’ bodies on pay and pensions

The national bodies representing employers on pay and pensions have written an open letter to all staff at the institutions where UCU is planning industrial action.

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