There is no confirmed payment date for the 2026 local government pay rise. The proposed 3.3% increase has not been agreed because UNISON, GMB and Unite have rejected the offer.
If a settlement is eventually reached on the current terms, the increase would take effect retrospectively from 1 April 2026, with eligible employees receiving back pay after their council has updated its payroll.
→ Current offer: A permanent 3.3% increase on NJC pay points 3 to 43 and qualifying allowances, effective from 1 April 2026.
→ Next important dates: UNISON’s selected-employer strike ballot closes on 6 August 2026, while Unite’s targeted ballot closes on 17 August 2026. Neither ballot date is a guaranteed payday.
Why Has the Local Government Pay Rise Not Been Paid Yet?
The National Employers made what they described as a “full and final” one-year offer on 24 March 2026.
It proposed:
- a 3.3% permanent increase on NJC pay points 3 to 43
- a 3.3% increase on the relevant national allowances
- an effective period running from 1 April 2026 to 31 March 2027.
However, an employer offer is not the same as an agreed pay award. All three recognised NJC unions have rejected the proposal, leaving the national settlement unresolved. The wider local government pay rise 2026/27 position therefore remains subject to the continuing dispute.
The unions originally sought an increase of at least £3,000 or 10%, whichever was greater, alongside a £15 minimum hourly rate and changes to working hours, annual leave and school-support-staff conditions. Employers rejected those additional elements of the claim.
2026 Local Government Pay Rise Tracker
There is currently no confirmed payment date. The proposed 3.3% NJC pay increase remains unresolved, but the current offer would be backdated to 1 April 2026 if a national agreement is reached.
Estimate your gross back pay
This calculator uses the proposed 3.3% increase and shows gross estimates before tax, National Insurance, pension and other deductions.
When Could Council Workers Actually Receive the Pay Rise?
A payment month cannot be identified until the dispute produces a national agreement.
The likely sequence is:
- The current UNISON and Unite ballots close.
- The unions assess whether they have legal mandates for industrial action at the employers being targeted.
- Unions and employers decide whether to hold further discussions or continue the dispute.
- Once an NJC agreement is reached, a formal pay circular and updated pay spine can be issued.
- Individual councils, schools and other employers implement the award through their payroll systems.
This means two employees covered by the same national agreement may not necessarily receive their revised salary and arrears in the same month. Payroll deadlines, council approval procedures and system updates can create differences between employers.
The safest answer is therefore: the local government pay rise will be paid only after a national agreement is reached and the employee’s council completes its payroll implementation.
What Happens After the August Strike Ballots?
UNISON is balloting members at selected employers from 9 July to 6 August. Unite’s targeted ballot, covering workers at named councils including Liverpool, Leeds, Bristol, Cardiff, Durham, Hampshire, Portsmouth and Southampton, runs from 16 July to 17 August.
A vote supporting industrial action would not automatically produce an immediate strike or pay settlement. The union would still need to consider turnout requirements, employer-specific results, notice periods and its wider negotiating strategy.
GMB members have also rejected the offer. GMB said in June that regional and local consultation would identify employers or workplaces where targeted industrial action could be pursued.
Possible outcomes after the ballots include:
- further negotiations;
- an improved or revised offer;
- acceptance of the existing 3.3% proposal at a later stage;
- targeted industrial action;
- a longer dispute with payment delayed further.
The phrase “full and final offer” describes the employers’ current negotiating position. It does not mean that a binding NJC agreement has already been completed.
Will the 2026 Local Government Pay Rise Be Backdated?
Yes, if the award is agreed on the terms currently proposed, it would be effective from 1 April 2026.
The National Employers’ official pay circular expressly sets 1 April 2026 as the effective date. It also acknowledges that employees may receive back pay when an agreement is reached later in the year.
For example, if a council implements the increase with its October payroll, an eligible monthly paid employee would normally expect:
- their revised October salary;
- arrears covering the relevant pay due from April to September;
- adjustments to any qualifying allowances;
- deductions through payroll.
The precise calculation will depend on the employee’s NJC pay point, working hours, employment dates, pension arrangements and any changes of grade during the backdated period.
How Much Back Pay Could Employees Receive?
The following examples illustrate the gross effect of a 3.3% award. They assume the employee remains on the same salary throughout the period and receives six months of arrears.
| Current annual salary | Annual gross increase | Monthly gross increase | Six months’ gross arrears |
| £24,796 | £818.27 | £68.19 | £409.14 |
| £30,000 | £990.00 | £82.50 | £495.00 |
| £35,000 | £1,155.00 | £96.25 | £577.50 |
| £45,000 | £1,485.00 | £123.75 | £742.50 |
These are estimates rather than official NJC pay-scale figures. Part-time employees would generally receive a proportionate increase based on their contractual hours.
Back pay is still employment income. The amount reaching an employee’s bank account may be lower because of Income Tax, National Insurance, pension contributions, student-loan deductions or other payroll adjustments. Government payslip guidance confirms that payslips must show earnings before and after deductions and identify variable deductions such as tax and National Insurance.
Who Is Covered by the NJC Offer?
The proposed award applies to the main NJC local government workforce in England, Wales and Northern Ireland. It covers NJC pay points 3 to 43 and certain locally determined salaries above the pay spine but below deputy chief officer level.
Depending on the employer and contract, covered roles may include:
- administrative and customer-service employees;
- refuse, street-cleaning and environmental-services workers;
- care and support staff;
- housing and planning employees;
- teaching assistants and other school support staff;
- other employees working under NJC Green Book terms.
School support staff currently covered by NJC arrangements are included in the proposed award. Classroom teachers are not: they have separate pay arrangements, explained in the guide to the 2026/27 teacher pay rise.
Separate national arrangements also apply to firefighters, chief officers, chief executives and craftworkers. Scotland is not part of this particular England, Wales and Northern Ireland NJC offer.
What Should Employees Do While Waiting?
Employees should not rely on an unofficial predicted payment month. Instead, they should:
- monitor communications from their employer and recognised union;
- confirm whether their post follows NJC Green Book terms;
- check their current spinal column point and contracted hours;
- retain payslips from April 2026 onwards;
- check the revised salary, arrears period and deductions when payment arrives;
- contact payroll promptly if the calculation appears incorrect.
Employees who have changed hours, received a promotion, started employment after 1 April or left their employer during the backdated period may require an individual calculation.
Conclusion
The 2026 local government pay rise has not yet been agreed, so there is no confirmed payment date. The 3.3% offer would be backdated to 1 April 2026 if accepted, meaning eligible council and school support staff should receive arrears once their employer processes the award.
However, union rejection and ongoing strike ballots mean the timetable remains uncertain. Employees should follow updates from their council and union, check that their role is covered by NJC terms, and review their payslip carefully when payment arrives. Until a national agreement is reached, any predicted payment month should be treated only as speculation.
Frequently Asked Questions
Has the 2026 local government pay rise been agreed?
No, the 2026 NJC pay award has not yet been agreed. Employers have offered 3.3%, but UNISON, GMB and Unite have rejected it, and industrial-action processes remain under way.
Is September 2026 the confirmed payment month?
No, September 2026 is not a confirmed national payment month. Each employer will need to implement the award after a national settlement, so payroll timing may differ between councils.
Will council workers lose the money owed from April?
Eligible employees should not lose the proposed increase from April if the final agreement retains the 1 April 2026 effective date. Arrears would normally cover the period between that date and payroll implementation.
Are teaching assistants included in the local government pay rise?
Teaching assistants may be included where they are employed under NJC Green Book arrangements. Their position is different from qualified teachers, who are covered by separate national teacher-pay arrangements.
Could the 3.3% offer still change?
It could change, but no revised offer has been confirmed. Employers describe 3.3% as full and final, while unions are seeking negotiations and using strike ballots to increase pressure.