University improves grade 2-4 pay scales
More than 1,300 University employees on pay grades two, three and four will be moved up at least one pay spine point from 1 February 2024.
Colleagues will see the pay increase in their February salaries.
This change, negotiated and agreed collectively with our recognised campus Trade Unions (UNISON and Unite), will immediately benefit colleagues, going beyond our ongoing commitment to matching the Real Living Wage to continue to support our community.
Targeted at the University’s lowest paid staff, this is the first step in a broader review of the University’s pay and grading structure which we will be commencing shortly.
The University has also committed to ensuring that all our workers receive the new Real Living Wage of £12 per hour.
Professor Hai-Sui Yu, Interim Vice-Chancellor and President, said: “It’s right that we focus on supporting our lowest paid staff whose hard work is integral to the University’s operation. The University’s Executive Group was clear in its resolve to implement this targeted investment ahead of a wider pay and grading review.
“I’m very pleased that we can make this intervention with immediate effect, and we will continue to consider how we can best support our community.”
Key changes:
- All grade two employees will be moved into the new grade two pay band, which for all staff is an increase.
- All grade three employees, aside from those already on point 13 (the maximum discretionary point), will move up at least one pay spine point.
- All grade four employees, aside from those already on points 16, 17, 18 and 19, will move up at least one pay spine point.
All pay increases are subject to normal pay deductions such as tax, National Insurance and pensions.
If you have any queries regarding these changes and what they mean for you, please speak to your local HR team in the first instance. We have also prepared some FAQs below.
We are hosting two hybrid drop-in sessions to give colleagues the opportunity to find out more and ask questions. They will also be recorded.
- 5 February 10.00am room Baines Wing SR (2.08) Click here to join the meeting
- 8 February 15.30pm room Worsley SR (8.34a) Click here to join the meeting
Frequently Asked Questions
If your question isn’t answered below, please speak to your local HR team in the first instance.
Why is the University doing this?
The University remains committed to paying the Real Living Wage and therefore we will be paying all employees and workers at least £12 per hour, from the 1 February 2024. This increase impacts higher increment points and as such changes are being made to points in grades 3 and 4 as well as to those in grade 2.
This pay improvement work is the first step of a much larger review of the University Pay Framework. Our lowest paid employees are more likely to be feeling the increasing cost of living most acutely, and as such are the first priority.
What is the real living wage?
The University has committed to paying all workers the new Real Living Wage of £12 per hour, and this has been incorporated into these pay structure changes.
The real Living Wage is the only UK wage rate based on the cost of living. It is voluntarily paid by over 14,000 UK businesses, who believe their staff deserve a wage which meets everyday needs. More information about the Real Living Wage can be found here.
Why are those employees at the top of grade 4 (increments 16, 17, 18, 19) not receiving an increase?
This was not an easy decision. If the grade maximum of grade 4 was increased, this would have then impacted grade 5. The University wanted to ensure that the changes, while positive, did not impact the overall pay framework review that the University is undertaking.
Does this change to the pay structure exclude employees from the ‘National Pay Award’ that occurs on an annual basis?
No, any changes going forward will be based on your spine point, at the time of any national pay award being implemented. We remain part of national pay bargaining in relation to the annual percentage uplift; this piece of work is separate in that we can locally determine our grading structure.
What is the Pay Framework Review mentioned in earlier questions?
The University commits to fully review the pay and grade spine and will involve key stakeholders, including the unions, in this process. This strategic review will include a benchmarking exercise with peer institutions and best practice. It will also include consideration of grade structures, incremental progression and market pay issues with a view to Leeds being an employer of choice.
Does this change to the pay structure exclude employees from the overall Pay Framework Review?
No, all grades will be fully reviewed as part of the overall Pay Framework Review.
Who will be affected by the upcoming changes to the pay structure?
The upcoming changes to the pay structure will impact our following employees:
- All grade two employees will be moved into the new grade two pay band, which for all staff is an increase
- All grade three employees, aside from those already on point 13, will move up at least one pay spine point
- All grade four employees, aside from those already on points 16, 17, 18 and 19, will move up at least one pay spine point
Why isn’t every University employee (regardless of grade) part of this exercise?
These changes are an initial step targeted at the University’s lower grades. This exercise will be followed by a broader review of the University pay scales, of which further details will be shared in due course.
What will the new pay structure look like?
The changes, effective from 1 February 2024, are shown in the grid below:
What does this mean for each grade?
Please refer to our grade specific flow charts to understand the impact to your pay spine.
I work within Catering Services- what is the impact on the with-meals salary?
Please refer to our grade specific ‘with meals’ flow charts to understand the impact to your pay spine.
What about workers? Will they receive an increase?
The University has also committed to paying all workers at least the new Real Living Wage of £12 per hour.
Where can I find my current grade and spine point?
You can view this via your payslip screen on Employee Self-Service (University of Leeds Human Resources Homepage), look at the University Pay scales, or if you receive a paper payslip, your annual salary amount will be displayed at the top of the page. If you cannot locate your current grade and spine point information, please contact your local HR team who will be able to assist.
Will this affect my increment date?
No, your increment date will be unchanged.
For example, if you are currently on grade 4, point 12 (£23,144) and your increment date is February, you will move to point 14 (£24,248).
If you are currently grade 3, point 9 (£21,828) and your increment date is February, you will move to point 11 (£22,681)
Equally if you have an increment date in the coming months, you will retain your increment date. For example, if you are currently on grade 4, point 12 (£23,144) and your increment date is May, you will move to point 13 (£23,700) from 1 February 2024 then in May you will move to point 14 (£24,248)
If you are unsure of your current pay spine point or your increment date, please refer to your information on Employee Self Service, or contact your local HR team.
If you are at the top of the pay grade, or within the discretionary increment points, you will not receive an automatic annual incremental increase.
When will these changes to the pay structure come into effect?
Eligible colleagues will see the pay increase from 1 February 2024 and this will be seen in their February pay. Please note that all pay increases are subject to normal pay deductions (e.g. tax, National Insurance and pensions).
Will my new salary, be subject to normal pay deductions?
Yes, for example, tax, National Insurance and pensions, will continue to be deducted from your revised salary.
How will the pay increase be applied to part-time staff?
Eligible colleagues will be moved to their new spine point, (in the same way as full-time employees). This new full-time salary will then be multiplied by their % FTE (full time equivalent), to calculate their new annual salary (pro rata). There is no change to the way that your part-time salary is currently calculated.
Will the pay increase impact anything like my Student Loan, Court Order or State Benefits?
These are personal matters on which the University cannot advise. Please seek advice from the relevant body. This link is a calculator that may help you to understand any potential impact: The Salary Calculator - Take-Home tax calculator.
I have more than one role at the University, one at Grade 4 and one at Grade 5 – how will my pay change?
Employees on grade 4 will receive an increase (except for those on points 17, 18 and 19). The grade 5 salary scale won't be included in this exercise but will be looked at in the broader review of the University Pay framework.
I am currently working my notice period. Will I benefit from this change?
If your leaving date is after 1 February 2024 and the changes impact your current spine point, you will receive the change in your February pay.
Will this change have any impact on pension auto-enrolment?
The pension auto-enrolment rules remain unchanged. However, if these increases impact your annual pay taking it to £10,000 per year or £833 per month before deductions, you will be automatically enrolled in a University pension scheme. For further information see the pensions pages on our website.
My question has not been answered. Where can I go to get further information?
We have tried to cover the majority of scenarios in these FAQs. If your question isn’t answered here, please speak to your local HR team in the first instance.
We are also hosting two hybrid drop-in sessions to give colleagues the opportunity to find out more and ask questions. They will also be recorded;
• 5 February 10.00am room Baines Wing SR (2.08) Click here to join the meeting
• 8 February 15.30pm room Worsley SR (8.34a) Click here to join the meeting