Local 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.

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:

  1. 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
  • the feedback from the College’s Pay and Benefits review

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.

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 click on the following links:

Joint statement from the College and Trade Unions

The College recognises the exceptional strain staff have been under during the COVID-19 pandemic, along with increasing workload pressures. Following the 2019 Staff Survey, the Dean of Medicine has been leading a working group to address workload concerns. This concern was highlighted by the Joint Trade Unions in their 2019 pay claim and again in the recent pay award negotiations (2020).  Concerns about workload were also evident in the staff well-being surveys conducted in May and September this year. 

In response to the Joint Trade Union’s revised Pay claim for 2020-21 and the Workload Concerns paper presented by the Dean of Medicine, which were both discussed at the October Provost’s Board, the College has committed to increase the 2020/21 College Christmas Closure days by an additional three days: Monday 21 December to Wednesday 23 December inclusive. 

If you have any questions regarding the above, please contact one of the following:

Harbhajan Brar
Director of Human Resources
020 7594 5540

Audrey Fraser
Head of Reward, Engagement and Policy
020 7594 5547

Michael J McGarvey
UCU President
020 7594 9035

Tanya Hunt
UNISON Secretary
020 7594 5887

Susan Parker
UNITE Joint Chair
020 7594 7886

A list of the Local Pay Bargaining Members  available to view in the table below:

Management SideManagement InformationUnion Side
Harbhajan Brar Kia Wnuk UCU- Michael McGarvey
Audrey Fraser Secretary UCU- Tom Pike
Tony Lawrence Emily Michael UCU- Amanda Sackur
Neil Alford Lois Wiggins Unison- Tanya Hunt
Jon Tucker   Unison- Darran Hickey
Jane Neary   Unison- Sam Ferman
Lynne Cox   Unite- Andy Murray
    Unite- Susan Parker
Summary of the table's contents