The local government pay rise 2026/27 is an important update for council workers, school support staff and other employees covered by the National Joint Council for Local Government Services, often known as the NJC Green Book.
The latest employer offer is a 3.3% consolidated pay increase from 1 April 2026. However, this should be described carefully. As of 9 July 2026, the 3.3% figure is the latest national employer offer, not a fully settled pay award across all union processes.
This article explains what the 2026/27 local government pay offer means, who may be affected, whether back pay could apply, how it compares with previous years, and what council and school workers should check before assuming their pay has changed.
For a wider public-sector comparison, readers may also find our related guide on the NHS pay rise 2026/27 useful, as NHS Agenda for Change pay is separate from local government NJC pay.
Quick Answer: What Is the Local Government Pay Rise 2026/27?
The latest local government pay rise 2026/27 offer is 3.3% from 1 April 2026 for NJC Green Book employees in England, Wales and Northern Ireland.
The offer is consolidated, meaning it would be added permanently to salary if implemented. However, the offer has not been universally accepted by the main unions, so workers should wait for formal employer payroll confirmation before treating it as a final pay award.
| Key point | Current position |
|---|---|
| Latest NJC pay offer | 3.3% |
| Effective date in offer | 1 April 2026 |
| Applies to | NJC Green Book employees in England, Wales and Northern Ireland |
| School support staff | Often included if employed on NJC Green Book terms |
| Scotland | Separate local government pay process |
| £15 per hour claim | Not confirmed as part of the employer offer |
| Status | Offer made, but workers should check latest employer and union updates |
What Does Local Government Pay Rise 2026/27 Mean?
The term local government pay rise 2026/27 usually refers to the annual pay negotiation for employees covered by the NJC Green Book. This is the national pay and conditions framework used by many councils, local authorities and schools across England, Wales and Northern Ireland.
The NJC pay spine is made up of spinal column points, often shortened to SCPs. Local employers then use those points to create local grades and salary bands.
A worker’s actual pay depends on their grade, spinal column point, contracted hours, employment status and local authority pay structure.
The 2026/27 pay offer matters because it affects the gross salary or hourly rate of many workers delivering public services, including administration, waste services, social care support, libraries, planning, housing, environmental services, customer service and school support roles.
Is the Local Government Pay Rise 2026/27 Confirmed?
The safest answer is: not fully as a final national settlement.
The National Employers have made a 3.3% full and final offer for 2026/27. The offer is intended to apply from 1 April 2026. However, trade unions have not simply treated the offer as settled.
UNISON, GMB and Unite have all published updates showing rejection, consultation or ballot activity around the offer.
This distinction is important because pay, employment and household income are YMYL topics. A worker should not rely on a social media post or headline alone.
The practical position for an individual employee depends on whether a final agreement is reached, when their employer implements it, and how payroll calculates any arrears.
Who Is Covered by the NJC Green Book Pay Offer?
The 2026/27 NJC pay offer mainly covers employees on NJC Green Book terms and conditions in England, Wales and Northern Ireland.
This may include many people working for:
- Local councils and local authorities
- County councils, district councils, borough councils and unitary authorities
- Local authority maintained schools
- Some academies that follow NJC terms
- Shared local government services
- Some arms-length or transferred services where NJC terms are retained
Common roles that may be affected include teaching assistants, school administrators, caretakers, cleaners, refuse workers, housing officers, library staff, planning support workers, customer service advisers, social care support staff and environmental health support staff.
However, eligibility always depends on the employment contract. Not every person working in a council building or school is automatically covered by NJC pay.
Who Is Not Usually Covered by This Pay Rise?
The NJC Green Book pay offer is separate from other public-sector pay systems. It does not usually apply to:
- Teachers covered by teacher pay arrangements
- NHS staff covered by Agenda for Change
- Firefighters covered by fire service pay arrangements
- Police officers or police staff on separate frameworks
- Civil servants on civil service pay arrangements
- Chief executives and some senior officers covered by different negotiating groups
- Scottish local government workers covered by separate Scottish bargaining
Workers comparing public-sector pay updates should be careful. A council pay offer, NHS pay award, teacher pay recommendation and civil service pay remit can all move separately.
Does the Local Government Pay Rise Apply to School Support Staff?
Many school support staff are included where they are employed on NJC Green Book terms. This can include teaching assistants, administrative staff, lunchtime supervisors, caretakers, cleaners, technicians and other non-teaching school workers.
However, school staff should check their contract because pay arrangements can vary between local authority maintained schools, academies and multi-academy trusts.
Term-time only workers should also be careful when estimating the value of a pay rise. A 3.3% headline increase does not always mean the same annual cash increase for every employee because pay may be pro-rated according to hours, working weeks, holiday pay and local calculation methods.
Does the 2026/27 Local Government Pay Rise Apply in Scotland?
No. The NJC Green Book pay process discussed in this article applies to England, Wales and Northern Ireland. Scottish local government pay is negotiated separately.
This is a common area of confusion. A council worker in Glasgow, Edinburgh, Aberdeen, Dundee or another Scottish local authority should check Scottish local government pay updates rather than assuming the NJC Green Book offer applies to them.
How Much Is the 3.3% Pay Offer Worth?
A 3.3% pay increase means the worker’s gross salary would rise by 3.3% before deductions. Gross pay is not the same as take-home pay, because income tax, National Insurance, pension contributions, student loan deductions and other payroll deductions may apply.
| Current annual salary | 3.3% gross annual increase | Approx. gross monthly increase | Estimated new annual salary |
|---|---|---|---|
| £24,796 | £818.27 | £68.19 | £25,614.27 |
| £27,000 | £891.00 | £74.25 | £27,891.00 |
| £30,000 | £990.00 | £82.50 | £30,990.00 |
| £35,000 | £1,155.00 | £96.25 | £36,155.00 |
| £40,000 | £1,320.00 | £110.00 | £41,320.00 |
| £50,000 | £1,650.00 | £137.50 | £51,650.00 |
These examples are for illustration only. They do not calculate tax, National Insurance, pension contributions, benefit changes or local payroll adjustments.
Will Council Workers Get Back Pay?
The 2026/27 employer offer is stated to apply from 1 April 2026. If the final award is implemented after that date and keeps the same effective date, workers may receive arrears from April 2026.
Back pay is not always paid immediately. Payroll teams need time to update salary scales, calculate arrears, apply deductions and deal with part-time hours, leavers, starters, role changes and term-time only calculations.
Employees should check their payslip carefully when a final award is implemented. Important lines to look for include basic pay, arrears, tax, National Insurance, pension contributions and any local allowances.
What Did the Unions Ask For?
The union claim for 2026/27 was higher than the employer offer. The claim included a pay increase of at least £3,000 or 10%, whichever was greater. It also included other requests around pay, conditions and working time.
One of the most searched issues is the proposed £15 per hour minimum NJC rate. This was part of the union claim, but it has not been confirmed as part of the employer offer.
Workers should therefore be cautious of online claims suggesting all local government employees are guaranteed £15 per hour in 2026/27. That is not the confirmed position based on the latest employer offer.
Is the £15 Per Hour Local Government Pay Rate Confirmed?
No. The £15 per hour NJC minimum is not confirmed as part of the 2026/27 employer offer.
The employers offered 3.3% and rejected several other elements of the claim, including the £15 per hour minimum rate. This does not mean unions have stopped campaigning for higher minimum pay. It means readers should separate the union claim from the employer offer.
This matters because misinformation around pay can affect household budgeting, benefit expectations and financial planning. Workers should rely on official employer, union and payroll updates before making financial decisions.
How Does the 2026/27 Offer Compare With the 2025/26 Pay Agreement?
The 2025/26 NJC pay agreement increased pay by 3.2% from 1 April 2025. The latest 2026/27 employer offer is 3.3% from 1 April 2026.
| Pay year | Headline figure | Status | Effective date |
|---|---|---|---|
| 2025/26 | 3.2% | Agreed pay agreement | 1 April 2025 |
| 2026/27 | 3.3% | Employer offer, not fully settled across union processes | 1 April 2026 in the offer |
The difference between 3.2% and 3.3% may look small, but the wider dispute is about more than the headline percentage. Unions have raised issues around low pay, living costs, recruitment, retention, workload and the long-term value of council and school support roles.
What Does the Pay Rise Mean for Take-Home Pay?
The headline percentage is a gross pay figure. Take-home pay depends on deductions and personal circumstances.
A local government pay rise could affect:
- Income tax
- National Insurance
- Local Government Pension Scheme contributions
- Student loan repayments
- Child maintenance deductions
- Universal Credit or other means-tested benefits
- Workplace pension contribution bands
Workers with extra income outside their council or school job should also understand tax reporting rules. Our guide on how to declare side hustle income to HMRC explains when additional earnings may need to be reported.
Could the Pay Rise Affect Universal Credit?
Yes, a pay rise or arrears payment can affect Universal Credit because Universal Credit is based on earnings received during an assessment period.
If a worker receives back pay in one month, that higher earnings figure may be reflected in that month’s Universal Credit calculation. The impact depends on the household’s work allowance, rent, children, disability elements, childcare costs, partner income and other circumstances.
Workers receiving Universal Credit should check their statement after any pay rise or arrears payment is processed. They should also keep payslips in case they need to query how earnings were reported.
What Should Workers Check Before Estimating Their Pay Rise?
Before estimating the value of the local government pay rise 2026/27, workers should check:
- Whether their contract says NJC, Green Book or local government services terms
- Their current spinal column point
- Their local grade
- Their contracted weekly hours
- Whether they are full-year, part-time or term-time only
- Whether they receive allowances or enhancements
- Whether pension contributions may change
- Whether arrears will be paid in a later month
For workers considering extra income because pay is under pressure, our article on UK side hustles in 2026 explains practical options and tax considerations.
What Should Employers and Payroll Teams Communicate?
Local authorities, schools and payroll providers should communicate clearly because pay updates affect household budgeting and financial planning.
A strong employer update should explain:
- Whether the update is an offer, an agreement or an implementation notice
- The effective date of the increase
- Which staff groups are covered
- How part-time and term-time only workers are affected
- When arrears will be paid if applicable
- How allowances and enhancements will be treated
- Who workers should contact if their payslip appears incorrect
Confirmed Facts, Claims and Misinformation
| Statement | Status | Accurate explanation |
|---|---|---|
| Council workers have been offered 3.3% for 2026/27 | Correct | The National Employers have made a 3.3% offer from 1 April 2026. |
| The 3.3% rise is fully settled everywhere | Needs caution | Union rejection and ballot activity mean it should be treated as an offer until final implementation is confirmed. |
| The rise applies to every UK council worker | Incorrect | Scotland has a separate local government pay process, and some workers are on different pay frameworks. |
| School support staff may be included | Often correct | Many are covered if their contract follows NJC Green Book terms. |
| £15 per hour is confirmed | Not confirmed | The £15 minimum rate was part of the union claim, not the confirmed employer offer. |
| Back pay may apply from April 2026 | Possible | If the final award is implemented from 1 April 2026, arrears may be due, but timing depends on payroll implementation. |
Why the 2026/27 Local Government Pay Rise Matters
Local government workers deliver services that affect daily life across the UK. Councils and schools rely on staff in administration, safeguarding, education support, housing, waste, planning, social care, environmental services and community roles.
Pay levels can affect recruitment and retention. If local government pay falls behind living costs or private-sector alternatives, councils may struggle to keep experienced staff. This can increase workload pressure, agency costs and service delays.
At the same time, councils face budget pressures. A consolidated pay increase becomes a permanent staffing cost. That means local government pay debates often sit alongside wider discussions about council funding, public service quality and central government support.
What Should Council and School Workers Do Now?
Workers should avoid making financial decisions based only on headlines. The most practical steps are:
- Check whether your job is covered by NJC Green Book terms.
- Read your employer’s latest payroll update.
- Check your union’s latest pay campaign update if you are a member.
- Keep payslips from April 2026 onwards in case arrears are calculated later.
- Check any future payslip for basic pay, arrears, deductions and pension changes.
- Do not assume £15 per hour or a 10% rise has been agreed unless officially confirmed.
Local Government Pay Rise 2026/27: Final Summary
The local government pay rise 2026/27 is currently best understood as a 3.3% employer offer from 1 April 2026 for NJC Green Book employees in England, Wales and Northern Ireland.
The offer is important, but it should not be overstated. It is not the same as the union claim for at least £3,000 or 10%, and it does not confirm a £15 per hour minimum NJC rate.
Workers should check their own contract, employer guidance and union updates before assuming how much they will receive or when it will be paid.
For employees, the key message is simple: check whether you are on NJC terms, wait for formal payroll confirmation, and review your payslip carefully when any final award is implemented.
FAQs
What is the local government pay rise for 2026/27?
The latest employer offer is a 3.3% consolidated pay increase from 1 April 2026 for NJC Green Book employees in England, Wales and Northern Ireland.
Is the 2026/27 local government pay rise confirmed?
It is not fully settled as a final national agreement across all union processes. The 3.3% figure is the latest employer offer, and unions have published rejection or ballot updates.
Who gets the local government pay rise?
The offer applies to employees covered by NJC Green Book terms in England, Wales and Northern Ireland. This includes many council workers and school support staff, but eligibility depends on the contract.
Does the pay rise apply to school support staff?
Many school support staff are included if they are employed on NJC Green Book terms. Term-time only staff should check how the increase is pro-rated.
Does the local government pay rise apply in Scotland?
No. Scottish local government pay is negotiated separately and should be checked through Scottish local government sources.
Is the £15 per hour local government pay rate confirmed?
No. The £15 per hour minimum was part of the union claim. It has not been confirmed as part of the 2026/27 employer offer.
Will the local government pay rise be backdated?
The offer is effective from 1 April 2026. If a final award is implemented from that date, arrears may be due, but payment timing depends on payroll implementation.
How much is 3.3% on a £30,000 salary?
A 3.3% increase on £30,000 is £990 per year before tax, National Insurance, pension and other deductions.
Will the pay rise affect Universal Credit?
It may. Higher earnings or arrears can affect Universal Credit in the assessment period in which they are paid.
What should I do if my payslip looks wrong?
Check your grade, spinal column point, hours, arrears and deductions. Then contact payroll or HR. Union members may also contact their local branch for support.
More in Finance & Tax
DHSC Social Care Income Tax: Could Workers Pay a New 1.8% Levy?
The term DHSC social care income tax refers to reports that officials in the Department of Health and Social Care have examined a new earnings-based contribution to help fund major reforms to adult social care. No new social care income tax has been announced, approved by Parliament or added to workers’ payslips. However, one reported […]
HMRC Landlord Tax Disclosures: How To Declare Unpaid Rental Income?
Landlords who have received rental income without reporting the correct amount of tax should consider making an HMRC landlord tax disclosure as soon as possible. HM Revenue and Customs operates the Let Property Campaign, which allows individual residential landlords to voluntarily disclose previously undeclared rental income. After notifying HMRC, the landlord will normally have 90 […]