Annual pay award
The College is committed to offering a total remuneration package that is equitable, fair, and appropriately reflects our standing as a world-leading university based in London.
Human Resources undertakes an annual benchmarking exercise to review the College’s salaries against the Russell Group, London Higher Education Sector, agreed relevant benchmark comparators, and London market pay rates. This information is shared with the Provost’s Board, whose members review the College’s approach to pay. This includes the annual pay award, benefits, and the criteria for the review of individual salaries.
At the College, local pay bargaining takes place annually to decide whether there will be a salary increase (pay award) for staff employed on the College’s local pay scales.
The College negotiates with the Joint Trades Unions (JTUs) – UCU, UNISON and UNITE – to determine if there should be an increase in pay and the rate. When negotiations have ended, any agreed annual salary increase (known as the annual pay award) is applied to all salaries covered by pay bargaining from 1 August. If negotiations have not concluded by 1 August or have been delayed, any pay award is usually backdated to the 1 August.
2022 pay award
The pay award for 2022-23, applied to salaries from August 2022, consisted of a 3.3% pay increase across the board, subject to a £1,500 minimum payment and a £3,300 maximum payment.
The distribution of the award in this way (excluding any incremental increases) for the 52-point pay scale means there was a greater increase to salaries for the lower to middle paid staff, who may be more affected by inflation and energy costs:
- Staff earning £22,309: 8.5% increase
- Staff earning £22,610: 8.15% increase
- Staff earning £22,909: 8% increase
- Staff earning between £23,685 and £44,624: 6.33% to 3.36% increase
- Staff earning between £45,796 up to £100,000: 3.3% increase
- Staff earning above £100,000: 3.3% increase, reducing to 1.1% increase by £300,000
The 29-point pay scales will increase by between 3.3% and 4.09%. The cost of the pay award is £17.5m.
To read further information from this year's local pay bargaining negotiations, consisting of documents issued by the College and the JTUs during the pay negotiation process, please view the following webpages:
- JTU pay claim
- Pay offer to JTUs
- JTUs response to initial pay offer
- College’s full and final pay offer
- JTU's Members Response to the College's Full and Final Pay Offer
- College's Response To JTU's Member Update for College's Full and Final Offer
If you have any questions regarding the above, please contact one of the following:
Director of Human Resources
020 7594 5540
Head of Reward, Engagement and Policy
020 7594 5547
020 7594 5238
020 7594 5887
020 7594 7886
Which salaries are covered by the local pay bargaining?
The academic, research and professional, technical, operational services, learning and teaching salary scales are covered by this local pay bargaining process.
Which salaries are not covered by the local pay bargaining?
Clinical salary scales – which are set by the NHS, not by the College – are not covered by this process.
For staff who are employed on the national pay scales, any annual pay award is determined by national pay negotiations between UCEA (the Universities and Colleges Employers’ Association) and HE Trade Unions.
How does the local pay bargaining process work?
The pay bargaining process normally takes place from March to June each year and runs as follows:
- The Provost’s Board will consider affordability as the principal requirement to determine what the annual pay award should be. They will also look at:
- recruitment and retention data from Imperial
- higher education institutions and other sectors’ pay awards
- benchmark salary data
2. The Provost’s Board will set the pay mandate, which is the total amount of money that can be spent by the College on the annual pay award.
3. The JTUs make their pay claim which sets out a request for a specified pay increase amount and includes the reasoning behind the requested amount.
4. Normally a maximum of three negotiating meetings are then held which are attended by representatives from the College and the JTUs. The management representatives will be undertaking these in line with the pay mandate set by Provost’s Board.
5. Following each meeting, the College position will be confirmed in writing and published on this webpage and be available to view by all staff. Responses from the JTUs will also be published.
6. The outcome of the final meeting will be confirmed in writing and taken to the trade unions’ members by the JTUs and members vote on whether to accept or reject the offer.
7. The outcome of the JTU members vote is presented to the Provost Board who will make a final decision on what action to take.
8. HR will apply any salary increase to all salaries covered by local pay bargaining. The effective date will be 1 August, and the changes to salaries are then processed by Payroll. Where a decision to implement a pay award is made after 1 August, the pay award will be backdated to 1 August.
Who is involved in local pay bargaining?
|Management Side||Negotiations Support||Union Side|
|Harbhajan Brar||Amy Morton||UCU - Vijay Tymms|
|Audrey Fraser||Iram Sher||UCU - Tom Pike|
|Richard Craster||Lois Wiggins||UCU - Amanda Sackur|
|Tony Lawrence||Unison - Tanya Hunt|
|Tim Venables||Unison - Tahreen Dwan|
|Lynne Cox||Unite - Susan Parker|
|Jane Neary||Unite - Andy Murray|