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Connect your calendar to receive personalised advice and anticipate your next steps.","questions in progress","Ask my first question","A preview will be available shortly.","question in progress","Ask your first question to an expert and get a personalised answer.",{"next":634,"showing":635,"previous":636},"Next","Showing {current} of {total} questions","Previous","Your Alerts","{count} in total","You can only ask 2 free questions.","🔎 A preview of their answer will be available soon.\nYou can then choose to continue the exchange and get a complete and detailed answer.","Your Guides","Question Closed: Unlock the Answer","Question paid","question","View My Guide","⏳ Estimated time before preview publication: a few minutes.\n🔐 Your information is treated confidentially.","{name} is currently reviewing your question","questions","View All Alerts","Your questions","Articles for You","Ask a new question","Postcode not recognised","Question closed","Read full answer","and access unlimited questions in all categories","💡 You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Consult the response","Profile Strength",[661,665,669,673,677,681,685,689,693,697],{"categoryName":662,"questionText":663,"landingSeoUrl":664},"Legal","My neighbour's tree roots are damaging my property; what are my legal options?","lawyers",{"categoryName":666,"questionText":667,"landingSeoUrl":668},"Consumer Electronics","My new smartphone's battery drains incredibly fast; is this a common fault and how can I fix it?","electronics-technicians",{"categoryName":670,"questionText":671,"landingSeoUrl":672},"Alfa Romeo Repair","My Alfa Romeo's engine is making a strange knocking sound; what could be the cause and how urgent is the repair?","alfa-romeo-repair",{"categoryName":674,"questionText":675,"landingSeoUrl":676},"Health","I've been experiencing persistent fatigue and headaches; what could be the underlying cause and should I see a specialist?","doctors",{"categoryName":678,"questionText":679,"landingSeoUrl":680},"Radiology","My recent chest X-ray showed a shadow; what does this likely indicate and what are the next steps?","radiologists",{"categoryName":682,"questionText":683,"landingSeoUrl":684},"Nutrition","I'm struggling to lose weight despite exercising; can you review my diet and suggest improvements?","nutritionists",{"categoryName":686,"questionText":687,"landingSeoUrl":688},"Psychiatry","I've been feeling increasingly anxious and overwhelmed; could this be a sign of a mental health condition?","psychiatrists",{"categoryName":690,"questionText":691,"landingSeoUrl":692},"Occupational Medicine","I'm concerned about potential workplace hazards affecting my health; what are my rights and what precautions should my employer take?","occupational-medicine",{"categoryName":694,"questionText":695,"landingSeoUrl":696},"Urology","I'm experiencing frequent urinary infections; what could be causing this and what treatment options are available?","urologists",{"categoryName":698,"questionText":699,"landingSeoUrl":700},"Immunology","I have a history of allergies; should I get tested for any specific immune deficiencies?","immunologists","You can then choose to continue the exchange and get a complete and detailed answer.","is answering it accurately and carefully.","Loading questions...","Popular questions","Response Available","Could not close the question. Please try again.","Connect your calendar to receive proactive alerts","Continue the discussion and access unlimited questions","We monitor your Google Calendar and alert you before it becomes urgent.","Your question is in good hands.","To be completed on the full guide","Your location could not be updated. Please check the postcode.","is answering it","Could not process your question. Please try again.","Estimated time before preview publication: a few minutes.","Question closed successfully.","Your information is treated confidentially.","You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Get personalised follow-up on your guides","Ask a new question, follow your guides, and synchronise your Google and Outlook calendars",{"empty":722,"title":723,"types":724,"loading":23,"markAllRead":732},"No notifications","Notifications",{"status":725,"question_paid":728,"question_reply":729,"matched_article":730,"matched_articles":731},{"closed":654,"answered":726,"partially-answered":727},"Your answer is ready","Partial answer available","Payment confirmed","New answer to your question","{count} new article for you","{count} new articles for you","Mark all as read",{"empty":734,"title":637,"paused":735,"emptyHint":736,"reactivate":737,"categoryFallback":738},"No alerts at the moment.","Alerts Paused","Connect your calendar and ask a question to receive personalised suggestions.","Reactivate","Category",{"error":125,"title":452,"minChars":740,"seoTitle":452,"emailSent":455,"minDigits":741,"emailLabel":373,"backToLogin":742,"description":743,"submitButton":454,"updateButton":744,"seoDescription":452,"updatingButton":453,"passwordUpdated":745,"emailPlaceholder":746,"errorDescription":456,"newPasswordLabel":747,"newPasswordTitle":748,"passwordMismatch":749,"submitButtonLoading":453,"confirmPasswordLabel":750,"emailSentDescription":457,"resetErrorDescription":751,"newPasswordPlaceholder":752,"confirmPasswordPlaceholder":753,"passwordUpdatedDescription":754},"Password must contain at least 8 characters","Password must contain at least 2 digits","Back to login","Enter your email address","Update password","Password updated","your email","New password","Enter your new password","Passwords do not match","Confirm password","Unable to reset your password. 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The expert will respond within minutes, typically in under 10 minutes.","Receive a clear, actionable, and tailored response to your situation, enabling you to progress with confidence.","Getting answers to your questions has never been easier",{"title":823,"askQuestion":517},"Meet our experts",{"retry":825,"terms":826,"title":827,"errors":828,"company":831,"loading":23,"getAnswer":832,"acceptTerms":833,"getUnlimited":834,"securePayment":835},"Retry","Terms and Conditions","Secure payment of £3.00",{"title":125,"genericError":332,"paymentError":829,"initializationError":830},"An error occurred during payment","Error initialising payment","expert-zoom","Get answer","I accept the","Unlimited Questions","Secure payment of {amount}",{"delete":837,"deleteError":838,"deleteCancel":337,"deleteConfirm":837,"deleteDialogTitle":839,"deleteDialogDescription":840},"Delete","Deleting the guide failed. 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The expert in {city} was able to reassure me and guide me exactly to what I needed.",{"title":868,"subtitle":869,"subtitleExpert":870,"titleWithExpert":871},"New Question","Ask your question, and we will find the right expert!","Ask your question, and the answer will be sent to you.","New Question for {name}",{"to":873,"seconds":874,"responseTo":875,"expertReading":876,"estimatedResponseTime":877,"expertSentPartialResponse":878},"to","seconds","Response to","{firstName} {lastName} is reading your question","Estimated response time: between 5 and 10 minutes","{expertName} has sent part of the answer to",{"back":451,"title":452,"sending":453,"sendLink":454,"description":880,"notifications":881},"A reset link will be sent to your email address",{"error":125,"emailSent":455,"emailError":882,"loginRequired":883,"emailSentDescription":457},"Could not send reset email. 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Updated for 2026 UK statutory rates.",90,"consumer","employment-law","generated","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-njc-local-government-services-bee1aad18f-1779789134.webp","",{"slug":1043,"local_slug":1043,"title":1044,"description":1045,"view_count":1046,"audience":1037,"category":1038,"source":1039,"hero_image":1047,"hero_image_alt":1041},"cba-gb-naeci-engineering-construction-2025-2026","NAECI engineering construction pay calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and notice period under the NAECI 2025–2026. Updated for the April 2026 4.5% pay award and 2026 UK statutory rates.",53,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-naeci-engineering-construction-2025-2026-62049bf706-1779816487.webp",{"slug":1049,"local_slug":1049,"title":1050,"description":1051,"view_count":1052,"audience":1037,"category":1038,"source":1039,"hero_image":1053,"hero_image_alt":1041},"cba-gb-njc-schools-support-staff-2025","NJC Schools Support Staff pay calculator 2026 | Expert Zoom","Calculate your NJC Green Book pay, term-time only salary, redundancy, annual leave and notice period as a school support staff member. Updated for 2026 UK statutory rates.",52,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-njc-schools-support-staff-2025-83ead64a41-1779816484.webp",{"slug":1055,"local_slug":1055,"title":1056,"description":1057,"view_count":1058,"audience":1037,"category":1038,"source":1039,"hero_image":1059,"hero_image_alt":1041},"cba-gb-rmt-network-rail-2026","RMT Network Rail pay and redundancy calculator 2026 | Expert Zoom","Calculate your rail worker pay, redundancy entitlement, annual leave and notice period under the RMT \u002F Network Rail Pay Agreement 2026-2027. Updated for 2026 UK statutory rates.",47,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-rmt-network-rail-2026-7d7e6535b8-1779817354.webp",{"slug":1061,"local_slug":1061,"title":1062,"description":1063,"view_count":1064,"audience":1037,"category":1038,"source":1039,"hero_image":1065,"hero_image_alt":1041},"cba-gb-bt-cwu-pay-agreement-2026","BT CWU pay calculator 2026 — pay, redundancy & leave | Expert Zoom","Calculate your BT Group or Openreach pay rise, redundancy entitlement, annual leave and notice period under the CWU Pay Agreement 2026–2027. Updated for April 2026 UK statutory rates.",43,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-bt-cwu-pay-agreement-2026-b6ba3d1330-1779817324.webp",{"slug":1067,"local_slug":1067,"title":1068,"description":1069,"view_count":1070,"audience":1037,"category":1038,"source":1039,"hero_image":1071,"hero_image_alt":1068},"cba-gb-civil-service-pay-remit-2026","Civil Service Pay Remit 2026-27 calculator | Expert Zoom","Calculate your civil service pay, redundancy entitlement, annual leave and notice period under the Civil Service Pay Remit Guidance 2026-2027. Updated for 2026 UK statutory rates.",41,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-civil-service-pay-remit-2026-bae12ad2e2.webp",{"slug":1073,"local_slug":1073,"title":1074,"description":1075,"view_count":1076,"audience":1037,"category":1038,"source":1039,"hero_image":1077,"hero_image_alt":1041},"cba-gb-cijc-working-rule-agreement-2025","CIJC Working Rule Agreement pay calculator 2026 | Expert Zoom","Calculate your construction pay, redundancy entitlement, annual leave and notice period under the CIJC Working Rule Agreement. Updated for the April 2026 pay promulgation and UK statutory rates.",29,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-cijc-working-rule-agreement-2025-394f1837df-1779816482.webp",{"slug":1079,"local_slug":1079,"title":1080,"description":1081,"view_count":1082,"audience":1037,"category":1038,"source":1039,"hero_image":1083,"hero_image_alt":1041},"cba-gb-royal-mail-cwu-2025","Royal Mail CWU pay and redundancy calculator 2026 | Expert Zoom","Calculate your Royal Mail pay, redundancy entitlement, annual leave and notice period under the CWU Rebuilding Royal Mail Pay Settlement 2025–2027. Updated for 2026 UK statutory rates.",25,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-royal-mail-cwu-2025-96a0750dd5-1779816486.webp",{"slug":1085,"local_slug":1085,"title":1086,"description":1087,"view_count":1088,"audience":1037,"category":1038,"source":1039,"hero_image":1089,"hero_image_alt":1041},"cba-gb-asda-gmb-pay-agreement-2026","Asda GMB pay agreement 2026 calculator | Expert Zoom","Calculate your retail pay, redundancy entitlement, annual leave and notice period under the Asda \u002F GMB Pay Agreement 2026–2027. Updated for 2026 UK statutory rates including NLW £12.21\u002Fhr.",23,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-asda-gmb-pay-agreement-2026-44509ba713-1779814542.webp",{"slug":1091,"local_slug":1091,"title":1092,"description":1093,"view_count":1088,"audience":1037,"category":1038,"source":1039,"hero_image":1094,"hero_image_alt":1041},"cba-gb-police-staff-council-2025","Police Staff Council pay and redundancy calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and notice period under the Police Staff Council Pay Agreement 2025–2026 for England and Wales. Updated for 2026 UK statutory rates.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-police-staff-council-2025-e824d5bd50-1779817321.webp",{"slug":1096,"local_slug":1096,"title":1097,"description":1098,"view_count":1099,"audience":1037,"category":1038,"source":1039,"hero_image":1100,"hero_image_alt":1041},"cba-gb-ucea-new-jnches-higher-education-2025","New JNCHES higher education pay and redundancy calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave, notice period and pension contributions under the New JNCHES National Pay Spine Agreement 2025-26 for UK higher education staff.",20,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-ucea-new-jnches-higher-education-2025-53768af88a-1779816476.webp",{"slug":1102,"local_slug":1102,"title":1103,"description":1104,"view_count":1105,"audience":1037,"category":1038,"source":1039,"hero_image":1106,"hero_image_alt":1041},"cba-gb-tesco-usdaw-2026","Tesco USDAW pay and redundancy calculator 2026 | Expert Zoom","Calculate your Tesco pay, redundancy, annual leave and notice period under the USDAW \u002F Tesco Pay Agreement 2026. All figures updated for 2026 UK law.",18,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-tesco-usdaw-2026-bce3e35710-1779822766.webp",{"slug":1108,"local_slug":1108,"title":1109,"description":1110,"view_count":1105,"audience":1037,"category":1038,"source":1039,"hero_image":1111,"hero_image_alt":1041},"cba-gb-british-airways-unite-gmb-2025","British Airways Unite GMB pay and redundancy calculator 2026 | Expert Zoom","Calculate your pay across all three agreement years, EBIT profit-share bonus, redundancy entitlement, annual leave and notice period under the British Airways Unite and GMB Pay Agreement 2025–2027. Updated for 2026 UK statutory rates.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-british-airways-unite-gmb-2025-7821aa19a8-1779817338.webp",{"slug":1113,"local_slug":1113,"title":1114,"description":1115,"view_count":1116,"audience":1037,"category":1038,"source":1039,"hero_image":1117,"hero_image_alt":1041},"cba-gb-njc-fire-rescue-services-2025","NJC Fire and Rescue Services pay calculator 2026 | Expert Zoom","Calculate your fire and rescue service pay, redundancy, annual leave and notice period under the NJC Pay Settlement 2025-2026. Updated for 2026 UK statutory rates.",17,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-njc-fire-rescue-services-2025-9dba72c9c0-1779816486.webp",{"slug":1119,"local_slug":1119,"title":1120,"description":1121,"view_count":1116,"audience":1037,"category":1038,"source":1039,"hero_image":1122,"hero_image_alt":1120},"cba-gb-stpcd-school-teachers-england-2025","STPCD 2025 teacher pay and redundancy calculator | Expert Zoom","Calculate your teacher pay, redundancy entitlement, annual leave and notice period under the School Teachers' Pay and Conditions Document 2025. Updated for 2026 UK statutory rates.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-stpcd-school-teachers-england-2025-f0f50d89d7.webp",{"slug":1124,"local_slug":1124,"title":1125,"description":1126,"view_count":1127,"audience":1037,"category":1038,"source":1039,"hero_image":1128,"hero_image_alt":1041},"cba-gb-police-remuneration-review-body-2025","Police pay and redundancy calculator 2026 | Expert Zoom","Calculate police officer pay, redundancy and annual leave under the Police Remuneration Review Body Award 2025–26. UK statutory rates as of 2026.",15,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-police-remuneration-review-body-2025-2e3210feec-1781011478.webp",{"slug":1130,"local_slug":1130,"title":1131,"description":1132,"view_count":1127,"audience":1037,"category":1133,"source":1039,"hero_image":1134,"hero_image_alt":1041},"cba-gb-nhs-agenda-for-change-england","NHS Agenda for Change Pay & Employment Calculator 2026-27","Interactive calculator for NHS Agenda for Change 2026-27: pay bands (Bands 1–9 England), redundancy pay (ERA 1996), annual leave (AfC Section 13), notice periods, and NHS 2015 pension contributions. 3.3% uplift from April 2026.","legal","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-nhs-agenda-for-change-england-27e87cfa65-1779789135.webp",{"slug":1136,"local_slug":1136,"title":1137,"description":1138,"view_count":1139,"audience":1037,"category":1038,"source":1039,"hero_image":1140,"hero_image_alt":1137},"cba-gb-adult-social-care-fair-pay-agreement","Adult Social Care Fair Pay Agreement pay calculator 2026 | Expert Zoom","Calculate your adult social care pay, redundancy, annual leave and notice period under the Adult Social Care Fair Pay Agreement. Updated for 2026 UK statutory rates.",14,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-adult-social-care-fair-pay-agreement-3983e02352.webp",{"slug":1142,"local_slug":1142,"title":1143,"description":1144,"view_count":1145,"audience":1037,"category":1038,"source":1039,"hero_image":1146,"hero_image_alt":1041},"cba-gb-aslef-train-drivers-2025-2026","ASLEF train driver pay and redundancy calculator 2026 | Expert Zoom","Calculate your rail pay, redundancy entitlement, annual leave and notice period under the ASLEF \u002F Great British Railways Transition Pay Framework 2025–2026. 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Announced in February 2025, the deal covers approximately 24,000 workers across cabin crew, ground handling, engineering, and other operational roles based at Heathrow and Gatwick airports.\n\nThe agreement was reached under the statutory recognition framework established by the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA 1992), which gives Unite and GMB the legal right to negotiate pay, hours, and working conditions on behalf of their members at British Airways. BASSA — the British Airlines Stewards and Stewardesses Association, the cabin crew branch of Unite — played a central role in representing the largest group of workers in the negotiations.\n\nThe total value of the deal exceeds £290 million in consolidated pay increases over the three years, with an additional profit-sharing potential of up to £318 million linked to British Airways' earnings before interest and taxes (EBIT). The deal runs from 1 December 2024 to 31 December 2027 and is one of the most significant private-sector pay settlements in UK aviation in recent years.\n\n---\n\n## Pay and Pay Award 2026\n\nThe agreement delivers increases in three annual instalments, each comprising a guaranteed consolidated element, a non-consolidated reward payment, and a profit-sharing component tied to BA's financial performance.\n\n**Year One — effective 1 December 2024 (backdated)**\n\n- A **4.5% consolidated pay increase** applied to all in-scope basic salaries\n- A **£1,000 non-consolidated reward payment**, distributed in February 2025\n- An **EBIT-linked bonus of up to 4% of basic salary**, payable once British Airways meets its defined earnings threshold\n\n**Year Two — effective 1 January 2026**\n\n- A **3% consolidated pay increase**\n- A profit-sharing reward of **at least £1,000** if the EBIT trigger is met\n- **Inflation protection**: if CPI exceeds 3%, Unite has the right to seek a supplementary consolidated increase to match the rate of inflation\n\n**Year Three — effective 1 January 2027**\n\n- A further **3% consolidated pay increase**\n- The same EBIT-linked reward and inflation protection provisions as Year Two\n\nAll consolidated increases are applied to basic pay permanently, which means they flow through to overtime calculations, pensionable pay, and — importantly — the weekly pay figure used in any future redundancy calculations.\n\nA notable feature of this agreement is that the EBIT profit-sharing scheme has been **extended to all staff for the first time**. Previously, profit-related payments at British Airways were limited to managers and pilots. This deal opens the scheme to cabin crew, ground staff, and engineers across the bargaining unit.\n\nAs of 2026, the National Living Wage (NLW) stands at **£12.21 per hour** for workers aged 21 and over. All roles covered by this agreement are paid substantially above that statutory floor.\n\n---\n\n## Working Hours and Leave Entitlement\n\n### Working Hours\n\nBritish Airways operates on varied working patterns across its workforce. Cabin crew work rostered duties based on flight schedules, while ground staff and engineers typically operate shift patterns. The Working Time Regulations 1998 (WTR 1998) apply to all in-scope workers and provide the following statutory protections:\n\n- An average working week of no more than **48 hours** (measured over a 17-week reference period, with an opt-out available in writing)\n- A minimum **daily rest period of 11 consecutive hours**\n- A minimum **weekly rest period of 24 hours** per seven-day period (or 48 hours per 14-day period)\n- A **20-minute break** where the working day exceeds six hours\n\n### Annual Leave\n\nUnder WTR 1998, all workers are entitled to a statutory minimum of **28 days' paid annual leave per year**, inclusive of bank holidays. British Airways' contractual leave entitlements for cabin crew and ground staff typically exceed this floor, with leave increasing in line with service length:\n\n| Years of Service | Approximate Leave Entitlement |\n|---|---|\n| 0–2 years | ~28–30 days (inclusive of bank holidays) |\n| 3–5 years | ~30–33 days |\n| 6+ years | ~33–35 days |\n\n*Figures are approximate; precise entitlements are set out in BA's Employment Guide and Our Colleague Guide.*\n\nThe 2025–2027 agreement includes a commitment to reduce the disparities between the Employment Guide (which covers some cabin crew groups) and Our Colleague Guide (which covers others), with the aim of harmonising conditions across the bargaining unit over the life of the deal.\n\nThe UK has **8 statutory public holidays** per year. Whether these are included within or in addition to your contractual leave entitlement depends on your individual contract of employment.\n\n---\n\n## Redundancy Pay\n\nIf British Airways were to make compulsory redundancies, in-scope workers are protected by both statutory entitlements and the collective agreement framework.\n\n**Statutory Minimum — ERA 1996**\n\nUnder the Employment Rights Act 1996 (ERA 1996), all employees with at least **two years' continuous service** are entitled to a statutory redundancy payment calculated as follows:\n\n- **½ week's pay** for each complete year of service **under age 22**\n- **1 week's pay** for each complete year of service **aged 22–40**\n- **1½ weeks' pay** for each complete year of service **aged 41 or over**\n\nAs of 2026, the **weekly pay cap for statutory redundancy purposes is £700**. The maximum statutory redundancy payment is therefore **£21,000** (30 qualifying years × 1.5 × £700).\n\n**Enhanced Redundancy at British Airways**\n\nBritish Airways has historically offered enhanced redundancy terms above the statutory minimum for many employee categories, including higher weekly pay multipliers and\u002For the removal of the statutory cap on a week's pay. The collective agreement provides the framework for collective redundancy consultation under TULRCA 1992 s.188, which requires BA to consult Unite and GMB where it proposes to make 20 or more redundancies within a 90-day period. Consultation must begin in good time and cover ways of avoiding redundancies, reducing numbers, and mitigating the effects.\n\nWhere BA offers enhanced redundancy terms, these will be set out in any redundancy agreement negotiated with your union. Contact your Unite or GMB representative to understand your specific entitlement.\n\n> **Interactive Calculator**\n> Use our British Airways \u002F Unite and GMB Pay Agreement 2025–2027 Pay & Rights Calculator to estimate your pay uplift, redundancy entitlement, annual leave balance, and pension contributions under this agreement.\n\n---\n\n## Notice Period\n\n**Statutory Minimum — ERA 1996 s.86**\n\nUnder ERA 1996, employees are entitled to a statutory minimum notice period of **one week per complete year of continuous employment**, up to a maximum of **12 weeks**. Your employer must give you at least one week's notice after one month's employment.\n\n**Contractual Notice at British Airways**\n\nBA's contractual notice periods are typically longer than the statutory minimum, particularly for longer-serving employees and specialist roles. Your individual contract of employment — or the relevant section of the Employment Guide or Our Colleague Guide — will specify your contractual notice entitlement. Where your contractual notice period exceeds the ERA 1996 statutory minimum, your contractual right prevails. Equally, you are required to give notice to BA in line with your contract; check your contract for the applicable period.\n\n---\n\n## Pension Rights\n\nBritish Airways operates a tiered pension provision depending on when you joined the company.\n\n**Airways Pension Scheme (APS)**: A legacy **final-salary defined-benefit** scheme, closed to new entrants. Members who joined before the scheme's closure date and have retained membership continue to accrue significant defined benefits, with retirement income based on final pensionable pay and years of service.\n\n**New Airways Pension Scheme (NAPS)**: A **career-average revalued earnings (CARE) defined-benefit** scheme, also closed to new joiners. Existing NAPS members continue to accrue benefits based on pensionable pay each year, revalued in line with a set index.\n\n**BA Defined Contribution (DC) Scheme**: Open to workers who joined after the legacy schemes closed. Employee and employer contributions are set by agreement between BA and the unions; check your scheme documentation for your specific contribution rates.\n\n**Auto-enrolment baseline**: Where workers are not members of the APS, NAPS, or DC scheme, the Pensions Act 2008 requires BA to auto-enrol eligible workers into a qualifying pension. Minimum contributions as of 2026 are **5% from the employee and 3% from the employer** on qualifying earnings between £6,240 and £50,270 per year.\n\nThe 2025–2027 pay agreement does not alter the existing pension scheme structures. However, the consolidated pay increases do raise the **pensionable pay base** for members of salary-linked schemes, which may improve future benefit accrual — a benefit of receiving consolidated rather than one-off payments.\n\n---\n\n## Your Rights Under the Agreement\n\nWorkers covered by the BA\u002FUnite\u002FGMB agreement benefit from several protections and entitlements that go beyond the statutory floor:\n\n- **Guaranteed consolidated pay increases**: Three years of pensionable, permanent increases (4.5%, 3%, 3%) — not one-off bonuses — which compound over time and build into your redundancy and pension calculations.\n- **First-ever universal profit-sharing**: EBIT-linked reward payments extended to all bargaining unit members, placing cabin crew, ground staff, and engineers on the same footing as managers and pilots.\n- **Inflation protection in Years 2 and 3**: A formal mechanism under which Unite may seek supplementary pay increases if CPI exceeds 3%, protecting your real wages against unexpected cost-of-living rises.\n- **Collective redundancy rights**: Under TULRCA 1992 s.188, if BA proposes 20 or more redundancies within 90 days, it must consult your recognised union in a meaningful way. You have the right to be represented in that process.\n- **Right to union representation**: Under ERA 1999 s.10 (the right to be accompanied), you may bring a trade union representative or a fellow worker to any disciplinary or grievance hearing at British Airways.\n- **Policy harmonisation commitment**: The agreement includes specific commitments to close the gap between different sets of employment terms, reducing the two-tier conditions that have historically created inequality across the workforce.\n\n---\n\n## Frequently Asked Questions\n\n**When does the 4.5% increase take effect — do I get back pay?**\n\nThe 4.5% consolidated increase was backdated to **1 December 2024**. If you were employed and in scope at that date, you should have received the increase in your pay along with any arrears, and the £1,000 reward payment in February 2025. If you believe you have not received these, contact your Unite or GMB representative immediately.\n\n**I work at Gatwick, not Heathrow. Am I covered?**\n\nYes. The agreement covers workers at **both Heathrow and Gatwick airports**, across cabin crew, ground staff, and engineering roles represented by Unite or GMB. Your location within the BA operation does not affect your entitlement under this deal.\n\n**What happens if British Airways misses its EBIT target?**\n\nThe EBIT profit-sharing reward is conditional on BA meeting its earnings threshold. If the threshold is not met in a given year, no EBIT bonus is payable. However, the **consolidated pay increase** (3% in Years 2 and 3) is **guaranteed regardless of BA's financial performance** — it is not linked to EBIT in any way.\n\n**How does the inflation protection clause work in practice?**\n\nIf UK CPI exceeds 3% during Year 2 (2026) or Year 3 (2027), Unite has the contractual right to enter formal negotiations with BA to seek a supplementary consolidated increase to match inflation. This is a **negotiating right**, not an automatic uplift — BA must engage in good faith, but any additional increase requires agreement. It provides a meaningful safety net if inflation rises unexpectedly.\n\n**I was not a union member when the deal was signed. Does it still apply to me?**\n\nUnder TULRCA 1992, the collectively agreed pay rates apply across the bargaining unit, typically regardless of individual union membership. In practice, BA applies the agreed pay increases to all in-scope employees. If you are uncertain whether you fall within the bargaining unit, contact your HR department or your relevant union (Unite or GMB).\n\n**How do I work out my redundancy pay?**\n\nUnder ERA 1996, multiply your weekly pay (capped at £700 as of 2026) by the relevant age multiplier and your years of qualifying service. BA may offer enhanced terms above this. Use our interactive calculator to run a quick estimate based on your individual circumstances.\n\n---\n\n## Related Tool\n\n> **Interactive Calculator**\n> Use our British Airways \u002F Unite and GMB Pay Agreement 2025–2027 Pay & Rights Calculator to estimate your personal pay uplift, redundancy entitlement, annual leave balance, and pension contributions under this three-year agreement.\n\n---\n\n*This guide is for general information only and does not constitute legal advice. For advice specific to your situation, consult your union representative or a qualified employment solicitor.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F6b90ba8bbddc-15d7c0.webp","Workers in aviation sector reviewing their pay agreement in the UK, 2026",null,10,false,"PUBLISHED","en-GB","gb","en","cmkzhdq5n000f6svtqjjoetow","British Airways Pay Agreement 2025-2027 | Expert Zoom","Complete guide to the British Airways \u002F Unite and GMB pay agreement 2025–2027. Pay rises, leave, redundancy rights and pension for 24,000 BA workers.","British Airways Unite GMB pay agreement 2026","6b90ba8bbddc","9cc87197-5408-43dc-9de5-d740868a64f4",2116,[],{"excerpt":1041,"featured":1162,"metaTitle":1168,"countryCode":1165,"categorySlug":1133,"languageCode":1166,"relatedTools":1176,"readingTimeMin":1161,"metaDescription":1169},[1108],557,0,"db0a872a-09c5-4b2b-9fee-3bcbf032bf10","NEUTRAL","Crawled - currently not indexed","2026-07-06T09:33:19.000Z","2026-07-28T13:11:30.699Z",6.07,"poor",2.15,"needs_improvement",0.011,"good","2026-07-31T15:51:54.125Z","2026-05-26T17:25:01.272Z","2026-05-26T17:25:01.273Z","2026-08-04T02:18:01.578Z",{"id":1167,"name":662,"slug":664,"parentId":1160},{"id":1179,"first_name":1196,"name":1197,"slug":1198,"specialty":1199,"picture":1200},"Sophie","Robinson","sophie-robinson","Legal Advisor","expertPics\u002Flawyers\u002Flawyers-expert-1775228701038.webp",[],[1108],"\u003Ch1 id=\"british-airways-unite-and-gmb-pay-agreement-2025-2027-a-complete-guide-for-workers-2026\">British Airways \u002F Unite and GMB Pay Agreement 2025–2027: A Complete Guide for Workers (2026)\u003C\u002Fh1>\n\u003Ch2 id=\"what-is-the-british-airways-unite-and-gmb-pay-agreement\">What Is the British Airways \u002F Unite and GMB Pay Agreement?\u003C\u002Fh2>\n\u003Cp>The British Airways \u002F Unite and GMB Pay Agreement 2025–2027 is a landmark three-year collective bargaining agreement negotiated between British Airways plc (a subsidiary of International Airlines Group) and its two principal recognised trade unions — Unite the Union and the GMB. Announced in February 2025, the deal covers approximately 24,000 workers across cabin crew, ground handling, engineering, and other operational roles based at Heathrow and Gatwick airports.\u003C\u002Fp>\n\u003Cp>The agreement was reached under the statutory recognition framework established by the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA 1992), which gives Unite and GMB the legal right to negotiate pay, hours, and working conditions on behalf of their members at British Airways. BASSA — the British Airlines Stewards and Stewardesses Association, the cabin crew branch of Unite — played a central role in representing the largest group of workers in the negotiations.\u003C\u002Fp>\n\u003Cp>The total value of the deal exceeds £290 million in consolidated pay increases over the three years, with an additional profit-sharing potential of up to £318 million linked to British Airways' earnings before interest and taxes (EBIT). The deal runs from 1 December 2024 to 31 December 2027 and is one of the most significant private-sector pay settlements in UK aviation in recent years.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"pay-and-pay-award-2026\">Pay and Pay Award 2026\u003C\u002Fh2>\n\u003Cp>The agreement delivers increases in three annual instalments, each comprising a guaranteed consolidated element, a non-consolidated reward payment, and a profit-sharing component tied to BA's financial performance.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Year One — effective 1 December 2024 (backdated)\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cul>\n\u003Cli>A \u003Cstrong>4.5% consolidated pay increase\u003C\u002Fstrong> applied to all in-scope basic salaries\u003C\u002Fli>\n\u003Cli>A \u003Cstrong>£1,000 non-consolidated reward payment\u003C\u002Fstrong>, distributed in February 2025\u003C\u002Fli>\n\u003Cli>An \u003Cstrong>EBIT-linked bonus of up to 4% of basic salary\u003C\u002Fstrong>, payable once British Airways meets its defined earnings threshold\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Year Two — effective 1 January 2026\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cul>\n\u003Cli>A \u003Cstrong>3% consolidated pay increase\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>A profit-sharing reward of \u003Cstrong>at least £1,000\u003C\u002Fstrong> if the EBIT trigger is met\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Inflation protection\u003C\u002Fstrong>: if CPI exceeds 3%, Unite has the right to seek a supplementary consolidated increase to match the rate of inflation\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Year Three — effective 1 January 2027\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cul>\n\u003Cli>A further \u003Cstrong>3% consolidated pay increase\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>The same EBIT-linked reward and inflation protection provisions as Year Two\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>All consolidated increases are applied to basic pay permanently, which means they flow through to overtime calculations, pensionable pay, and — importantly — the weekly pay figure used in any future redundancy calculations.\u003C\u002Fp>\n\u003Cp>A notable feature of this agreement is that the EBIT profit-sharing scheme has been \u003Cstrong>extended to all staff for the first time\u003C\u002Fstrong>. Previously, profit-related payments at British Airways were limited to managers and pilots. This deal opens the scheme to cabin crew, ground staff, and engineers across the bargaining unit.\u003C\u002Fp>\n\u003Cp>As of 2026, the National Living Wage (NLW) stands at \u003Cstrong>£12.21 per hour\u003C\u002Fstrong> for workers aged 21 and over. All roles covered by this agreement are paid substantially above that statutory floor.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"working-hours-and-leave-entitlement\">Working Hours and Leave Entitlement\u003C\u002Fh2>\n\u003Ch3 id=\"working-hours\">Working Hours\u003C\u002Fh3>\n\u003Cp>British Airways operates on varied working patterns across its workforce. Cabin crew work rostered duties based on flight schedules, while ground staff and engineers typically operate shift patterns. The Working Time Regulations 1998 (WTR 1998) apply to all in-scope workers and provide the following statutory protections:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>An average working week of no more than \u003Cstrong>48 hours\u003C\u002Fstrong> (measured over a 17-week reference period, with an opt-out available in writing)\u003C\u002Fli>\n\u003Cli>A minimum \u003Cstrong>daily rest period of 11 consecutive hours\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>A minimum \u003Cstrong>weekly rest period of 24 hours\u003C\u002Fstrong> per seven-day period (or 48 hours per 14-day period)\u003C\u002Fli>\n\u003Cli>A \u003Cstrong>20-minute break\u003C\u002Fstrong> where the working day exceeds six hours\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3 id=\"annual-leave\">Annual Leave\u003C\u002Fh3>\n\u003Cp>Under WTR 1998, all workers are entitled to a statutory minimum of \u003Cstrong>28 days' paid annual leave per year\u003C\u002Fstrong>, inclusive of bank holidays. British Airways' contractual leave entitlements for cabin crew and ground staff typically exceed this floor, with leave increasing in line with service length:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of Service\u003C\u002Fth>\n\u003Cth>Approximate Leave Entitlement\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>0–2 years\u003C\u002Ftd>\n\u003Ctd>~28–30 days (inclusive of bank holidays)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3–5 years\u003C\u002Ftd>\n\u003Ctd>~30–33 days\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>6+ years\u003C\u002Ftd>\n\u003Ctd>~33–35 days\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cem>Figures are approximate; precise entitlements are set out in BA's Employment Guide and Our Colleague Guide.\u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>The 2025–2027 agreement includes a commitment to reduce the disparities between the Employment Guide (which covers some cabin crew groups) and Our Colleague Guide (which covers others), with the aim of harmonising conditions across the bargaining unit over the life of the deal.\u003C\u002Fp>\n\u003Cp>The UK has \u003Cstrong>8 statutory public holidays\u003C\u002Fstrong> per year. Whether these are included within or in addition to your contractual leave entitlement depends on your individual contract of employment.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"redundancy-pay\">Redundancy Pay\u003C\u002Fh2>\n\u003Cp>If British Airways were to make compulsory redundancies, in-scope workers are protected by both statutory entitlements and the collective agreement framework.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Statutory Minimum — ERA 1996\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Under the Employment Rights Act 1996 (ERA 1996), all employees with at least \u003Cstrong>two years' continuous service\u003C\u002Fstrong> are entitled to a statutory redundancy payment calculated as follows:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>½ week's pay\u003C\u002Fstrong> for each complete year of service \u003Cstrong>under age 22\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>\u003Cstrong>1 week's pay\u003C\u002Fstrong> for each complete year of service \u003Cstrong>aged 22–40\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>\u003Cstrong>1½ weeks' pay\u003C\u002Fstrong> for each complete year of service \u003Cstrong>aged 41 or over\u003C\u002Fstrong>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>As of 2026, the \u003Cstrong>weekly pay cap for statutory redundancy purposes is £700\u003C\u002Fstrong>. The maximum statutory redundancy payment is therefore \u003Cstrong>£21,000\u003C\u002Fstrong> (30 qualifying years × 1.5 × £700).\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Enhanced Redundancy at British Airways\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>British Airways has historically offered enhanced redundancy terms above the statutory minimum for many employee categories, including higher weekly pay multipliers and\u002For the removal of the statutory cap on a week's pay. The collective agreement provides the framework for collective redundancy consultation under TULRCA 1992 s.188, which requires BA to consult Unite and GMB where it proposes to make 20 or more redundancies within a 90-day period. Consultation must begin in good time and cover ways of avoiding redundancies, reducing numbers, and mitigating the effects.\u003C\u002Fp>\n\u003Cp>Where BA offers enhanced redundancy terms, these will be set out in any redundancy agreement negotiated with your union. Contact your Unite or GMB representative to understand your specific entitlement.\u003C\u002Fp>\n\u003Cblockquote>\n\u003Cp>\u003Cstrong>Interactive Calculator\u003C\u002Fstrong>\nUse our British Airways \u002F Unite and GMB Pay Agreement 2025–2027 Pay & Rights Calculator to estimate your pay uplift, redundancy entitlement, annual leave balance, and pension contributions under this agreement.\u003C\u002Fp>\n\u003C\u002Fblockquote>\n\u003Chr>\n\u003Ch2 id=\"notice-period\">Notice Period\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Statutory Minimum — ERA 1996 s.86\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Under ERA 1996, employees are entitled to a statutory minimum notice period of \u003Cstrong>one week per complete year of continuous employment\u003C\u002Fstrong>, up to a maximum of \u003Cstrong>12 weeks\u003C\u002Fstrong>. Your employer must give you at least one week's notice after one month's employment.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Contractual Notice at British Airways\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>BA's contractual notice periods are typically longer than the statutory minimum, particularly for longer-serving employees and specialist roles. Your individual contract of employment — or the relevant section of the Employment Guide or Our Colleague Guide — will specify your contractual notice entitlement. Where your contractual notice period exceeds the ERA 1996 statutory minimum, your contractual right prevails. Equally, you are required to give notice to BA in line with your contract; check your contract for the applicable period.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"pension-rights\">Pension Rights\u003C\u002Fh2>\n\u003Cp>British Airways operates a tiered pension provision depending on when you joined the company.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Airways Pension Scheme (APS)\u003C\u002Fstrong>: A legacy \u003Cstrong>final-salary defined-benefit\u003C\u002Fstrong> scheme, closed to new entrants. Members who joined before the scheme's closure date and have retained membership continue to accrue significant defined benefits, with retirement income based on final pensionable pay and years of service.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>New Airways Pension Scheme (NAPS)\u003C\u002Fstrong>: A \u003Cstrong>career-average revalued earnings (CARE) defined-benefit\u003C\u002Fstrong> scheme, also closed to new joiners. Existing NAPS members continue to accrue benefits based on pensionable pay each year, revalued in line with a set index.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>BA Defined Contribution (DC) Scheme\u003C\u002Fstrong>: Open to workers who joined after the legacy schemes closed. Employee and employer contributions are set by agreement between BA and the unions; check your scheme documentation for your specific contribution rates.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Auto-enrolment baseline\u003C\u002Fstrong>: Where workers are not members of the APS, NAPS, or DC scheme, the Pensions Act 2008 requires BA to auto-enrol eligible workers into a qualifying pension. Minimum contributions as of 2026 are \u003Cstrong>5% from the employee and 3% from the employer\u003C\u002Fstrong> on qualifying earnings between £6,240 and £50,270 per year.\u003C\u002Fp>\n\u003Cp>The 2025–2027 pay agreement does not alter the existing pension scheme structures. However, the consolidated pay increases do raise the \u003Cstrong>pensionable pay base\u003C\u002Fstrong> for members of salary-linked schemes, which may improve future benefit accrual — a benefit of receiving consolidated rather than one-off payments.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"your-rights-under-the-agreement\">Your Rights Under the Agreement\u003C\u002Fh2>\n\u003Cp>Workers covered by the BA\u002FUnite\u002FGMB agreement benefit from several protections and entitlements that go beyond the statutory floor:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Guaranteed consolidated pay increases\u003C\u002Fstrong>: Three years of pensionable, permanent increases (4.5%, 3%, 3%) — not one-off bonuses — which compound over time and build into your redundancy and pension calculations.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>First-ever universal profit-sharing\u003C\u002Fstrong>: EBIT-linked reward payments extended to all bargaining unit members, placing cabin crew, ground staff, and engineers on the same footing as managers and pilots.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Inflation protection in Years 2 and 3\u003C\u002Fstrong>: A formal mechanism under which Unite may seek supplementary pay increases if CPI exceeds 3%, protecting your real wages against unexpected cost-of-living rises.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Collective redundancy rights\u003C\u002Fstrong>: Under TULRCA 1992 s.188, if BA proposes 20 or more redundancies within 90 days, it must consult your recognised union in a meaningful way. You have the right to be represented in that process.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Right to union representation\u003C\u002Fstrong>: Under ERA 1999 s.10 (the right to be accompanied), you may bring a trade union representative or a fellow worker to any disciplinary or grievance hearing at British Airways.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Policy harmonisation commitment\u003C\u002Fstrong>: The agreement includes specific commitments to close the gap between different sets of employment terms, reducing the two-tier conditions that have historically created inequality across the workforce.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Chr>\n\u003Ch2 id=\"frequently-asked-questions\">Frequently Asked Questions\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>When does the 4.5% increase take effect — do I get back pay?\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The 4.5% consolidated increase was backdated to \u003Cstrong>1 December 2024\u003C\u002Fstrong>. If you were employed and in scope at that date, you should have received the increase in your pay along with any arrears, and the £1,000 reward payment in February 2025. If you believe you have not received these, contact your Unite or GMB representative immediately.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>I work at Gatwick, not Heathrow. Am I covered?\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Yes. The agreement covers workers at \u003Cstrong>both Heathrow and Gatwick airports\u003C\u002Fstrong>, across cabin crew, ground staff, and engineering roles represented by Unite or GMB. Your location within the BA operation does not affect your entitlement under this deal.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>What happens if British Airways misses its EBIT target?\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The EBIT profit-sharing reward is conditional on BA meeting its earnings threshold. If the threshold is not met in a given year, no EBIT bonus is payable. However, the \u003Cstrong>consolidated pay increase\u003C\u002Fstrong> (3% in Years 2 and 3) is \u003Cstrong>guaranteed regardless of BA's financial performance\u003C\u002Fstrong> — it is not linked to EBIT in any way.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>How does the inflation protection clause work in practice?\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>If UK CPI exceeds 3% during Year 2 (2026) or Year 3 (2027), Unite has the contractual right to enter formal negotiations with BA to seek a supplementary consolidated increase to match inflation. This is a \u003Cstrong>negotiating right\u003C\u002Fstrong>, not an automatic uplift — BA must engage in good faith, but any additional increase requires agreement. It provides a meaningful safety net if inflation rises unexpectedly.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>I was not a union member when the deal was signed. Does it still apply to me?\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Under TULRCA 1992, the collectively agreed pay rates apply across the bargaining unit, typically regardless of individual union membership. In practice, BA applies the agreed pay increases to all in-scope employees. If you are uncertain whether you fall within the bargaining unit, contact your HR department or your relevant union (Unite or GMB).\u003C\u002Fp>\n\u003Cp>\u003Cstrong>How do I work out my redundancy pay?\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Under ERA 1996, multiply your weekly pay (capped at £700 as of 2026) by the relevant age multiplier and your years of qualifying service. BA may offer enhanced terms above this. Use our interactive calculator to run a quick estimate based on your individual circumstances.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"related-tool\">Related Tool\u003C\u002Fh2>\n\u003Cblockquote>\n\u003Cp>\u003Cstrong>Interactive Calculator\u003C\u002Fstrong>\nUse our British Airways \u002F Unite and GMB Pay Agreement 2025–2027 Pay & Rights Calculator to estimate your personal pay uplift, redundancy entitlement, annual leave balance, and pension contributions under this three-year agreement.\u003C\u002Fp>\n\u003C\u002Fblockquote>\n\u003Chr>\n\u003Cp>\u003Cem>This guide is for general information only and does not constitute legal advice. For advice specific to your situation, consult your union representative or a qualified employment solicitor.\u003C\u002Fem>\u003C\u002Fp>\n",[1205,1212,1219,1226,1233,1240,1247,1254,1261,1268,1275,1282,1289,1296,1303,1310,1317,1324,1331,1338,1345,1352,1359,1366,1373,1380,1387,1394,1402,1409,1416,1423,1430,1437,1444,1452,1459,1466,1473,1480,1485,1492,1499,1506,1513,1520,1527,1534,1541,1548,1555,1560,1567,1572,1579,1584,1591,1596,1603,1610,1615,1622,1629,1636,1643,1650,1657,1664,1671,1678,1685,1692,1699,1706,1713,1720,1727,1734,1741,1749,1756,1763,1770,1777,1782,1789,1796,1803,1810,1817,1824,1831,1838,1845,1852,1859,1866,1873,1880,1887,1894,1901,1908,1915,1922,1929,1936,1943,1950,1957,1964,1971,1978,1985,1992,1999,2006,2013,2020,2027,2034,2041,2048,2055,2062,2069,2077,2084,2091,2098,2105,2112,2119,2126,2133,2140,2147,2154,2161,2168,2175,2182,2189,2196,2203,2210,2217,2224,2231,2237,2244,2250,2257,2264,2272,2279,2286,2293,2300,2308,2315,2322,2329,2336,2343,2350,2357,2364,2372,2378,2385,2392,2399,2406,2413,2421,2428,2435,2442,2449,2456,2463,2470,2478,2485,2492,2499,2506,2513,2520,2527,2532,2537,2544,2551,2558,2564,2571,2577,2581],{"seo_content":1206,"id":1208,"name":1209,"slug":1210,"parentId":1167,"lang":1164,"_count":1211},[1207],{"page_slug":1160},"cmkzhjx0800znwf4fbp0k8mf6","Banking 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Management","wealth-managers",{"experts":2543},[],{"articles":2589,"total":2669,"page":2557,"totalPages":1139},[2590,2617,2643],{"id":2591,"slug":2592,"title":2593,"excerpt":2594,"contentMd":2595,"heroImage":2596,"heroImageAlt":2597,"heroImageCredit":1160,"audioUrl":1160,"audioGeneratedAt":1160,"readingTimeMin":1161,"featured":1162,"status":1163,"lang":1164,"countryCode":1165,"languageCode":1166,"categoryId":1167,"metaTitle":2598,"metaDescription":2599,"keyword":2600,"seoApiPageId":2601,"seoApiTenantId":1172,"contentType":1160,"wordCount":2602,"internalImages":2603,"frontmatter":2604,"viewCount":2606,"internalLinksCount":1178,"expertId":2607,"folderId":1160,"folderPosition":1160,"gscVerdict":1180,"gscCoverage":1181,"gscLastCrawl":2608,"gscCheckedAt":2609,"gscIndexingState":1160,"gscRobotsTxtState":1160,"gscPageFetchState":1160,"gscGoogleCanonical":1160,"gscCrawledAs":1160,"cwvLcp":2610,"cwvLcpRating":1185,"cwvFcp":2611,"cwvFcpRating":1185,"cwvCls":1178,"cwvClsRating":1189,"cwvAuditedAt":2612,"publishedAt":2613,"createdAt":2614,"updatedAt":2615,"category":2616},"cmpmwoeka00nrn6h179uksf77","naeci-2025-2026-workers-guide","National Agreement for the Engineering Construction Industry (NAECI) 2025–2026: Complete Guide for Workers (2026)","The National Agreement for the Engineering Construction Industry (NAECI) is the UK's central collective agreement for approximately 30,000 highly skilled workers who build and maintain the nation's mo","# National Agreement for the Engineering Construction Industry (NAECI) 2025–2026: A Complete Guide for Workers (2026)\n\n## What Is the NAECI?\n\nThe National Agreement for the Engineering Construction Industry (NAECI) is the UK's central collective agreement for approximately 30,000 highly skilled workers who build and maintain the nation's most critical industrial infrastructure. In force since 1981 and negotiated through the National Joint Council for the Engineering Construction Industry (NJC), it governs employment conditions for pipefitters, welders, mechanical fitters, scaffolders, electricians, thermal insulation engineers, and other specialist trades working on power stations, chemical plants, oil refineries, nuclear assets, and — increasingly — offshore wind installations, hydrogen plants and grid-scale battery storage facilities.\n\nThe NAECI is a negotiated agreement between two trade unions — Unite the Union and the GMB — and three employer associations: the Engineering Construction Industry Association (ECIA), the Thermal Insulation Contractors' Association (TICA), and SELECT, which covers electrical contractors in Scotland. All employment under the agreement must be direct employment on a PAYE contract; all forms of self-employment are expressly prohibited under NAECI rules and by the Employment Rights Act 1996.\n\nThe 2025–2026 period was historically significant. In a first in the agreement's 44-year history, ECIA imposed a pay settlement unilaterally, triggering a formal dispute under the NJC's four-stage grievance procedure. Unite and the GMB challenged the imposition through the NAECI machinery, and a negotiated resolution was reached in April 2026, securing a ~6% pay award for 2026. The episode underlines both the robustness of the NAECI's dispute resolution framework and the importance of union membership for workers on major projects.\n\n---\n\n## Pay and Pay Award 2026\n\nNAECI pay rates are set at two tiers. **National Guaranteed Rates** apply to standard repair and maintenance work and minor contracts. Higher **Categorised Work Rates** (Categories 1–3) apply to major new construction projects, long-term maintenance operations and major shutdown events.\n\n### 2025 National Guaranteed Base Rates (effective 6 January 2025)\n\n| Grade | Designation | Basic rate\u002Fhr |\n|-------|-------------|--------------|\n| Grade 1 (adult) | Junior operative | £12.51 |\n| Grade 2 (adult) | Operative | £14.35 |\n| Grade 3 (adult) | Senior operative | £16.27 |\n| Grade 4 | Craft (pipefitter, welder, erector) | £19.04 |\n| Grade 5 | Advanced Craft | £20.01 |\n| Grade 6 | Skilled Working Chargehand | £20.91 |\n\n### Approximate 2026 National Guaranteed Base Rates (following ~6% award)\n\n| Grade | Designation | ~Basic rate\u002Fhr |\n|-------|-------------|---------------|\n| Grade 1 (adult) | Junior operative | ~£13.26 |\n| Grade 2 (adult) | Operative | ~£15.21 |\n| Grade 3 (adult) | Senior operative | ~£17.25 |\n| Grade 4 | Craft | ~£20.18 |\n| Grade 5 | Advanced Craft | ~£21.21 |\n| Grade 6 | Skilled Working Chargehand | ~£22.16 |\n\nRates marked with ~ are derived by applying the reported ~6% 2026 award to the confirmed January 2025 rates; official 2026 figures will be promulgated by NJC Communiqué. All figures are for normal day-work; shift premiums, overtime rates and Categorised Work supplements increase earnings further.\n\nOn **Category 1 major projects**, Categorised Work Rates are ~10–12% above the National Guaranteed Rates — for example, a Grade 4 Craft worker on a Category 1 project earned £21.53\u002Fhr in 2025, rising to ~£22.82\u002Fhr in 2026.\n\nWorkers qualified for coded welding to ISO 9606\u002FASME IX earn additional proficiency supplements ranging from 15p per hour (carbon steel) to 44p per hour for the most complex build-quality welds.\n\nEmployers may also introduce locally agreed incentive bonus arrangements. On National Guaranteed Rate work the maximum bonus is £2.40\u002Fhr for Grades 4–6; on Categorised Work performance-based schemes can reach £2.37\u002Fhr.\n\n---\n\n## Working Hours and Leave Entitlement\n\nThe NAECI basic working week is **38 hours**, worked over five normal days (Monday to Friday), with 8 hours Monday to Thursday and 6 hours on Friday plus an unpaid 30-minute meal break. Employees are entitled to a paid 10-minute refreshment break on most mornings. Alternative four-day or rolling shift patterns may be agreed locally with NJC approval.\n\nUnder the **Working Time Regulations 1998 (WTR 1998)**, reference periods for calculating average weekly working time are successive 52-week blocks. Workers may agree in writing to work more than the 48-hour weekly average limit; the NJC provides a model opt-out form. The NAECI modifies certain WTR 1998 provisions — specifically daily rest (Regulation 10(1)), weekly rest periods (Regulation 11) and rest breaks (Regulation 12(1)) — by way of a collective workforce agreement, as the Regulations expressly permit.\n\n### Annual Leave\n\nEvery NAECI worker is entitled to:\n\n- **25 days of annual holiday** per year (for a five-day basic week), accruing at 1\u002F52 of annual entitlement per week worked\n- **8 public holidays** per year: New Year's Day, Good Friday, Easter Monday, May Bank Holiday, Spring Bank Holiday, Summer Bank Holiday, Christmas Day and Boxing Day\n\nThis totals **33 days**, materially above the **28-day statutory minimum** under WTR 1998. Holiday pay for 20 of the 25 annual days is calculated using the Euroleave method, which includes overtime, shift premiums and applicable incentive bonus earnings over the previous 52 weeks, ensuring pay during leave reflects actual working income rather than basic rates alone.\n\nWorkers on 'away contracts' who live away from home receive 12 periodic weekend leaves per year, with standard-class rail fares reimbursed both ways.\n\n---\n\n## Redundancy Pay\n\nThe NAECI provides protection beyond the statutory minimum in two stages:\n\n**Under 2 years' continuous service — Contractual Severance Payment:**\nA contractual severance payment accrues for each complete week of employment, up to a maximum of 103 weeks. Based on 2024–2025 NAECI rates (updated by the NJC in line with statutory cap changes), typical weekly rates for Grade 4–6 workers are:\n\n- Aged 40 or under: £12.06–£12.37 per week of qualifying employment\n- Aged 41 or over: £18.09–£18.55 per week of qualifying employment\n\n**Over 2 years' continuous service — Statutory Redundancy Pay (ERA 1996):**\nThe standard statutory redundancy formula under the **Employment Rights Act 1996** applies:\n- 0.5 week's pay per year of service aged under 22\n- 1 week's pay per year of service aged 22–40\n- 1.5 weeks' pay per year of service aged 41 or over\n\nThe weekly pay cap in 2026 is **£700**, giving a maximum statutory entitlement of **£21,000** (30 qualifying years × 1.5 × £700). The NAECI's contractual severance scheme ceases when the statutory redundancy entitlement kicks in after two years' service.\n\nRedundancy payments made strictly in accordance with the NAECI scheme upon genuine redundancy, as defined in ERA 1996, are currently exempt from income tax by arrangement with HMRC.\n\nWhere 20 or more redundancies are proposed within 90 days, employers must undertake collective consultation with Unite and\u002For the GMB in accordance with statutory requirements under the **Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA 1992)**. Individual selection decisions can be challenged through the NAECI's four-stage dispute procedure, culminating in a final binding NJC Arbitration Panel ruling.\n\n---\n\n## Notice Periods\n\nThe NAECI incorporates the minimum notice provisions of the **Employment Rights Act 1996, section 86**. After the initial four-week probationary period:\n\n**Employer to employee:**\n- 4 weeks to less than 2 years of continuous employment: 1 week\n- 2 years: 2 weeks\n- Thereafter: 1 additional week per year of service, up to a **maximum of 12 weeks**\n\n**Employee to employer:**\n- 1 week after 4 weeks' continuous employment\n\nNotice does not apply in summary dismissal for gross misconduct. During the probationary period, only 2 hours' notice is required by either party. Employers wishing to transfer workers to another site must give at least one week's notice where practicable.\n\n---\n\n## Pension Rights\n\nAll NAECI employers are required by the **Pensions Act 2008** to auto-enrol eligible workers into a qualifying pension scheme. Minimum auto-enrolment contributions are:\n\n- **Employee:** 5% of qualifying earnings\n- **Employer:** 3% of qualifying earnings\n\nMany NAECI contractors use the **ECI Stakeholder Pension Scheme** (administered by Scottish Widows, helpline 0345 716 6777), which predates auto-enrolment and remains open to existing members. Workers who joined the Stakeholder Scheme before their employer's auto-enrolment scheme was set up may remain in it.\n\nWorkers who opt out of auto-enrolment may do so by giving their employer an opt-out notice obtained from the pension provider. Employers must re-enrol opted-out workers every three years.\n\nIn addition, all NAECI workers (Grades 1–6 and apprentices) are covered by **Welplan Limited**, the industry welfare benefit scheme, which provides:\n\n- Death benefit: £35,000 (any cause)\n- Fatal accident benefit: £40,000 (occupational or commuting accident)\n- Weekly sickness and accident benefit: £192\u002Fweek for weeks 2–14 (all grades); rising to £289.60\u002Fweek for Grades 4–6 in weeks 15–27 (2025 rates, subject to annual review)\n- Permanent total disablement: £50,000\n\n---\n\n## Your Rights Under the Agreement\n\nThe NAECI forms a legally binding part of your contract of employment. Key rights as of 2026 include:\n\n- **Direct employment only:** No NAECI worker can be engaged as a self-employed individual or through a personal service company. PAYE income tax and Class 1 National Insurance contributions are mandatory, in accordance with ERA 1996.\n- **Trade union recognition:** Under TULRCA 1992, Unite and the GMB are the sole recognised negotiating unions. Employers must encourage NAECI workers to join and must facilitate accredited shop stewards — paid time off for trade union duties is a contractual right.\n- **Guaranteed earnings:** Workers with more than four weeks' continuous service are entitled to guaranteed pay for 38 hours in any pay week, even if work is temporarily unavailable.\n- **Four-stage dispute procedure:** Any unresolved grievance escalates from informal resolution to a formal site meeting (Stage 2), a Project Joint Council or Local Forum (Stage 3), and finally an NJC Dispute Adjudication Panel (Stage 4) — whose finding is final and binding on both parties under the NAECI's collective procedure framework (TULRCA 1992, s.179).\n\n---\n\n## Frequently Asked Questions\n\n**Q: What does the ~6% 2026 pay award mean for my weekly earnings?**  \nA: Applied to a Grade 4 Craft worker on National Guaranteed Rates, the increase raises the basic hourly rate from £19.04 to ~£20.18. Over a standard 38-hour week, that is approximately £767 per week in basic pay before overtime, bonuses and allowances. On a Category 1 major project the equivalent rises to ~£22.82\u002Fhr, or ~£867\u002Fweek basic.\n\n**Q: How do I qualify as a Grade 4 Craft worker?**  \nA: You must hold a VQ Level 3 qualification (or RQF Diploma Level 3\u002FSCQF Level 6–7 equivalent), typically earned through an ECITB Apprenticeship or Technical Training programme, and have at least two years' experience at Grade 3 level. Your employer assesses competence using the ACE (Assuring Competence in Engineering Construction) scheme. Non-UK qualifications are assessed on a substantial equivalence basis.\n\n**Q: Does the accommodation allowance affect my tax position?**  \nA: The daily accommodation allowance (£50.81\u002Fday from January 2025, rising with the 2026 settlement) is partially payable tax-free under longstanding HMRC concessions that apply specifically to NAECI-registered work. The taxable and tax-free elements are set out in the rates tables issued by NJC Communiqué. Workers on sites inside the M25 also receive a taxable London supplement of £30.40\u002Fday.\n\n**Q: I was selected for redundancy — what are my rights?**  \nA: First, request the selection matrix and criteria in writing from your employer. Where 20 or more redundancies are involved, collective consultation must have occurred with Unite or the GMB (TULRCA 1992). You have a right to a domestic appeal. If unresolved, your union representative can refer the case to Stage 2 of the NAECI procedure and, if necessary, to an NJC Dismissal Arbitration Panel, which issues a final binding decision. Contact your Unite or GMB officer immediately for representation.\n\n**Q: Can I be required to work on Saturdays and Sundays?**  \nA: Yes — undertaking overtime and shift working as required by management is an obligation of NAECI employment. However, overtime worked on Saturday mornings (up to 4 hours before noon) is paid at the higher Overtime Rate A; all other weekend overtime is paid at the even higher Overtime Rate B. Your employer must consult trade union representatives where regular overtime is required on a programme basis.\n\n**Q: What happens to my holiday pay if I have worked a lot of overtime?**  \nA: Under the Euroleave holiday pay calculation (which applies to 20 of your 25 annual days), holiday pay reflects your actual average earnings over the previous 52 weeks — including overtime pay, shift premiums, incentive bonus and welding proficiency payments. This is an enhanced right above the statutory minimum and reflects the requirements of WTR 1998 as interpreted by UK case law.\n\n---\n\n## Related Tool\n\n> **Interactive Calculator**\n> Use our NAECI 2025–2026 Pay & Rights Calculator to estimate your pay, redundancy entitlement, annual leave and pension under this agreement.\n\n---\n\n*This guide is for general information only and does not constitute legal advice. For advice specific to your situation, consult your union representative or a qualified employment solicitor.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F2a5cf9b0ce44-15d923.webp","Workers in engineering construction sector reviewing their pay agreement in the UK, 2026","NAECI 2025-2026 workers guide | Expert Zoom","The NAECI 2025-2026 sets pay, leave and rights for ~30,000 UK engineering construction workers. Find grade rates, redundancy rules and pension rights.","NAECI 2025-2026 workers guide","2a5cf9b0ce44",2148,[],{"excerpt":1041,"featured":1162,"metaTitle":2598,"countryCode":1165,"categorySlug":1133,"languageCode":1166,"relatedTools":2605,"readingTimeMin":1161,"metaDescription":2599},[1043],777,"c083ed8f-9a1f-442c-8931-3ac6485bfd62","2026-07-06T07:46:24.000Z","2026-07-28T12:31:30.530Z",6.08,3.61,"2026-07-31T15:48:45.324Z","2026-05-26T17:25:10.712Z","2026-05-26T17:25:10.714Z","2026-08-04T02:05:50.252Z",{"id":1167,"name":662,"slug":664,"parentId":1160},{"id":2618,"slug":2619,"title":2620,"excerpt":2621,"contentMd":2622,"heroImage":2623,"heroImageAlt":2624,"heroImageCredit":1160,"audioUrl":1160,"audioGeneratedAt":1160,"readingTimeMin":2625,"featured":1162,"status":1163,"lang":1164,"countryCode":1165,"languageCode":1166,"categoryId":1167,"metaTitle":2626,"metaDescription":2627,"keyword":2628,"seoApiPageId":2629,"seoApiTenantId":1172,"contentType":1160,"wordCount":2630,"internalImages":2631,"frontmatter":2632,"viewCount":2634,"internalLinksCount":2557,"expertId":1179,"folderId":1160,"folderPosition":1160,"gscVerdict":1180,"gscCoverage":1181,"gscLastCrawl":2635,"gscCheckedAt":2609,"gscIndexingState":1160,"gscRobotsTxtState":1160,"gscPageFetchState":1160,"gscGoogleCanonical":1160,"gscCrawledAs":1160,"cwvLcp":2636,"cwvLcpRating":1185,"cwvFcp":2637,"cwvFcpRating":1185,"cwvCls":1178,"cwvClsRating":1189,"cwvAuditedAt":2638,"publishedAt":2639,"createdAt":2640,"updatedAt":2641,"category":2642},"cmpmwodtf00npn6h1jk5clqqr","police-staff-council-pay-agreement-workers-2026","Police Staff Council Pay Agreement 2025–2026: Complete Guide for Workers (2026)","The Police Staff Council (PSC) is the national collective bargaining body governing pay and conditions for approximately **73,000 [civilian police](\u002Fgb\u002Fmagazine\u002Flegal\u002Fcivil-service-pay-remit-2026-work","# Police Staff Council Pay Agreement 2025–2026: A Complete Guide for Workers\n\n## What Is the Police Staff Council?\n\nThe Police Staff Council (PSC) is the national collective bargaining body governing pay and conditions for approximately **73,000 [civilian police](\u002Fgb\u002Fmagazine\u002Flegal\u002Fcivil-service-pay-remit-2026-workers-guide) staff** employed across around 37 police forces in England and Wales. Established under a voluntary framework, the PSC brings together the Employer Side — led by the Local Government Association (LGA), which acts as Secretariat on behalf of Police and Crime Commissioners and Chief Constables — and the Trade Union Side, comprising five recognised unions: **UNISON, Unite, GMB, PCS and Prospect**.\n\nUnlike sworn police officers, who hold the status of officeholders without a conventional contract of employment, civilian police staff are employees in the full legal sense. They benefit from all statutory employment rights under the **Employment Rights Act 1996 (ERA 1996)**, hold full collective bargaining rights under the **Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA 1992)**, and are entitled to working time protections under the **Working Time Regulations 1998 (WTR 1998)**.\n\nThe roles covered include Police Community Support Officers (PCSOs), custody detention officers, intelligence analysts, forensic support staff, call-handlers, control room staff and administrative personnel. The PSC national agreement applies across participating forces in England and Wales, with certain forces — including the Metropolitan Police, British Transport Police, City of London Police, Thames Valley Police, Kent Police and Surrey Police — maintaining their own separate arrangements outside the PSC framework.\n\n---\n\n## Pay and Pay Award 2025–2026\n\n### The Settlement\n\nFollowing negotiations, the PSC reached a pay settlement for 2025–26, formalised in **PSC Joint Circular 142**, issued in October 2025. The award consists of a **4.2% increase on all pay points** of the national PSC pay spine, effective from **1 September 2025**. The settlement period runs from 1 September 2025 to 31 August 2026.\n\nAll three balloting unions voted to accept: GMB members did so by an overwhelming majority of 78% with a 51.5% participation rate; UNISON and Unite members also voted in favour, with the Trade Union Side formally accepting the offer at its October 2025 Council meeting.\n\n### The Pay Spine\n\nThe PSC operates a national pay spine of numbered points. Civilian roles are assigned to a single point or to a scale of points drawn from this spine. As of **1 September 2025**, the principal pay spine runs from approximately **£24,747** at its lowest point to **£60,912** at its highest — up from £23,748 and £58,455 respectively in 2024–25. All points on the spine received the 4.2% uplift.\n\n**Indicative salary levels after the 4.2% uplift:**\n\n| Level | 2024–25 | 2025–26 |\n|---|---|---|\n| Lowest pay point (entry roles) | £23,748 | £24,747 |\n| Mid-range | ~£38,000–£45,000 | ~£39,600–£46,900 |\n| Highest pay point (senior\u002Fspecialist) | £58,455 | £60,912 |\n\nEven at the lowest pay point, PSC staff earn **more than double** the 2026 National Living Wage (NLW) rate of £12.21 per hour (equivalent to approximately £23,448 per year for a 37-hour week), reflecting the skilled and responsible nature of civilian police roles. Your contract of employment will specify which pay point or scale applies to your particular role and grade.\n\n### Allowances\n\nIn addition to the basic pay increase, Joint Circular 142 confirmed increases to key allowances:\n\n| Allowance | 2024–25 | 2025–26 |\n|---|---|---|\n| Standby allowance | £36.13 | £37.65 (↑4.2%) |\n| Overnight away from home | £50.00 | £60.00 (↑£10 flat) |\n| Essential car user (annual) | Three engine-size bands | Harmonised to £1,239 |\n\nThe overnight away from home allowance received a £10 flat increase — slightly above the 4.2% formula — reflecting the additional expense of overnight working. Essential car user allowances have been simplified from a three-band engine-size structure to a single annual rate of £1,239, regardless of vehicle size.\n\n---\n\n## Working Hours and Leave Entitlement\n\n### Standard Working Week\n\nThe PSC Handbook sets a standard working week of **37 hours** for full-time staff. Compressed hours, flexible working and part-time arrangements are available subject to local force agreement and the right to request flexible working under ERA 1996.\n\n### Annual Leave\n\nAnnual leave entitlements under the PSC Handbook are **more generous than the statutory floor** set by the Working Time Regulations 1998 (WTR 1998):\n\n| Service length | PSC minimum paid annual leave |\n|---|---|\n| On appointment | 24 days |\n| After 5 or more years' continuous service | 29 days |\n\nEmployees are also entitled to **8 public holidays** per year — the standard UK bank holidays in England and Wales.\n\nEven the entry-level entitlement of 24 days plus 8 public holidays totals **32 days**, exceeding the WTR 1998 statutory minimum of 28 days (which includes bank holidays). After five years' service, total entitlement rises to **37 days**, representing a 32% improvement on the legal minimum.\n\nThe Trade Union Side submitted its 2026 pay claim in April 2026, proposing to increase the on-appointment entitlement from 24 to **25 days** and the five-year entitlement from 29 to **30 days**, reflecting longstanding union concerns about workload and the erosion of real-terms leave value over time.\n\n### Sick Pay\n\nThe PSC Handbook provides an enhanced occupational sick pay (OSP) scheme that far exceeds the statutory Statutory Sick Pay (SSP) rate of £116.75 per week (2026 rate). Entitlement steps up with length of service, combining full pay and half pay periods to provide meaningful income protection during periods of illness. Full pay is calculated as the equivalent of normal earnings when taken together with any SSP receivable, ensuring you are not worse off during sickness absence.\n\n---\n\n## Redundancy Pay\n\n### Statutory Formula\n\nAll PSC employees with at least two years' continuous service are entitled to a statutory redundancy payment on dismissal by reason of redundancy, calculated under the **ERA 1996** using the standard formula:\n\n- **Half a week's pay** for each full year worked under the age of 22\n- **One week's pay** for each full year worked aged 22 to 40\n- **One and a half weeks' pay** for each full year worked aged 41 or over\n\nService used in the calculation is capped at **20 years**. The statutory weekly pay cap for 2026 is **£700**, giving a maximum statutory redundancy payment of **£21,000**.\n\n### The Local Government Continuity Advantage\n\nA notable benefit for civilian police staff is the treatment of **previous public sector service** for redundancy purposes. Employment with organisations covered by the Redundancy Payments (Continuity of Employment in Local Government, etc.) (Modification) Orders — which include local authorities, NHS trusts and other covered public sector bodies — counts towards your total service for redundancy pay calculations. This means that a police staff member who has previously worked for a local council or other covered employer does not lose that accumulated service when switching to a police force, providing considerably greater redundancy protection than the strict ERA 1996 entitlement alone would afford.\n\nAdditionally, individual forces may have local agreements providing redundancy payments above the PSC national minimum. Always check your contract of employment and local HR policies, and speak to your union representative if you face a redundancy situation.\n\n### Immediate Pension on Redundancy\n\nEmployees who are members of the Local Government Pension Scheme (LGPS), are aged **55 or over** and have completed the two-year vesting period, may be entitled to **immediate payment of their LGPS pension benefits** on redundancy, rather than having those benefits deferred to normal pension age. This provision significantly improves the financial position of longer-serving employees affected by compulsory redundancy.\n\n---\n\n## Notice Period\n\nThe statutory minimum notice entitlement under **ERA 1996, section 86** is at least **one week per completed year of continuous service**, rising to a maximum of **12 weeks** after 12 or more years. This represents the legal floor.\n\nUnder the PSC Handbook and individual force contracts, the contractual notice period is typically at least **one month** — which exceeds the statutory minimum for employees in their early years of service. Your contract of employment will specify the applicable notice period for your role. You are entitled to whichever is the greater: your contractual or statutory notice. Where your employer elects to make a payment in lieu of notice (PILON), that payment must reflect your full contractual entitlement, not merely the statutory minimum.\n\n---\n\n## Pension Rights\n\n### The Local Government Pension Scheme (LGPS)\n\nCivilian police staff are eligible for membership of the **Local Government Pension Scheme (LGPS)**, one of the largest funded public service pension schemes in the United Kingdom. The LGPS is a statutory scheme with employer obligations reinforced by the **Pensions Act 2008** auto-enrolment duty, meaning your employer must automatically enrol you if you are eligible and re-enrol you every three years if you have previously opted out.\n\nSince 1 April 2014, the LGPS has operated as a **Career Average Revalued Earnings (CARE)** scheme. In each year of membership, you build up a pension of **1\u002F49th of your pensionable pay** for that year. Each annual slice is then revalued in line with the Consumer Prices Index (CPI) to protect against inflation. At retirement, all the revalued annual slices are added together to produce your total LGPS pension — a guaranteed, defined-benefit income for life.\n\n### Employee Contribution Rates (2026–27)\n\nEmployee contributions are tiered by annual pensionable pay. The 2026–27 bands are:\n\n| Annual Pensionable Pay | Employee Contribution Rate |\n|---|---|\n| Up to £18,400 | 5.5% |\n| £18,401 – £29,000 | 5.8% |\n| £29,001 – £47,300 | 6.5% |\n| £47,301 – £59,800 | 6.8% |\n| £59,801 – £84,000 | 8.5% |\n| £84,001 – £119,100 | 9.9% |\n\nMost entry and mid-range PSC staff (earning £24,747–£47,300) will contribute between **5.5% and 6.5%** of pensionable pay. This compares favourably with auto-enrolment minimum employee contributions of just 5% under the Pensions Act 2008.\n\n### Employer Contributions\n\nEmployer contribution rates are set through triennial actuarial valuations of each LGPS fund. For 2025–26, employer contributions for participating police forces have typically ranged between approximately **15% and 20%** of payroll, depending on the funding position of the relevant LGPS fund. This employer commitment substantially enhances the total pension package available to police staff.\n\n### 50\u002F50 Option\n\nThe LGPS offers a **50\u002F50 section** for members who wish to reduce their outgoings: you pay half the standard contribution rate and build up pension at **1\u002F98th** of pay per year rather than 1\u002F49th. This is intended as a temporary measure during financial pressure, not a permanent arrangement, and your employer must auto-enrol you back into the main section every three years.\n\n### Normal Pension Age and Early Access\n\nThe normal pension age in the LGPS for benefits built up from April 2014 is your **State Pension Age** (currently 66, rising to 67 in 2028). Benefits built up under earlier LGPS rules before April 2014 carry a protected normal pension age of 65 in most cases. Early retirement is possible from age 55 (rising to 57 from 2028), subject to actuarial reduction.\n\n---\n\n## Your Rights Under the Agreement\n\nBeing covered by the PSC Handbook gives you employment terms that meet or exceed the statutory baseline in several important respects:\n\n- **Collective bargaining and union rights** — Under **TULRCA 1992**, UNISON, Unite, GMB, PCS and Prospect are formally recognised by the PSC Employer Side. This gives you the right to union representation in disciplinary and grievance proceedings, access to collective negotiation on pay and conditions, and meaningful voice through your union at both local and national level.\n- **Enhanced annual leave** — 24–29 days plus 8 public holidays, with a minimum of 32 days total entitlement from day one, exceeding the 28-day WTR 1998 statutory floor throughout your career.\n- **Occupational sick pay** — A graduated scheme providing income protection at full pay and half pay levels that far exceeds the statutory SSP rate, giving financial security during illness.\n- **Defined-benefit pension** — LGPS membership provides a career average pension with inflation-linked revaluation, substantial employer contributions and life assurance, representing far greater security than the auto-enrolment minimum under the Pensions Act 2008.\n- **Public sector service continuity** — Previous service with local government and other covered public sector bodies counts for redundancy calculation purposes, protecting workers who have built a career across the public sector.\n\n---\n\n## Frequently Asked Questions\n\n**Does the PSC pay award apply to my force automatically?**\nThe PSC Handbook is a voluntary national agreement; forces adopt it individually. If you work for one of the ~37 participating forces, the 4.2% increase should have been applied from 1 September 2025. Forces such as the Metropolitan Police, Thames Valley Police, Kent Police and Surrey Police operate outside the PSC framework and will have their own separate pay arrangements.\n\n**When should I have seen the increase in my pay packet?**\nThe 4.2% increase was effective from 1 September 2025, so it should have appeared in your September 2025 payslip. If you believe you have been underpaid, raise the matter with your payroll department and, if unresolved, contact your union representative.\n\n**I previously worked for a local council — does that service count?**\nFor redundancy pay calculations, previous employment with organisations covered by the local government Modification Orders does count under PSC provisions. For annual leave and sick pay purposes, continuity of service depends on your individual contract and force policy. Your HR department or union rep can confirm how prior service has been recognised.\n\n**Can I opt out of the LGPS?**\nYes, you can opt out at any time. However, you would immediately lose your employer's contributions — worth roughly 15–20% of your salary — and the security of a defined-benefit pension. Under the **Pensions Act 2008**, your employer must automatically re-enrol you every three years if you have previously opted out. It is strongly advisable to take independent financial advice before making this decision.\n\n**What happens to my pension if I am made redundant?**\nIf you are aged 55 or over at the date of redundancy, have at least two years' LGPS membership, and are made compulsorily redundant, your force must pay your LGPS pension benefits immediately. If you are under 55, your pension will normally be deferred until you reach pension age, unless you elect to take actuarially reduced benefits earlier.\n\n**What is the 2026 pay claim, and when will it be settled?**\nThe Trade Union Side submitted its 2026 pay claim in April 2026, seeking a **9% increase or £2,700 per year, whichever is greater**, a minimum hourly rate of £15, and improvements to annual leave. Negotiations are ongoing; any settlement will take effect from **1 September 2026**. Check your union's website — UNISON at unison.org.uk, Unite or GMB — for the latest updates.\n\n---\n\n> **Interactive Calculator**\n> Use our Police Staff Council Pay & Rights Calculator to estimate your pay, redundancy entitlement, annual leave days and LGPS pension contribution under this agreement.\n\n---\n\n*This guide is for general information only and does not constitute legal advice. For advice specific to your situation, consult your union representative or a qualified employment solicitor.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F8e4d764fcd9e-15d8f8.webp","Civilian police staff workers in a UK police station office reviewing their pay agreement, 2026",12,"PSC Pay Agreement 2025-26 workers guide | Expert Zoom","Everything civilian police staff need to know about the PSC 2025-26 pay award, LGPS pension, annual leave and redundancy rights in England and Wales.","Police Staff Council pay agreement workers 2026","8e4d764fcd9e",2501,[],{"excerpt":1041,"featured":1162,"metaTitle":2626,"countryCode":1165,"categorySlug":1133,"languageCode":1166,"relatedTools":2633,"readingTimeMin":2625,"metaDescription":2627},[1091],1100,"2026-07-18T09:24:21.000Z",4.34,3.36,"2026-07-31T15:49:11.212Z","2026-05-26T17:25:09.745Z","2026-05-26T17:25:09.747Z","2026-08-04T02:18:04.562Z",{"id":1167,"name":662,"slug":664,"parentId":1160},{"id":2644,"slug":2645,"title":2646,"excerpt":2647,"contentMd":2648,"heroImage":2649,"heroImageAlt":2650,"heroImageCredit":1160,"audioUrl":1160,"audioGeneratedAt":1160,"readingTimeMin":1161,"featured":1162,"status":1163,"lang":1164,"countryCode":1165,"languageCode":1166,"categoryId":1167,"metaTitle":2651,"metaDescription":2652,"keyword":2653,"seoApiPageId":2654,"seoApiTenantId":1172,"contentType":1160,"wordCount":2655,"internalImages":2656,"frontmatter":2657,"viewCount":2659,"internalLinksCount":1178,"expertId":2660,"folderId":1160,"folderPosition":1160,"gscVerdict":1180,"gscCoverage":1181,"gscLastCrawl":2661,"gscCheckedAt":2662,"gscIndexingState":1160,"gscRobotsTxtState":1160,"gscPageFetchState":1160,"gscGoogleCanonical":1160,"gscCrawledAs":1160,"cwvLcp":2663,"cwvLcpRating":1185,"cwvFcp":1186,"cwvFcpRating":1187,"cwvCls":1178,"cwvClsRating":1189,"cwvAuditedAt":2664,"publishedAt":2665,"createdAt":2666,"updatedAt":2667,"category":2668},"cmpmwod3100nnn6h1pmbsj4sv","new-jnches-higher-education-pay-agreement-workers-guide-2026","New JNCHES National Pay Spine Agreement — Higher Education 2025-2026: Complete Guide for Workers (2026)","The universities and colleges that educate millions of students across the United Kingdom employ roughly 200,000 non-clinical staff whose pay, working conditions, and employment rights are shaped by a","# New JNCHES National Pay Spine Agreement — Higher Education 2025-2026: A Complete Guide for Workers (2026)\n\nThe universities and colleges that educate millions of students across the United Kingdom employ roughly 200,000 non-clinical staff whose pay, working conditions, and employment rights are shaped by a single national framework: the **New Joint Negotiating Committee for Higher Education Staff (New JNCHES)** agreement. Whether you are a lecturer, librarian, IT specialist, administrator, or estates worker, this guide explains what the 2025-2026 pay settlement means for your salary, your leave entitlement, your redundancy rights, and your pension — and where to turn if you believe the agreement is not being applied correctly.\n\n---\n\n## What Is the New JNCHES Agreement?\n\nThe New JNCHES framework is the collective bargaining structure that governs pay and national terms and conditions for non-clinical staff at universities and higher education institutions (HEIs) in England, Scotland, Wales, and Northern Ireland that are members of the **Universities and Colleges Employers Association (UCEA)**. Approximately 138 UCEA-member institutions participate in the annual pay round, covering ~200,000 employees across academic, research, professional services, and support roles.\n\nNegotiations take place each year between UCEA — which bargains on behalf of member universities — and five recognised trade unions: the **University and College Union (UCU)**, **UNISON**, **Unite**, the **GMB**, and the **Educational Institute of Scotland (EIS)**. This collective recognition framework operates under **TULRCA 1992**, which gives recognised unions the right to negotiate on pay and working conditions. The agreement sets a **national pay spine**: a series of numbered salary points that institutions map onto their own internal grade structures. Individual universities retain the discretion to award additional, locally-funded pay enhancements above the national minimum.\n\n---\n\n## Pay and Pay Award 2025-2026\n\nFor the 2025-2026 pay year, UCEA tabled a \"full and final\" offer of:\n\n- **1.4%** on all spine points for the majority of staff\n- **2.0%** for staff on **Spine Points 7 and below** — the lowest earners on the national scale\n\nThe settlement was declared effective from **1 August 2025**, following implementation instructions issued to member HEIs after UCEA confirmed that the formal dispute resolution procedure set out in the New JNCHES agreement had been exhausted on **17 July 2025**. Cambridge and other institutions that follow the standard UCEA timetable implemented the award in their August 2025 payroll, backdating where necessary.\n\nAll five unions **rejected** both offers put to them — the first tabled on 20 May 2025, the revised final offer on 4 July 2025 — on the grounds that the increases fell below inflation and failed to address years of real-terms pay erosion. Despite rejection, the UCEA dispute resolution procedure permitted implementation once conciliation was concluded without agreement. Four unions subsequently launched industrial action ballots on 20 October 2025; the UCU and EIS ballots did not reach the 50% participation threshold required under TULRCA 1992 for lawful industrial action, and those ballots did not proceed to action.\n\n### What Does 1.4% Mean in Practice?\n\nIf your salary before 1 August 2025 was, for example, £35,000, a 1.4% uplift adds £490, bringing you to £35,490. If your salary was £25,000 on Spine Points 7 or below, the 2% uplift adds £500, bringing you to £25,500. Every spine point on the national scale was uprated on the same effective date. Contract research staff on externally funded grants received the increase only where their funding source allowed it; staff on such contracts should confirm with their institution's HR whether the award has been applied.\n\n> **Interactive Calculator**\n> Use our New JNCHES Higher Education Pay & Rights Calculator to estimate your updated salary, redundancy entitlement, annual leave allowance, and USS pension under this agreement.\n\n---\n\n## Working Hours and Leave Entitlement\n\nThe **Working Time Regulations 1998 (WTR 1998)** establish statutory minimum employment rights for all workers in the UK, including HE staff. The key provisions are:\n\n- **Annual leave:** A minimum of **28 days** paid leave per year (inclusive of bank holidays) for a full-time worker\n- **Rest breaks:** At least 11 consecutive hours' rest in every 24-hour period; at least 20 minutes' uninterrupted rest if your shift exceeds 6 hours\n- **Maximum working week:** An average of **48 hours** per week (workers may opt out in writing, though this is voluntary)\n\nMost UCEA-member universities offer contractual annual leave entitlements that **exceed** the WTR 1998 statutory minimum. A typical provision is **25 to 30 days** of annual leave (excluding bank holidays and any institution-specific closure days) for all staff from day one of employment, rising with length of service at some institutions. When the eight standard UK public holidays are added, total paid leave at many universities reaches **33 to 38 days** per year — substantially above the 28-day statutory floor.\n\nAcademic staff often have additional flexibility through research time and study leave provisions negotiated locally, though these are not uniform across the sector. Part-time employees are entitled to annual leave on a **pro-rata** basis.\n\nYou may not be asked to waive your right to take annual leave, and leave cannot be substituted by a payment in lieu while you remain employed (except on termination of employment). These protections exist under **WTR 1998**.\n\n---\n\n## Redundancy Pay\n\nIf your position is made redundant, you are entitled to statutory redundancy pay under the **Employment Rights Act 1996 (ERA 1996)** if you have at least two years of continuous employment. The statutory formula is:\n\n| Age band | Multiplier per full year of service |\n|---|---|\n| Under 22 | 0.5 week's pay |\n| 22 to 40 | 1 week's pay |\n| 41 and over | 1.5 week's pay |\n\nService is capped at **20 years**, and the weekly pay figure used in the calculation is capped at **£700** (the 2026 statutory cap). This means the maximum statutory redundancy payment in 2026 is:\n\n**20 years × 1.5 × £700 = £21,000**\n\nMany UCEA-member universities operate **enhanced redundancy schemes** that exceed the ERA 1996 statutory floor. Common enhancements include removing the service cap (paying for more than 20 years), increasing the weekly pay multiplier, or using the employee's actual uncapped weekly salary rather than the £700 statutory cap. Check your contract and any applicable local collective agreement to determine whether an enhanced scheme applies to you.\n\nIf you are selected for redundancy, you also have rights under ERA 1996 to a fair selection process and to be considered for any suitable alternative vacancies within the institution before your notice expires. Unfair selection for redundancy — for example, on grounds linked to trade union membership or activities — is unlawful under both **ERA 1996** and **TULRCA 1992**.\n\n---\n\n## Notice Period\n\nYour statutory minimum notice entitlement under **ERA 1996 s.86** is:\n\n- **1 week's notice** if you have been employed for between one month and two years\n- **1 week's notice for each full year of continuous service**, up to a **maximum of 12 weeks**, if you have been employed for two years or more\n\nIn practice, almost all university employment contracts set **contractual notice periods** that significantly exceed the statutory minimum. Professional services staff typically have notice periods of **one to three months**; academic and senior staff commonly have **three to six months** as a contractual term. Your contract takes precedence over the statutory minimum wherever it is more generous. If your employer dismisses you with less than the contractual notice owed, you may have a claim for wrongful dismissal.\n\n---\n\n## Pension Rights\n\nThe dominant pension scheme for academic and the majority of professional services staff at pre-1992 universities is the **Universities Superannuation Scheme (USS)**, a hybrid defined-benefit and defined-contribution arrangement. As of 2026, contribution rates under USS are:\n\n- **Employee contribution:** 6.1% of salary\n- **Employer contribution:** 14.5% of salary\n\nUnder the **Retirement Income Builder** (the defined-benefit element of USS), you accrue pension at a rate of **1\u002F75 of your annual salary** for each year of membership. At retirement you also receive a tax-free cash lump sum equal to three times the annual pension accrued. Salary above a threshold set by USS trustees accumulates in the **Investment Builder**, a defined-contribution pot.\n\nStaff at post-1992 universities (former polytechnics and newer institutions) are more commonly enrolled in the **Local Government Pension Scheme (LGPS)** or their institution's own occupational scheme. Some institutions offer a choice between USS and an alternative scheme.\n\nRegardless of scheme, your employer is obliged under the **Pensions Act 2008** to automatically enrol you into a workplace pension if you are a qualifying worker earning above the earnings threshold, and to contribute at least 3% of qualifying earnings. Most HE schemes are considerably more generous than the auto-enrolment minimum floor.\n\n---\n\n## Your Rights Under the Agreement\n\nAs a worker covered by the New JNCHES framework, you benefit from several protections that exceed or clarify statutory minimums:\n\n- **National pay spine uplift from 1 August each year** — guaranteed annual review with negotiated increases, rather than reliance solely on the employer's discretion\n- **Collectively agreed pay framework** — your pay point is set by reference to the national spine, protecting against arbitrary grade placement; any pay dispute can be raised formally under your institution's grading or appeals procedure (underpinned by **ERA 1996**)\n- **Recognised union representation** — UCEA formally recognises UCU, UNISON, Unite, GMB, and EIS under **TULRCA 1992**, giving you the right to union representation in disciplinary and grievance proceedings and collective consultation on redundancy\n- **Protection from detriment for union activity** — you cannot lawfully be dismissed, selected for redundancy, or subjected to any other detriment for joining a union or participating in lawful union activities (**TULRCA 1992 ss.146–152**)\n\n---\n\n## Frequently Asked Questions\n\n**My university says my pay rise will be delayed because I am on an external grant. What are my rights?**\nIf your post is funded by an external grant that does not permit salary increases above the original budget, your institution may be unable to pass on the national award immediately. This is a recognised sector-specific provision, not a breach of the agreement. Speak to your HR department to find out when funds may become available; your union can assist if you believe the delay is unreasonable.\n\n**Can my employer refuse to give me the 1.4% increase?**\nIf your institution is a UCEA member, it has committed to implementing the nationally agreed award. Failure to do so would be a breach of your contract of employment (the award is incorporated into contracts via the collective agreement) and could give rise to an unlawful deduction from wages claim under **ERA 1996 Part II**. Contact your union representative if you believe the award has not been applied.\n\n**Are zero-hours or fractional contract workers covered?**\nZero-hours workers and hourly-paid staff at UCEA-member institutions are generally entitled to the nationally agreed spine point rates on a pro-rata or hourly basis, subject to the terms of their individual contracts. The WTR 1998 leave entitlement applies to all workers, not just employees. Check your contract and seek union advice if you are uncertain.\n\n**Why did the unions reject the offer if it has already been implemented?**\nUnder the New JNCHES dispute resolution procedure, UCEA is entitled to implement its final offer once formal conciliation concludes without agreement. Implementation does not mean union acceptance. The unions rejected the 1.4% offer as insufficient — citing below-inflation increases and ongoing real-terms pay erosion since 2009. Industrial action ballots were held in late 2025; where they did not reach the statutory 50% turnout threshold under TULRCA 1992, they could not lawfully proceed to strike action.\n\n**What is the lowest salary covered by this agreement?**\nThe agreement provides a 2% increase for staff on Spine Points 7 and below — the lowest earners on the national scale. The 2026 National Living Wage (NLW) is **£12.21 per hour** for workers aged 21 and over. All spine points on the national pay scale must remain at or above the NLW floor; any spine point that falls below the NLW in a given year is automatically uplifted to comply with the National Minimum Wage Act 1998.\n\n**How does the USS pension change if my salary increases by 1.4%?**\nYour USS pension accrues at 1\u002F75 of your salary for each year of membership. A 1.4% salary increase therefore increases your annual pension accrual by 1.4% for that year of service. Both your employee contribution (6.1%) and your employer's contribution (14.5%) are calculated on your new, higher salary. Over a career, compound annual increases to pensionable salary have a meaningful effect on final USS benefit.\n\n---\n\n## Related Tool\n\n> **Interactive Calculator**\n> Use our New JNCHES Higher Education Pay & Rights Calculator to calculate your post-August 2025 salary across any spine point, model your redundancy entitlement under both the statutory ERA 1996 formula and common enhanced schemes, see your USS pension accrual, and check your annual leave allowance under this agreement.\n\n---\n\n*This guide is for general information only and does not constitute legal advice. For advice specific to your situation, consult your union representative or a qualified employment solicitor.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F63cda43019d3-15d89f.webp","University higher education workers reviewing their New JNCHES pay agreement in the UK, 2026","New JNCHES HE Pay Agreement 2025-26 | Expert Zoom","Everything higher education workers need to know about the New JNCHES 2025-26 pay award, USS pension, annual leave, redundancy rights and notice periods.","New JNCHES higher education pay agreement workers guide 2026","63cda43019d3",2168,[],{"excerpt":1041,"featured":1162,"metaTitle":2651,"countryCode":1165,"categorySlug":1133,"languageCode":1166,"relatedTools":2658,"readingTimeMin":1161,"metaDescription":2652},[1096],1350,"19b6a70d-33a3-4496-8b8a-588658cee980","2026-07-03T17:28:20.000Z","2026-07-28T12:41:30.066Z",5.98,"2026-07-31T15:49:32.380Z","2026-05-26T17:25:08.796Z","2026-05-26T17:25:08.797Z","2026-08-04T03:17:35.159Z",{"id":1167,"name":662,"slug":664,"parentId":1160},42,{"cba-gb-british-airways-unite-gmb-2025":2671},{"slug":1108,"title":1109,"page_title":2672,"description":1110,"content_md":2673,"local_slug":1108,"json_ld":2674,"faq":2729,"tool_html":2752,"source":1039,"category":1038,"audience":1037,"publish_mode":2753,"hero_image":1111,"hero_image_alt":1041},"British Airways \u002F Unite and GMB Pay Agreement 2025–2027 — Interactive Pay & Rights Calculator","The British Airways \u002F Unite and GMB Pay Agreement 2025–2027 covers approximately 24,000 cabin crew, ground staff and engineers at Heathrow and Gatwick. The three-year deal delivers 4.5% in Year 1, 3% in Year 2, and 3% in Year 3, alongside an EBIT profit-share worth up to 4% of basic pay annually. Use the five tabs below to calculate your projected salary, redundancy entitlement under ERA 1996, annual leave, notice period, and BAPP pension contributions — all updated for 2026 UK statutory rates.",[2675,2717],{"@type":2676,"@context":2677,"mainEntity":2678},"FAQPage","https:\u002F\u002Fschema.org",[2679,2685,2689,2693,2697,2701,2705,2709,2713],{"name":2680,"@type":2681,"acceptedAnswer":2682},"What is the pay award under the British Airways Unite and GMB agreement 2025–2027?","Question",{"text":2683,"@type":2684},"The three-year agreement delivers a 4.5% consolidated pay increase from 1 December 2024, followed by 3% from 1 January 2026, and a further 3% from 1 January 2027. A £1,000 non-consolidated initial reward was paid in February 2025. An EBIT performance bonus of up to 4% of basic pay is payable annually depending on BA's operating margin. Inflation protection applies to Years 2 and 3 if CPI\u002FRPI exceeds 3%.","Answer",{"name":2686,"@type":2681,"acceptedAnswer":2687},"Who is covered by the British Airways 2025–2027 pay agreement?",{"text":2688,"@type":2684},"Approximately 24,000 British Airways employees: cabin crew (Heathrow HCC and Gatwick LGW), HCS2012, ABS, Engineering (ENF\u002FBAEW), Ground Staff (GSS) and Engagement Centres. The agreement was negotiated between British Airways plc and the unions Unite and GMB.",{"name":2690,"@type":2681,"acceptedAnswer":2691},"How does the EBIT profit-share bonus work under the BA 2025–2027 pay deal?",{"text":2692,"@type":2684},"The EBIT reward pays a non-consolidated bonus based on BA's annual operating margin. Year 1 (March 2025): 1% at 10.5–12.99% margin, 2% at 13–13.99%, 3% at 14–14.99%, 4% at 15%+. The Year 1 EBIT is offset against the £1,000 initial reward — employees receive whichever is higher. Years 2 and 3 have a £1,000 minimum underpin if triggered. Total potential EBIT value is up to approximately £318m.",{"name":2694,"@type":2681,"acceptedAnswer":2695},"How is redundancy pay calculated for British Airways employees?",{"text":2696,"@type":2684},"Under ERA 1996 s.162: 0.5 week's pay per year of service under age 22; 1 week per year aged 22–40; 1.5 weeks per year aged 41+. Maximum 20 qualifying years; weekly pay capped at £700 (April 2026). Maximum statutory: £21,000. The 2025–2027 agreement does not confirm an enhanced redundancy entitlement — check with your Unite or GMB representative.",{"name":2698,"@type":2681,"acceptedAnswer":2699},"How many days annual leave do British Airways employees receive?",{"text":2700,"@type":2684},"The UK statutory minimum under WTR 1998 is 28 days per year including bank holidays. The 2025–2027 agreement does not alter leave entitlements. Check your BA Employment Guide (EG) for your specific group entitlement.",{"name":2702,"@type":2681,"acceptedAnswer":2703},"What is the notice period for British Airways employees?",{"text":2704,"@type":2684},"ERA 1996 s.86: statutory minimum employer notice is 1 week per complete year of service (minimum 1 week, maximum 12 weeks). Employee statutory notice is 1 week after 1 month's service. Contractual notice in the BA Employment Guide may be longer. The 2025–2027 agreement does not change notice terms.",{"name":2706,"@type":2681,"acceptedAnswer":2707},"Which pension scheme covers British Airways employees?",{"text":2708,"@type":2684},"British Airways Pension Plan (BAPP) — a defined-contribution scheme. Auto-enrolment minimums (2026): 5% employee, 3% employer on qualifying earnings. The 2025–2027 agreement allows EBIT bonus payments directed to BAPP to attract an additional 10% employer uplift. Check BAPP plan documents for your personal contribution tier.",{"name":2710,"@type":2681,"acceptedAnswer":2711},"Can BA employees direct their EBIT bonus into their pension?",{"text":2712,"@type":2684},"Yes. Under the 2025–2027 agreement, employees can route EBIT reward payments into BAPP, attracting an additional 10% employer uplift on the amount directed. EBIT paid through payroll is subject to normal income tax and National Insurance deductions.",{"name":2714,"@type":2681,"acceptedAnswer":2715},"Does the BA 2025 pay agreement include inflation protection?",{"text":2716,"@type":2684},"Yes. If CPI or RPI published in November exceeds the agreed 3% in Years 2 or 3, Unite and BA will meet to discuss an additional uplift. This provides a cost-of-living safeguard for the 2026 and 2027 pay increases.",{"name":2718,"@type":2719,"offers":2720,"creator":2724,"@context":2677,"description":2726,"operatingSystem":2727,"applicationCategory":2728},"British Airways Unite GMB Pay and Redundancy Calculator 2026","WebApplication",{"@type":2721,"price":2722,"priceCurrency":2723},"Offer","0","GBP",{"name":96,"@type":2725},"Organization","Interactive calculator for British Airways employees covered by the Unite and GMB Pay Agreement 2025–2027. Calculate projected pay across all three agreement years, EBIT profit-share bonus, redundancy pay, annual leave, notice period and BAPP pension contributions. Updated for 2026 UK statutory rates.","Web","FinanceApplication",[2730,2732,2734,2736,2738,2741,2744,2747,2750],{"answer":2731,"question":2680},"The three-year agreement delivers a 4.5% consolidated pay increase from 1 December 2024, followed by 3% from 1 January 2026, and a further 3% from 1 January 2027. In addition, employees received a £1,000 non-consolidated initial reward in February 2025. An EBIT performance bonus of up to 4% of basic pay is payable annually depending on BA's operating margin. Inflation protection applies to Years 2 and 3 if CPI\u002FRPI exceeds the agreed percentage.",{"answer":2733,"question":2686},"The agreement covers approximately 24,000 British Airways employees across cabin crew (Heathrow HCC and Gatwick LGW mainline), HCS2012, ABS, Engineering (ENF and BAEW), Ground Staff (GSS), and Engagement Centres including UK Customer Contact 2014, BA Contact Centre, Customer Relations, Social Media, A-Scale and Cargo. The agreement was negotiated between British Airways and the trade unions Unite and GMB.",{"answer":2735,"question":2690},"The EBIT (Earnings Before Interest and Tax) reward scheme pays a non-consolidated bonus based on BA's annual operating margin. For Year 1 (paid March 2025 based on 2024 results): 1% at 10.5–12.99% margin, 2% at 13–13.99%, 3% at 14–14.99%, and 4% at 15% or above. The Year 1 EBIT payment is offset against the £1,000 initial reward already paid in February 2025, so employees receive whichever is higher. In Years 2 and 3, a £1,000 minimum underpin applies if the EBIT is triggered. Year 3 thresholds are to be confirmed by BA Remco. The total potential EBIT value across all covered staff is up to approximately £318m over the three years.",{"answer":2737,"question":2694},"Redundancy pay for BA employees is calculated under the statutory formula set out in ERA 1996 s.162: 0.5 week's pay per year of service under age 22; 1 week's pay per year aged 22–40; and 1.5 weeks' pay per year aged 41 or over. The maximum is 20 qualifying years and weekly pay is capped at £700 (from April 2026). The maximum statutory redundancy payment is therefore £21,000. The 2025–2027 pay agreement does not confirm an enhanced redundancy entitlement above the statutory minimum — employees should check with their Unite or GMB representative.",{"answer":2739,"question":2740},"The UK statutory minimum under the Working Time Regulations 1998 is 28 days per year including bank holidays. The 2025–2027 pay agreement does not alter annual leave entitlements, which are set out in the BA Employment Guide (EG) for each employee group. Many BA employees receive enhanced annual leave above the statutory minimum — employees should check their individual contract or Employment Guide for their specific entitlement.","How many days annual leave do British Airways cabin crew and ground staff receive?",{"answer":2742,"question":2743},"The statutory minimum employer notice under ERA 1996 s.86 is one week per complete year of continuous service, with a minimum of one week and a maximum of twelve weeks. Employees must give a minimum of one week's notice to their employer after one month's service. Contractual notice in the BA Employment Guide may exceed the statutory minimum and takes precedence where it is longer. The 2025–2027 pay agreement does not change notice period terms.","What is the notice period for British Airways employees under UK law?",{"answer":2745,"question":2746},"British Airways employees covered by the 2025–2027 agreement are enrolled in the British Airways Pension Plan (BAPP), a defined-contribution (DC) scheme. Auto-enrolment minimums under the Pensions Act 2008 are 5% employee and 3% employer on qualifying earnings (£6,240–£50,270 in 2026). The 2025–2027 agreement specifically allows employees to direct their EBIT bonus payments into BAPP, attracting an additional 10% employer uplift on the amount contributed. Employees should check their BAPP plan documents or contact the BA Pensions Helpline for their personal contribution tier.","Which pension scheme covers British Airways employees and what are the contribution rates?",{"answer":2748,"question":2749},"Yes. Under the 2025–2027 pay agreement, British Airways provides an option for employees to route some or all of their EBIT reward payment into the BAPP (British Airways Pension Plan) pension scheme. Any amount directed to BAPP will attract an additional 10% employer uplift — so if an employee directs £1,000 to their pension, BA adds a further £100. EBIT payments paid through payroll are subject to normal income tax and National Insurance deductions.","Can British Airways employees direct their EBIT bonus into their pension?",{"answer":2751,"question":2714},"Yes. The agreement includes an inflation protection clause for Years 2 and 3. If inflation (measured by CPI or RPI published in November of each year) is above the agreed 3% pay increase, Unite and BA will meet to discuss an appropriate additional uplift. This provides a safeguard for employees if the cost of living rises faster than the agreed percentage.","\u003C!DOCTYPE html>\n\u003Chtml lang=\"en-GB\">\n\u003Chead>\n  \u003Cmeta charset=\"utf-8\">\n  \u003Cmeta name=\"viewport\" content=\"width=device-width,initial-scale=1\">\n  \u003Cscript src=\"https:\u002F\u002Funpkg.com\u002Flucide@latest\u002Fdist\u002Fumd\u002Flucide.min.js\">\u003C\u002Fscript>\n  \u003Cstyle>\n    :root {\n      --stone-50:#fafaf9;--stone-100:#f5f5f4;--stone-200:#e7e5e4;\n      --stone-400:#a8a29e;--stone-500:#78716c;--stone-600:#57534e;\n      --stone-700:#44403c;--stone-800:#292524;\n      --blue-50:#eff6ff;--blue-100:#dbeafe;--blue-600:#2563eb;--blue-700:#1d4ed8;\n      --green-50:#f0fdf4;--green-600:#16a34a;\n      --amber-50:#fffbeb;--amber-600:#d97706;\n      --red-50:#fef2f2;--red-600:#dc2626;\n    }\n    *,*::before,*::after{box-sizing:border-box;margin:0;padding:0}\n    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\u003C\u002Fstyle>\n\u003C\u002Fhead>\n\u003Cbody>\n\u003Cmain class=\"tool-root\">\n  \u003Cheader>\n    \u003Ch1>British Airways \u002F Unite & GMB Pay Agreement 2025–2027\u003C\u002Fh1>\n    \u003Cp class=\"meta\">Unite \u002F GMB × British Airways plc (IAG Group) — 1 December 2024 to 31 December 2027 · ~24,000 employees\u003C\u002Fp>\n  \u003C\u002Fheader>\n\n  \u003Cnav class=\"tab-nav\" role=\"tablist\">\n    \u003Cbutton class=\"tab-btn active\" data-tab=\"pay\" role=\"tab\" aria-selected=\"true\">\u003Ci data-lucide=\"pound-sterling\" width=\"14\" height=\"14\">\u003C\u002Fi> Pay Calculator\u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" data-tab=\"redundancy\" role=\"tab\" aria-selected=\"false\">\u003Ci data-lucide=\"user-minus\" width=\"14\" height=\"14\">\u003C\u002Fi> Redundancy Pay\u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" data-tab=\"leave\" role=\"tab\" aria-selected=\"false\">\u003Ci data-lucide=\"calendar\" width=\"14\" height=\"14\">\u003C\u002Fi> Annual Leave\u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" data-tab=\"notice\" role=\"tab\" aria-selected=\"false\">\u003Ci data-lucide=\"clock\" width=\"14\" height=\"14\">\u003C\u002Fi> Notice Period\u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" data-tab=\"pension\" role=\"tab\" aria-selected=\"false\">\u003Ci data-lucide=\"piggy-bank\" width=\"14\" height=\"14\">\u003C\u002Fi> Pension\u003C\u002Fbutton>\n  \u003C\u002Fnav>\n\n  \u003C!-- TAB 1: PAY -->\n  \u003Cdiv id=\"pay\" class=\"tab-panel active\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"pound-sterling\" width=\"16\" height=\"16\">\u003C\u002Fi> Pay Award Calculator\u003C\u002Fdiv>\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>2025–2027 Pay Award (confirmed from agreement):\u003C\u002Fstrong> Year 1 (Dec 2024): +4.5% consolidated. Year 2 (Jan 2026): +3%. Year 3 (Jan 2027): +3%. Non-consolidated initial reward: £1,000 (Feb 2025, pro-rated for part-time). EBIT performance bonus: up to 4% of basic pay annually based on BA operating margin — offset against the £1,000 in Year 1; min £1,000 underpin in Years 2 & 3 if triggered. Inflation protection: if CPI\u002FRPI exceeds the agreed % in November, Unite and BA will meet to agree an uplift. Covers cabin crew (HCC\u002FLGW), HCS2012, ABS, Engineering (ENF\u002FBAEW), GSS and Engagement Centres.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"curSal\">Current basic annual salary (£)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"curSal\" min=\"10000\" max=\"200000\" step=\"100\" value=\"26000\" oninput=\"rPay()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"roleArea\">Role area\u003C\u002Flabel>\n          \u003Cselect id=\"roleArea\" onchange=\"rPay()\">\n            \u003Coption value=\"cc\">Cabin Crew (HCC \u002F LGW mainline)\u003C\u002Foption>\n            \u003Coption value=\"gs\">Ground Staff \u002F GSS\u003C\u002Foption>\n            \u003Coption value=\"eng\">Engineering (ENF \u002F BAEW)\u003C\u002Foption>\n            \u003Coption value=\"ec\">Engagement Centres \u002F Contact\u003C\u002Foption>\n            \u003Coption value=\"abs\">ABS \u002F HCS2012\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"ctype\">Contract\u003C\u002Flabel>\n          \u003Cselect id=\"ctype\" onchange=\"togglePtHours()\">\n            \u003Coption value=\"ft\">Full-time\u003C\u002Foption>\n            \u003Coption value=\"pt\">Part-time\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\" id=\"ptHoursWrap\" style=\"display:none\">\n          \u003Clabel for=\"ptHrs\">Your contracted hours\u002Fweek\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ptHrs\" min=\"1\" max=\"40\" step=\".5\" value=\"20\" oninput=\"rPay()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel>Show projected salary for agreement year\u003C\u002Flabel>\n        \u003Cdiv class=\"year-btns\">\n          \u003Cbutton class=\"ybtn active\" data-yr=\"1\" onclick=\"setYear(1)\">Year 1 — 2025\u003C\u002Fbutton>\n          \u003Cbutton class=\"ybtn\" data-yr=\"2\" onclick=\"setYear(2)\">Year 2 — 2026\u003C\u002Fbutton>\n          \u003Cbutton class=\"ybtn\" data-yr=\"3\" onclick=\"setYear(3)\">Year 3 — 2027\u003C\u002Fbutton>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"ebitBand\">BA operating margin (for EBIT bonus — Year 1 uses 2024 results)\u003C\u002Flabel>\n        \u003Cselect id=\"ebitBand\" onchange=\"rPay()\">\n          \u003Coption value=\"0\">Below threshold — EBIT bonus not triggered\u003C\u002Foption>\n          \u003Coption value=\"1\" selected>Year 1: 10.5%–12.99% → 1% EBIT bonus\u003C\u002Foption>\n          \u003Coption value=\"2\">Year 1: 13%–13.99% → 2% EBIT bonus\u003C\u002Foption>\n          \u003Coption value=\"3\">Year 1: 14%–14.99% → 3% EBIT bonus\u003C\u002Foption>\n          \u003Coption value=\"4\">Year 1: 15%+ → 4% EBIT bonus (maximum)\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv id=\"payOut\">\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 2: REDUNDANCY -->\n  \u003Cdiv id=\"redundancy\" class=\"tab-panel\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"user-minus\" width=\"16\" height=\"16\">\u003C\u002Fi> Redundancy Pay Calculator\u003C\u002Fdiv>\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>ERA 1996 s.162 — Statutory formula:\u003C\u002Fstrong> 0.5 week's pay per year of service under age 22; 1 week's pay per year aged 22–40; 1.5 weeks' pay per year aged 41+. Maximum 20 qualifying years. Weekly pay capped at \u003Cstrong>£700\u003C\u002Fstrong> (April 2026). Maximum statutory redundancy: \u003Cstrong>£21,000\u003C\u002Fstrong>. \u003Cem>No enhanced redundancy above the statutory minimum was confirmed in the 2025–2027 agreement text — check with your Unite or GMB representative whether a CBA enhancement applies to your group.\u003C\u002Fem>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"rdAge\">Current age\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"rdAge\" min=\"16\" max=\"80\" value=\"35\" oninput=\"rRed()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"rdYrs\">Years of continuous employment\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"rdYrs\" min=\"0\" max=\"45\" value=\"10\" oninput=\"rRed()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"rdWkPay\">Gross weekly pay (£)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"rdWkPay\" min=\"0\" max=\"5000\" step=\"1\" value=\"500\" oninput=\"rRed()\">\n        \u003Cp class=\"note\">Capped at £700\u002Fweek for the statutory calculation (April 2026 rate). Your annual salary ÷ 52 gives a weekly figure.\u003C\u002Fp>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv id=\"redOut\">\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 3: LEAVE -->\n  \u003Cdiv id=\"leave\" class=\"tab-panel\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"calendar\" width=\"16\" height=\"16\">\u003C\u002Fi> Annual Leave Entitlement\u003C\u002Fdiv>\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>WTR 1998 reg. 13A:\u003C\u002Fstrong> UK statutory minimum is 28 days (5.6 weeks) per year inclusive of bank holidays. The 2025–2027 pay agreement does not alter annual leave — entitlement is set in your contract and the BA Employment Guide (EG). Enter your actual contractual entitlement below. Part-time employees are entitled to leave on a pro-rata basis.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"lvCtype\">Contract type\u003C\u002Flabel>\n          \u003Cselect id=\"lvCtype\" onchange=\"toggleLeaveHrs(); rLeave()\">\n            \u003Coption value=\"ft\">Full-time\u003C\u002Foption>\n            \u003Coption value=\"pt\">Part-time\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"lvFtHrs\">Full-time equivalent hours\u002Fweek\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lvFtHrs\" min=\"1\" max=\"48\" step=\".5\" value=\"37.5\" oninput=\"rLeave()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\" id=\"lvPtWrap\" style=\"display:none\">\n        \u003Clabel for=\"lvPtHrs\">Your contracted hours\u002Fweek\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"lvPtHrs\" min=\"1\" max=\"40\" step=\".5\" value=\"20\" oninput=\"rLeave()\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"lvDays\">Your CBA annual leave entitlement (days — check your Employment Guide)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"lvDays\" min=\"28\" max=\"40\" step=\"1\" value=\"28\" oninput=\"rLeave()\">\n        \u003Cp class=\"note\">Statutory minimum is 28 days including bank holidays. Many BA employees receive 30–33 days depending on role and service — enter your actual figure from your contract.\u003C\u002Fp>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv id=\"leaveOut\">\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 4: NOTICE -->\n  \u003Cdiv id=\"notice\" class=\"tab-panel\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"clock\" width=\"16\" height=\"16\">\u003C\u002Fi> Notice Period Calculator\u003C\u002Fdiv>\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>ERA 1996 s.86:\u003C\u002Fstrong> Statutory minimum employer notice = 1 week per complete year of service, minimum 1 week, maximum 12 weeks. Employee statutory minimum = 1 week after 1 month of service. Contractual notice in the BA Employment Guide may be longer — always check your contract. The 2025–2027 pay agreement does not change notice period terms.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"ntYrs\">Years of continuous employment\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ntYrs\" min=\"0\" max=\"45\" value=\"5\" oninput=\"rNotice()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"ntDir\">Direction\u003C\u002Flabel>\n          \u003Cselect id=\"ntDir\" onchange=\"rNotice()\">\n            \u003Coption value=\"emp\">Employer dismissing employee\u003C\u002Foption>\n            \u003Coption value=\"ee\">Employee resigning\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"ntWkPay\">Gross weekly pay (£) — for pay-in-lieu estimate\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ntWkPay\" min=\"0\" max=\"5000\" step=\"1\" value=\"500\" oninput=\"rNotice()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"ntCont\">Contractual notice (weeks — from your contract, 0 if unknown)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ntCont\" min=\"0\" max=\"52\" value=\"0\" oninput=\"rNotice()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv id=\"noticeOut\">\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 5: PENSION -->\n  \u003Cdiv id=\"pension\" class=\"tab-panel\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"piggy-bank\" width=\"16\" height=\"16\">\u003C\u002Fi> BAPP Pension Calculator\u003C\u002Fdiv>\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>British Airways Pension Plan (BAPP) — defined-contribution scheme:\u003C\u002Fstrong> The current DC pension for BA employees covered by this agreement. The 2025–2027 agreement allows EBIT bonus payments to be optionally directed to BAPP, attracting an additional \u003Cstrong>10% employer uplift\u003C\u002Fstrong> on the amount contributed. Auto-enrolment minimums (Pensions Act 2008): 5% employee, 3% employer on qualifying earnings (£6,240–£50,270). \u003Cem>Check your BAPP plan documents or contact the BA Pensions Helpline for your personal contribution tier — rates shown are indicative as of 2026.\u003C\u002Fem>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"pnSal\">Annual gross salary (£)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"pnSal\" min=\"0\" max=\"200000\" step=\"100\" value=\"26000\" oninput=\"rPension()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"pnEmpRate\">Your employee contribution rate (%)\u003C\u002Flabel>\n          \u003Cselect id=\"pnEmpRate\" onchange=\"rPension()\">\n            \u003Coption value=\"3\">3%\u003C\u002Foption>\n            \u003Coption value=\"4\">4%\u003C\u002Foption>\n            \u003Coption value=\"5\" selected>5% (auto-enrolment minimum)\u003C\u002Foption>\n            \u003Coption value=\"6\">6%\u003C\u002Foption>\n            \u003Coption value=\"7\">7%\u003C\u002Foption>\n            \u003Coption value=\"8\">8%\u003C\u002Foption>\n            \u003Coption value=\"10\">10%\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"pnErRate\">BA employer contribution rate (%)\u003C\u002Flabel>\n          \u003Cselect id=\"pnErRate\" onchange=\"rPension()\">\n            \u003Coption value=\"3\">3% (auto-enrolment minimum)\u003C\u002Foption>\n            \u003Coption value=\"5\">5%\u003C\u002Foption>\n            \u003Coption value=\"7\">7%\u003C\u002Foption>\n            \u003Coption value=\"10\" selected>10% (estimated BAPP rate)\u003C\u002Foption>\n            \u003Coption value=\"12\">12%\u003C\u002Foption>\n            \u003Coption value=\"15\">15%\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"pnEbitRoute\">Route EBIT bonus to BAPP?\u003C\u002Flabel>\n          \u003Cselect id=\"pnEbitRoute\" onchange=\"toggleEbitAmt(); rPension()\">\n            \u003Coption value=\"0\">No — receive EBIT bonus through payroll\u003C\u002Foption>\n            \u003Coption value=\"1\">Yes — route to BAPP (with 10% employer uplift)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\" id=\"ebitAmtWrap\" style=\"display:none\">\n        \u003Clabel for=\"pnEbitAmt\">EBIT bonus amount (£) to direct to BAPP\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"pnEbitAmt\" min=\"0\" max=\"20000\" step=\"100\" value=\"1000\" oninput=\"rPension()\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv id=\"pensionOut\">\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cp class=\"disclaimer\">\n    Indicative calculations only — not legal advice. Figures based on the\n    \u003Ca href=\"https:\u002F\u002Fbassa.co.uk\u002Fpay-offer\" target=\"_blank\" rel=\"noopener\">British Airways \u002F Unite and GMB Pay Agreement 2025–2027\u003C\u002Fa>\n    and UK statutory rates as of 2026 (NLW £12.21\u002Fhr; weekly redundancy pay cap £700; personal allowance £12,570; SSP £116.75\u002Fweek; auto-enrolment qualifying earnings £6,240–£50,270).\n    ERA 1996, WTR 1998, Pensions Act 2008, Employment Rights Act 2025. Consult your Unite or GMB representative or a qualified employment solicitor for advice on your specific situation.\n  \u003C\u002Fp>\n\u003C\u002Fmain>\n\n\u003Cscript>\nconst GBP = v => new Intl.NumberFormat('en-GB',{style:'currency',currency:'GBP',maximumFractionDigits:0}).format(v);\nconst GBP2 = v => new Intl.NumberFormat('en-GB',{style:'currency',currency:'GBP',minimumFractionDigits:2,maximumFractionDigits:2}).format(v);\nlet selYear = 1;\n\n\u002F\u002F Tab switching\ndocument.querySelectorAll('.tab-btn').forEach(b => b.addEventListener('click', () => {\n  const id = b.dataset.tab;\n  document.querySelectorAll('.tab-btn').forEach(x => { x.classList.toggle('active', x.dataset.tab===id); x.setAttribute('aria-selected', x.dataset.tab===id); });\n  document.querySelectorAll('.tab-panel').forEach(p => p.classList.toggle('active', p.id===id));\n  location.hash = '#'+id;\n  resize();\n}));\nconst h0 = location.hash.replace('#','');\nif (['pay','redundancy','leave','notice','pension'].includes(h0)) {\n  document.querySelectorAll('.tab-btn').forEach(b => { b.classList.toggle('active', b.dataset.tab===h0); b.setAttribute('aria-selected', b.dataset.tab===h0); });\n  document.querySelectorAll('.tab-panel').forEach(p => p.classList.toggle('active', p.id===h0));\n}\n\nfunction setYear(y) {\n  selYear = y;\n  document.querySelectorAll('.ybtn').forEach(b => b.classList.toggle('active', parseInt(b.dataset.yr)===y));\n  rPay();\n}\nfunction togglePtHours() {\n  document.getElementById('ptHoursWrap').style.display = document.getElementById('ctype').value==='pt' ? 'block' : 'none';\n  rPay();\n}\nfunction toggleLeaveHrs() {\n  document.getElementById('lvPtWrap').style.display = document.getElementById('lvCtype').value==='pt' ? 'block' : 'none';\n}\nfunction toggleEbitAmt() {\n  document.getElementById('ebitAmtWrap').style.display = document.getElementById('pnEbitRoute').value==='1' ? 'block' : 'none';\n}\n\n\u002F\u002F ---- PAY ----\nfunction projSal(base, yr) {\n  const inc = [4.5,3,3];\n  let s = base;\n  for(let i=0;i\u003Cyr;i++) s *= 1+inc[i]\u002F100;\n  return s;\n}\nfunction netPay(gross) {\n  const PA=12570, BASIC_LIMIT=37700, HIGHER_LIMIT=112570;\n  const taxable = Math.max(0, gross-PA);\n  const tax = Math.min(taxable,BASIC_LIMIT)*0.20 + Math.min(Math.max(0,taxable-BASIC_LIMIT),HIGHER_LIMIT-BASIC_LIMIT)*0.40 + Math.max(0,taxable-HIGHER_LIMIT)*0.45;\n  const ni8 = Math.min(Math.max(0,gross-PA),BASIC_LIMIT)*0.08;\n  const ni2 = Math.max(0,gross-50270)*0.02;\n  const ni = ni8+ni2;\n  const net = gross-tax-ni;\n  return {tax,ni,net,mo:net\u002F12};\n}\nfunction rPay() {\n  const base = parseFloat(document.getElementById('curSal').value)||0;\n  const isPt = document.getElementById('ctype').value==='pt';\n  const ptH = parseFloat(document.getElementById('ptHrs').value)||20;\n  const ftFactor = isPt ? ptH\u002F37.5 : 1;\n  const y1=projSal(base,1), y2=projSal(base,2), y3=projSal(base,3);\n  const disp = selYear===1?y1:selYear===2?y2:y3;\n  const net = netPay(disp);\n  const band = parseInt(document.getElementById('ebitBand').value)||0;\n  \u002F\u002F Year 1: EBIT offset against £1,000 initial reward\n  const ebitGross = band>0 ? y1*(band\u002F100)*ftFactor : 0;\n  const initialReward = 1000*ftFactor;\n  const y1NonCon = Math.max(initialReward, ebitGross);\n  \u002F\u002F Years 2\u002F3: max(underpin £1,000, ebit%) if triggered\n  const y2Ebit = band>0 ? Math.max(1000*ftFactor, y2*(band\u002F100)*ftFactor) : 0;\n  const y3Ebit = band>0 ? Math.max(1000*ftFactor, y3*(band\u002F100)*ftFactor) : 0;\n  const totalY1 = y1 + y1NonCon;\n\n  document.getElementById('payOut').innerHTML = `\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"trending-up\" width=\"16\" height=\"16\">\u003C\u002Fi> Year ${selYear} Projected Salary\u003C\u002Fdiv>\n    \u003Cdiv class=\"banner\">\n      \u003Cdiv>\u003Cdiv class=\"ban-lbl\">Year ${selYear} annual gross\u003C\u002Fdiv>\u003Cdiv class=\"ban-main\">${GBP(disp)}\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv style=\"text-align:right\">\u003Cdiv class=\"ban-lbl\">Estimated monthly net take-home\u003C\u002Fdiv>\u003Cdiv class=\"ban-sub\">${GBP(net.mo)}\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"results\">\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Current basic (before award)\u003C\u002Fspan>\u003Cspan class=\"rv\">${GBP(base)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr ${selYear===1?'ar':''}\">\u003Cspan class=\"rl\">Year 1 (+4.5%, from 1 Dec 2024)\u003C\u002Fspan>\u003Cspan class=\"rv ${selYear===1?'hi':''}\">${GBP(y1)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr ${selYear===2?'ar':''}\">\u003Cspan class=\"rl\">Year 2 (+3%, from 1 Jan 2026)\u003C\u002Fspan>\u003Cspan class=\"rv ${selYear===2?'hi':''}\">${GBP(y2)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr ${selYear===3?'ar':''}\">\u003Cspan class=\"rl\">Year 3 (+3%, from 1 Jan 2027)\u003C\u002Fspan>\u003Cspan class=\"rv ${selYear===3?'hi':''}\">${GBP(y3)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"gift\" width=\"16\" height=\"16\">\u003C\u002Fi> Non-Consolidated & EBIT Payments\u003C\u002Fdiv>\n    \u003Cdiv class=\"results\">\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Year 1: initial reward (Feb 2025)\u003C\u002Fspan>\u003Cspan class=\"rv gr\">${GBP(initialReward)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Year 1: EBIT band selected (${band}%${band>0?' of basic':' — not triggered'})\u003C\u002Fspan>\u003Cspan class=\"rv ${band>0?'gr':''}\">${GBP(ebitGross)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Year 1 total non-consolidated (max of above)\u003C\u002Fspan>\u003Cspan class=\"rv gr\">${GBP(y1NonCon)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Year 1 total remuneration\u003C\u002Fspan>\u003Cspan class=\"rv hi\">${GBP(totalY1)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Year 2 EBIT potential${band>0?' (same band, £1,000 underpin)':' — not triggered'}\u003C\u002Fspan>\u003Cspan class=\"rv ${band>0?'gr':''}\">${band>0?GBP(y2Ebit):'£0'}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Year 3 EBIT potential${band>0?' (same band, £1,000 underpin)':' — not triggered'}\u003C\u002Fspan>\u003Cspan class=\"rv ${band>0?'gr':''}\">${band>0?GBP(y3Ebit):'£0'}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cp class=\"note\">Year 1: EBIT payment in March 2025 is offset against the £1,000 initial reward — you receive whichever is higher. Years 2 & 3: £1,000 minimum underpin applies if EBIT is triggered. EBIT payments are non-consolidated and non-pensionable unless directed to BAPP. Year 3 EBIT thresholds TBD by BA Remco. Part-time amounts shown pro-rated.\u003C\u002Fp>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"calculator\" width=\"16\" height=\"16\">\u003C\u002Fi> Year ${selYear} Estimated Tax & NI\u003C\u002Fdiv>\n    \u003Cdiv class=\"results\">\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Annual gross (Year ${selYear})\u003C\u002Fspan>\u003Cspan class=\"rv\">${GBP(disp)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Personal allowance (2026)\u003C\u002Fspan>\u003Cspan class=\"rv\">${GBP(12570)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Estimated income tax (20% \u002F 40% \u002F 45%)\u003C\u002Fspan>\u003Cspan class=\"rv\">−${GBP(net.tax)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Estimated employee NI (8% on £12,570–£50,270; 2% above)\u003C\u002Fspan>\u003Cspan class=\"rv\">−${GBP(net.ni)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Estimated annual net pay\u003C\u002Fspan>\u003Cspan class=\"rv hi\">${GBP(net.net)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Estimated monthly net take-home\u003C\u002Fspan>\u003Cspan class=\"rv hi\">${GBP(net.mo)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cp class=\"note\">Does not include pension contributions, student loan, or other deductions. Personal allowance £12,570; basic rate band £12,571–£50,270; higher rate £50,271–£125,140; additional rate above £125,140. Rates as of 2026.\u003C\u002Fp>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"bar-chart-2\" width=\"16\" height=\"16\">\u003C\u002Fi> EBIT Operating Margin Bands\u003C\u002Fdiv>\n    \u003Ctable class=\"dtable\">\n      \u003Cthead>\u003Ctr>\u003Cth>Agreement year\u003C\u002Fth>\u003Cth>2024\u002F25 Operating Margin\u003C\u002Fth>\u003Cth>EBIT Award (% basic)\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n      \u003Ctbody>\n        \u003Ctr class=\"${band===0?'ar':''}\">\u003Ctd>Year 1 (results 2024)\u003C\u002Ftd>\u003Ctd>Below 10.5%\u003C\u002Ftd>\u003Ctd>No bonus\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr class=\"${band===1?'ar':''}\">\u003Ctd>Year 1 (results 2024)\u003C\u002Ftd>\u003Ctd>10.5% – 12.99%\u003C\u002Ftd>\u003Ctd>1%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr class=\"${band===2?'ar':''}\">\u003Ctd>Year 1 (results 2024)\u003C\u002Ftd>\u003Ctd>13% – 13.99%\u003C\u002Ftd>\u003Ctd>2%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr class=\"${band===3?'ar':''}\">\u003Ctd>Year 1 (results 2024)\u003C\u002Ftd>\u003Ctd>14% – 14.99%\u003C\u002Ftd>\u003Ctd>3%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr class=\"${band===4?'ar':''}\">\u003Ctd>Year 1 (results 2024)\u003C\u002Ftd>\u003Ctd>15%+\u003C\u002Ftd>\u003Ctd>4% (maximum)\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Year 2 (results 2025)\u003C\u002Ftd>\u003Ctd>12% – 14.49%\u003C\u002Ftd>\u003Ctd>1%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Year 2 (results 2025)\u003C\u002Ftd>\u003Ctd>14.5% – 15.49%\u003C\u002Ftd>\u003Ctd>2%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Year 2 (results 2025)\u003C\u002Ftd>\u003Ctd>15.5% – 16.49%\u003C\u002Ftd>\u003Ctd>3%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Year 2 (results 2025)\u003C\u002Ftd>\u003Ctd>16.5%+\u003C\u002Ftd>\u003Ctd>4% (maximum)\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Year 3 (results 2026)\u003C\u002Ftd>\u003Ctd colspan=\"2\">Thresholds to be confirmed by BA Remco\u003C\u002Ftd>\u003C\u002Ftr>\n      \u003C\u002Ftbody>\n    \u003C\u002Ftable>\n    \u003Cp class=\"note\" style=\"margin-top:.6rem\">Source: Annex A of the BA\u002FUnite\u002FGMB Pay Agreement 2025–2027. Payments paid in March of the following year (e.g. 2024 results → March 2025 payment). The total potential non-consolidated value over 3 years is up to c.£318m across all covered staff.\u003C\u002Fp>\n  \u003C\u002Fdiv>`;\n  lucide.createIcons();\n  resize();\n}\n\n\u002F\u002F ---- REDUNDANCY ----\nfunction rRed() {\n  const age=parseInt(document.getElementById('rdAge').value)||0;\n  const yrs=parseInt(document.getElementById('rdYrs').value)||0;\n  const wkPay=parseFloat(document.getElementById('rdWkPay').value)||0;\n  const cap=700, cappedPay=Math.min(wkPay,cap), maxYrs=Math.min(yrs,20);\n  let wks=0, a41=0, a22=0, aU22=0;\n  for(let i=0;i\u003CmaxYrs;i++){\n    const a=age-i;\n    if(a>=42){wks+=1.5;a41++;}\n    else if(a>=22){wks+=1;a22++;}\n    else{wks+=0.5;aU22++;}\n  }\n  const stat=wks*cappedPay;\n\n  document.getElementById('redOut').innerHTML = `\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"calculator\" width=\"16\" height=\"16\">\u003C\u002Fi> Statutory Redundancy Pay\u003C\u002Fdiv>\n    \u003Cdiv class=\"banner\">\n      \u003Cdiv>\u003Cdiv class=\"ban-lbl\">Estimated statutory redundancy pay\u003C\u002Fdiv>\u003Cdiv class=\"ban-main\">${GBP(stat)}\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv style=\"text-align:right\">\u003Cdiv class=\"ban-lbl\">Total qualifying weeks\u003C\u002Fdiv>\u003Cdiv class=\"ban-sub\">${wks.toFixed(1)} weeks\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"results\">\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Gross weekly pay\u003C\u002Fspan>\u003Cspan class=\"rv\">${GBP(wkPay)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Statutory weekly pay cap (April 2026)\u003C\u002Fspan>\u003Cspan class=\"rv\">${GBP(cap)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Capped weekly pay used\u003C\u002Fspan>\u003Cspan class=\"rv\">${GBP(cappedPay)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Qualifying years (max 20)\u003C\u002Fspan>\u003Cspan class=\"rv\">${maxYrs}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Statutory redundancy pay\u003C\u002Fspan>\u003Cspan class=\"rv hi\">${GBP(stat)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"list\" width=\"16\" height=\"16\">\u003C\u002Fi> Age Band Breakdown\u003C\u002Fdiv>\n    \u003Ctable class=\"dtable\">\n      \u003Cthead>\u003Ctr>\u003Cth>Age band\u003C\u002Fth>\u003Cth>Qualifying years\u003C\u002Fth>\u003Cth>Multiplier\u003C\u002Fth>\u003Cth>Weeks' pay\u003C\u002Fth>\u003Cth>Subtotal\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n      \u003Ctbody>\n        ${a41>0?`\u003Ctr>\u003Ctd>41 or over\u003C\u002Ftd>\u003Ctd>${a41}\u003C\u002Ftd>\u003Ctd>×1.5\u003C\u002Ftd>\u003Ctd>${(a41*1.5).toFixed(1)}\u003C\u002Ftd>\u003Ctd>${GBP(a41*1.5*cappedPay)}\u003C\u002Ftd>\u003C\u002Ftr>`:''}\n        ${a22>0?`\u003Ctr>\u003Ctd>22–40\u003C\u002Ftd>\u003Ctd>${a22}\u003C\u002Ftd>\u003Ctd>×1.0\u003C\u002Ftd>\u003Ctd>${a22.toFixed(1)}\u003C\u002Ftd>\u003Ctd>${GBP(a22*cappedPay)}\u003C\u002Ftd>\u003C\u002Ftr>`:''}\n        ${aU22>0?`\u003Ctr>\u003Ctd>Under 22\u003C\u002Ftd>\u003Ctd>${aU22}\u003C\u002Ftd>\u003Ctd>×0.5\u003C\u002Ftd>\u003Ctd>${(aU22*0.5).toFixed(1)}\u003C\u002Ftd>\u003Ctd>${GBP(aU22*0.5*cappedPay)}\u003C\u002Ftd>\u003C\u002Ftr>`:''}\n        \u003Ctr style=\"font-weight:600\">\u003Ctd>Total\u003C\u002Ftd>\u003Ctd>${maxYrs}\u003C\u002Ftd>\u003Ctd>—\u003C\u002Ftd>\u003Ctd>${wks.toFixed(1)}\u003C\u002Ftd>\u003Ctd>${GBP(stat)}\u003C\u002Ftd>\u003C\u002Ftr>\n      \u003C\u002Ftbody>\n    \u003C\u002Ftable>\n    \u003Cp class=\"note\" style=\"margin-top:.6rem\">ERA 1996 s.162. Years of service capped at 20; weekly pay capped at £700 (April 2026). Maximum statutory: £21,000. Age is counted at the date of redundancy. \u003Cstrong>No confirmed CBA enhancement found in the 2025–2027 agreement\u003C\u002Fstrong> — your Unite\u002FGMB rep can confirm whether BA provides enhanced redundancy for your employment group.\u003C\u002Fp>\n  \u003C\u002Fdiv>`;\n  lucide.createIcons();\n  resize();\n}\n\n\u002F\u002F ---- LEAVE ----\nfunction rLeave() {\n  const isPt=document.getElementById('lvCtype').value==='pt';\n  const ftH=parseFloat(document.getElementById('lvFtHrs').value)||37.5;\n  const ptH=parseFloat(document.getElementById('lvPtHrs').value)||20;\n  const cbaDays=parseFloat(document.getElementById('lvDays').value)||28;\n  const factor=isPt?ptH\u002FftH:1;\n  const entDays=cbaDays*factor;\n  const hrsPerDay=isPt?ptH\u002F5:ftH\u002F5;\n  const entHrs=entDays*hrsPerDay;\n  const monthly=entDays\u002F12;\n\n  document.getElementById('leaveOut').innerHTML = `\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"sun\" width=\"16\" height=\"16\">\u003C\u002Fi> Annual Leave Summary\u003C\u002Fdiv>\n    \u003Cdiv class=\"banner\">\n      \u003Cdiv>\u003Cdiv class=\"ban-lbl\">Your annual leave entitlement\u003C\u002Fdiv>\u003Cdiv class=\"ban-main\">${entDays.toFixed(1)} days\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv style=\"text-align:right\">\u003Cdiv class=\"ban-lbl\">Accrual rate\u003C\u002Fdiv>\u003Cdiv class=\"ban-sub\">${monthly.toFixed(2)} days\u002Fmonth\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"results\">\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">UK statutory minimum (WTR 1998)\u003C\u002Fspan>\u003Cspan class=\"rv\">${(28*factor).toFixed(1)} days\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Your CBA entitlement entered (full-time equivalent)\u003C\u002Fspan>\u003Cspan class=\"rv\">${cbaDays} days\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${isPt?`\u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Pro-rata entitlement (${ptH}h ÷ ${ftH}h)\u003C\u002Fspan>\u003Cspan class=\"rv hi\">${entDays.toFixed(1)} days\u003C\u002Fspan>\u003C\u002Fdiv>`:''}\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Equivalent in hours\u003C\u002Fspan>\u003Cspan class=\"rv\">${entHrs.toFixed(0)} hours\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Monthly accrual rate\u003C\u002Fspan>\u003Cspan class=\"rv\">${monthly.toFixed(2)} days\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Days above statutory minimum\u003C\u002Fspan>\u003Cspan class=\"rv ${cbaDays>28?'gr':''}\">${cbaDays>28?'+'+((cbaDays-28)*factor).toFixed(1)+' days':'At statutory minimum'}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cp class=\"note\" style=\"margin-top:.6rem\">The 2025–2027 pay agreement does not alter annual leave entitlements. Enter your actual contractual figure from your BA Employment Guide (EG). Bank holidays may or may not be included depending on your contract. If your entitlement is in hours rather than days, divide by your daily contracted hours.\u003C\u002Fp>\n  \u003C\u002Fdiv>`;\n  lucide.createIcons();\n  resize();\n}\n\n\u002F\u002F ---- NOTICE ----\nfunction rNotice() {\n  const yrs=parseInt(document.getElementById('ntYrs').value)||0;\n  const dir=document.getElementById('ntDir').value;\n  const wkPay=parseFloat(document.getElementById('ntWkPay').value)||0;\n  const cont=parseInt(document.getElementById('ntCont').value)||0;\n  let stat;\n  if(dir==='emp') stat=Math.min(Math.max(1,yrs),12);\n  else stat=yrs>=1?1:0;\n  const eff=Math.max(stat,cont);\n  const pilon=eff*wkPay;\n\n  document.getElementById('noticeOut').innerHTML = `\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"clock\" width=\"16\" height=\"16\">\u003C\u002Fi> Notice Period Summary\u003C\u002Fdiv>\n    \u003Cdiv class=\"banner\">\n      \u003Cdiv>\u003Cdiv class=\"ban-lbl\">Effective notice period\u003C\u002Fdiv>\u003Cdiv class=\"ban-main\">${eff} week${eff!==1?'s':''}\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv style=\"text-align:right\">\u003Cdiv class=\"ban-lbl\">Pay in lieu of notice (est.)\u003C\u002Fdiv>\u003Cdiv class=\"ban-sub\">${GBP(pilon)}\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"results\">\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Direction\u003C\u002Fspan>\u003Cspan class=\"rv\">${dir==='emp'?'Employer dismissing':'Employee resigning'}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Years of continuous service\u003C\u002Fspan>\u003Cspan class=\"rv\">${yrs}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Statutory minimum (ERA 1996 s.86)\u003C\u002Fspan>\u003Cspan class=\"rv\">${stat} week${stat!==1?'s':''}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Contractual notice (entered)\u003C\u002Fspan>\u003Cspan class=\"rv\">${cont>0?cont+' week'+(cont!==1?'s':''):'Not entered'}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Effective notice (higher of statutory \u002F contractual)\u003C\u002Fspan>\u003Cspan class=\"rv hi\">${eff} week${eff!==1?'s':''}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Pay in lieu of notice estimate\u003C\u002Fspan>\u003Cspan class=\"rv hi\">${GBP(pilon)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"callout\" style=\"margin-top:.875rem;margin-bottom:0\">\n      \u003Cstrong>Garden leave:\u003C\u002Fstrong> Your employer may require you to serve your notice period on garden leave — you remain employed and on full pay but do not attend the workplace. Check your contract for any garden leave clause in your BA Employment Guide.\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>`;\n  lucide.createIcons();\n  resize();\n}\n\n\u002F\u002F ---- PENSION ----\nfunction rPension() {\n  const sal=parseFloat(document.getElementById('pnSal').value)||0;\n  const empR=parseFloat(document.getElementById('pnEmpRate').value)\u002F100;\n  const erR=parseFloat(document.getElementById('pnErRate').value)\u002F100;\n  const routeEbit=document.getElementById('pnEbitRoute').value==='1';\n  const ebitAmt=routeEbit?(parseFloat(document.getElementById('pnEbitAmt').value)||0):0;\n  const QE_LO=6240, QE_HI=50270;\n  const qe=Math.max(0,Math.min(sal,QE_HI)-QE_LO);\n  const empAnn=sal*empR, erAnn=sal*erR;\n  const ebitUplift=ebitAmt*0.10, ebitTotal=ebitAmt+ebitUplift;\n  const total=empAnn+erAnn+(routeEbit?ebitTotal:0);\n\n  document.getElementById('pensionOut').innerHTML = `\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"trending-up\" width=\"16\" height=\"16\">\u003C\u002Fi> BAPP Annual Pension Contributions\u003C\u002Fdiv>\n    \u003Cdiv class=\"banner\">\n      \u003Cdiv>\u003Cdiv class=\"ban-lbl\">Total annual pension input\u003C\u002Fdiv>\u003Cdiv class=\"ban-main\">${GBP(total)}\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv style=\"text-align:right\">\u003Cdiv class=\"ban-lbl\">Monthly pension input\u003C\u002Fdiv>\u003Cdiv class=\"ban-sub\">${GBP(total\u002F12)}\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"results\">\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Annual gross salary\u003C\u002Fspan>\u003Cspan class=\"rv\">${GBP(sal)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Your employee contribution (${(empR*100).toFixed(0)}%)\u003C\u002Fspan>\u003Cspan class=\"rv\">−${GBP(empAnn)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">BA employer contribution (${(erR*100).toFixed(0)}%)\u003C\u002Fspan>\u003Cspan class=\"rv gr\">+${GBP(erAnn)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${routeEbit&&ebitAmt>0?`\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">EBIT bonus directed to BAPP\u003C\u002Fspan>\u003Cspan class=\"rv\">+${GBP(ebitAmt)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">BA 10% employer uplift on EBIT (confirmed in agreement)\u003C\u002Fspan>\u003Cspan class=\"rv gr\">+${GBP(ebitUplift)}\u003C\u002Fspan>\u003C\u002Fdiv>`:''}\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\" style=\"font-weight:600\">Total annual pension input\u003C\u002Fspan>\u003Cspan class=\"rv hi\">${GBP(total)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"info\" width=\"16\" height=\"16\">\u003C\u002Fi> Auto-Enrolment Reference (Pensions Act 2008)\u003C\u002Fdiv>\n    \u003Cdiv class=\"results\">\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Qualifying earnings band (2026)\u003C\u002Fspan>\u003Cspan class=\"rv\">${GBP(QE_LO)} – ${GBP(QE_HI)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Your qualifying earnings\u003C\u002Fspan>\u003Cspan class=\"rv\">${GBP(qe)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Auto-enrolment employee minimum (5% of QE)\u003C\u002Fspan>\u003Cspan class=\"rv\">${GBP(qe*0.05)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"rl\">Auto-enrolment employer minimum (3% of QE)\u003C\u002Fspan>\u003Cspan class=\"rv\">${GBP(qe*0.03)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"callout\" style=\"margin-top:.875rem;margin-bottom:0\">\n      \u003Cstrong>BAPP is a defined-contribution (DC) scheme\u003C\u002Fstrong> — your pension pot grows with contributions and investment returns. This differs from public-sector DB schemes where pension income is guaranteed. The 2025–2027 agreement confirmed that EBIT payments directed to BAPP attract a 10% employer uplift. Check your BAPP plan documents or contact the BA Pensions Helpline for your specific contribution tier and matching arrangements.\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>`;\n  lucide.createIcons();\n  resize();\n}\n\n\u002F\u002F ---- RESIZE OBSERVER ----\nfunction resize() {\n  requestAnimationFrame(() => {\n    parent.postMessage({type:'resize',height:document.documentElement.scrollHeight},'*');\n  });\n}\nconst ro = new ResizeObserver(() => resize());\nro.observe(document.documentElement);\n\n\u002F\u002F Initial renders\nrPay(); rRed(); rLeave(); rNotice(); rPension();\nlucide.createIcons();\n\u003C\u002Fscript>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n","both"]