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Updated for April 2026 UK statutory rates.",37,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-bt-cwu-pay-agreement-2026-b6ba3d1330-1779817324.webp",{"slug":30,"local_slug":30,"title":31,"description":32,"view_count":27,"audience":12,"category":13,"source":14,"hero_image":33,"hero_image_alt":16},"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. 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Updated for the April 2026 4.5% pay award and 2026 UK statutory rates.",35,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-naeci-engineering-construction-2025-2026-62049bf706-1779816487.webp",{"slug":41,"local_slug":41,"title":42,"description":43,"view_count":44,"audience":12,"category":13,"source":14,"hero_image":45,"hero_image_alt":42},"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. 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Updated for the April 2026 pay promulgation and UK statutory rates.",23,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-cijc-working-rule-agreement-2025-394f1837df-1779816482.webp",{"slug":53,"local_slug":53,"title":54,"description":55,"view_count":56,"audience":12,"category":13,"source":14,"hero_image":57,"hero_image_alt":16},"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. 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All figures updated for 2026 UK law.",15,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-tesco-usdaw-2026-bce3e35710-1779822766.webp",{"slug":65,"local_slug":65,"title":66,"description":67,"view_count":62,"audience":12,"category":13,"source":14,"hero_image":68,"hero_image_alt":16},"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. 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Updated for 2026 UK statutory rates.",14,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-british-airways-unite-gmb-2025-7821aa19a8-1779817338.webp",{"slug":76,"local_slug":76,"title":77,"description":78,"view_count":79,"audience":12,"category":13,"source":14,"hero_image":80,"hero_image_alt":16},"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. 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Updated for 2026 UK statutory rates.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-njc-fire-rescue-services-2025-9dba72c9c0-1779816486.webp",{"slug":97,"local_slug":97,"title":98,"description":99,"view_count":100,"audience":12,"category":101,"source":14,"hero_image":102,"hero_image_alt":16},"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.",12,"legal","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-nhs-agenda-for-change-england-27e87cfa65-1779789135.webp",{"slug":104,"local_slug":104,"title":105,"description":106,"view_count":107,"audience":12,"category":13,"source":14,"hero_image":108,"hero_image_alt":16},"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.",11,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-police-remuneration-review-body-2025-2e3210feec-1781011478.webp",{"slug":110,"local_slug":110,"title":111,"description":112,"view_count":113,"audience":12,"category":13,"source":14,"hero_image":114,"hero_image_alt":111},"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.",10,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-adult-social-care-fair-pay-agreement-3983e02352.webp",{"slug":116,"local_slug":116,"title":117,"description":118,"view_count":113,"audience":12,"category":13,"source":14,"hero_image":119,"hero_image_alt":16},"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. Updated for 2026 UK statutory rates.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-gb-aslef-train-drivers-2025-2026-d93ac8f48f-1779816463.webp",{"slug":121,"local_slug":121,"title":122,"description":123,"view_count":113,"audience":12,"category":13,"source":14,"hero_image":124,"hero_image_alt":16},"cba-gb-nhs-scotland-agenda-for-change-2025","NHS Scotland AfC pay and redundancy calculator 2026 | Expert Zoom","Calculate your NHS Scotland AfC pay, redundancy, annual leave and notice period under the two-year 2025–2027 settlement. 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The height adjusts automatically to the content.","No tools match your search","Practical Tools","Simulators and calculators for your projects","Free simulators and calculators for professionals.","free","Free Practical Tools — Simulators and Calculators | ExpertZoom","tools","Free simulators and calculators for professionals: hiring cost, AI ROI, GDPR compliance, startup valuation, and more.","View all {count} tools","Free simulators and calculators for your personal projects.","Free simulators and calculators for your projects: notary fees, gross-net salary, inheritance tax, alimony, and more.","local law",{"exit":195,"addFile":196,"pleaseWait":197,"askQuestion":198,"assistantOf":199,"uploadError":200,"unlimitedPitch":201,"fileNotAccepted":202,"fileTypesAllowed":203,"uploadErrorRetry":204,"finalizingResponse":205,"invalidServerResponse":206},"Exit","Add a file (PDF or image)","Please wait...","Ask your question...","assistant to {firstName} {lastName}","Upload error","Continue the discussion with {name} and benefit from unlimited questions and ongoing support.","File not accepted","Only .jpg, .jpeg, .png, .webp and .pdf files are allowed.","An error occurred while uploading the file. 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I highly recommend.","Hicham L.",{"heroSub":400,"qaTitle":401,"heroLead":402,"seoTitle":403,"heroTitle":404,"heroAskLink":405,"expertsBadge":406,"heroImageAlt":407,"heroSubtitle":408,"recoCtaTitle":409,"showcaseTitle":410,"seoDescription":411,"showcaseSubtitle":412,"questionPlaceholder":413},"Legal, veterinary, financial, and practical matters: connect your calendar and the assistant anticipates risks before they become costly.","From your question to an expert's answer","\u003Cstrong>ExpertZoom, the assistant that anticipates your risks\u003C\u002Fstrong>: legal, health, financial, and practical matters. Connect your calendar for \u003Cstrong>proactive protection\u003C\u002Fstrong>.","ExpertZoom: Proactive AI for your life and your rights","Protect your time and your assets: AI monitors, our experts alert you","or ask your question directly","+300 experts available","A woman checks her phone in her living room","Over 300 experts in 150 categories","Get recommendations from our experts in one click","Track all your guides from a single dashboard","No longer contend with legal and everyday risks. ExpertZoom's AI monitors your collections, anticipates deadlines, and connects you to over 300 experts.","Your questions, your experts, and your calendar synchronised, all in one place.","Describe your need in detail...",{"news":131,"share":415,"title":416,"tools":183,"folder":417,"popular":424,"viewAll":180,"featured":133,"loadMore":425,"mostRead":135,"overline":426,"readMore":136,"subtitle":427,"toolCard":428,"linkCopied":433,"noArticles":434,"publishedOn":435,"readingTime":436,"viewDossier":437,"viewAllTools":438,"allCategories":439,"mostReadTitle":440,"folderArticles":441,"latestArticles":442,"relatedArticles":443,"tableOfContents":444,"relatedToolsLabel":445,"relatedToolsTitle":446,"categoryToolsTitle":447},"Share","The ExpertZoom Magazine",{"badge":418,"discover":419,"articleCount":420,"readInFolder":421,"inThisDossier":422,"spotlightTitle":423},"Folder","Discover the folder","No articles | 1 article | {count} articles","Read in this collection","In this folder:","Our Folders","Popular","View more articles","The Magazine","Expert advice, how-to guides and news",{"try":429,"tryFull":430,"freeTool":431,"toolBadge":432},"Try","Try the tool","Free Tool","Tool","Link copied to clipboard","No articles at the moment","Published on {date}","{min} min read","View full folder","View all tools","All categories","Most Read Articles","Article in this folder | {count} article in this folder | {count} articles in this folder","Latest Articles","Related articles","Table of Contents","Related Tools","Tools for this article","Tools for this category",{"searchingExpert":449},"We are searching for your expert...",{"title":451,"errors":452,"calendars":455,"cancelDialog":457,"personalInfo":465,"accountManagement":471},"Account settings",{"cancelFailed":453,"genericError":454},"Failed to cancel subscription","An error occurred",{"title":456},"My Calendars",{"title":458,"cancel":459,"confirm":460,"processing":461,"description":462,"reasonLabel":463,"reasonPlaceholder":464},"Cancel subscription","Cancel","Confirm cancellation","Cancelling...","Are you sure you want to cancel your subscription? 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Our platform brings together qualified experts in various fields to offer you personalised advice and solutions tailored to your needs.",{"back":573,"error":247,"title":574,"sending":575,"sendLink":576,"emailSent":577,"errorDescription":578,"emailSentDescription":579},"Back","Reset your password","Sending...","Send link","Email sent","Unable to send reset email. Please try again.","Check your inbox to reset your password.",{"empty":581,"loading":582,"viewAll":583,"noCities":584,"pageTitle":585,"citiesCount":586,"otherCities":587,"regionLabel":588,"totalCities":589,"activeCities":590,"pageSubtitle":591,"averageRating":592,"detailSubtitle":593,"featuredCities":594,"viewDepartment":595,"departmentLabel":596,"groupedByRegion":597,"metaDescription":598,"otherCitiesNote":599},"No departments available for this region.","Loading departments…","View all departments","No cities","All Departments","{count} cities","Other cities in the department","Region","Total Cities","Active Cities","Find an expert near you","Average Rating","Discover the experts available in Department {name} across its {count} cities.","Featured Cities","View department","Department","By Region","Explore our experts by department. Over 200 specialisms available across France.","Informative list — not all cities currently have a dedicated page.",{"back":573,"title":601,"errors":602,"submit":606,"address":607,"businessInfo":615,"personalInfo":619},"Update your details",{"uploadError":603,"fileTooLarge":604,"fileFormatUnsupported":605},"Error uploading file","File must not exceed 5MB","Unsupported file format","Update information",{"city":608,"title":609,"france":610,"street":609,"country":611,"countries":612,"postalCode":613,"selectCountry":614},"City","Address","France","Country","Countries","Postcode","Select a country",{"siret":616,"title":617,"vatNumber":618},"Company Registration Number","Business information","VAT Number",{"phone":620,"title":467,"company":621,"lastName":622,"firstName":623,"profilePicture":624},"Phone","Company","Last name","First name","Profile picture or logo",{"and":626,"onlineTitle":128,"expertsAvailable":627},"and","Our {category} experts are available to answer your questions and assist you.",{"in":629,"loading":145,"attachFile":630,"askQuestion":631,"limitReached":632,"limitDescription":633,"placeholderDefault":634,"placeholderVoyance":635,"unlimitedQuestions":636,"validationMinLength":637},"in","Attach an image or PDF (prescription, contract, screenshot, etc...)","ASK MY QUESTION","Question limit reached","Only two free questions can be asked. You have already used your free questions.","Describe your need","Ask a question about your future","ENJOY UNLIMITED QUESTIONS","Your message must contain at least 20 characters",{"seoTitle":505,"askExpert":639,"ctaButton":640,"heroTitle":641,"pageTitle":642,"step1Desc":643,"step2Desc":644,"step3Desc":645,"introTitle":646,"step1Title":647,"step2Title":648,"step3Title":649,"ctaSubtitle":650,"introDefault":651,"readyToStart":652,"responseTime":653,"meetOurExperts":654,"ourSpecialties":655,"seoDescription":505,"verifiedExpert":656,"discoverExperts":657,"expertsSubtitle":658,"howItWorksTitle":219,"clientTestimonials":659,"howItWorksSubtitle":660,"specialtiesSubtitle":661,"testimonialsSubtitle":662},"Ask a question","Ask my question now","Discover the specialities in the field of {categoryName}","{categoryName} Assistance: discover the specialities","Describe your problem in detail. Add documents if necessary.","Our system finds the most qualified expert for your question.","Get a detailed and professional answer in minutes.","Why consult a {categoryName} expert?","Ask your question","Expert assigned","Receive your answer","Our {categoryName} experts are available 24\u002F7","Our {categoryName} experts are qualified professionals, available to answer all your questions. Benefit from in-depth expertise and personalised advice.","Ready to get answers?","Fast responses","Our {categoryName} experts","Our specialities","Verified experts","Discover","Qualified professionals at your service","What our clients say","Get an expert answer in 3 simple steps","Choose your area of expertise","Discover the opinions of those who have trusted us",{"revisionAuto":664,"vaccinAnimal":671,"rdvSpecialiste":678,"pensionAlimentaire":685,"conventionCollective":692},{"alert":665},{"agenda":666},{"time":667,"title":668,"expert":669,"insight":670},"Saturday · 10:00","Scheduled Car Service","Mr. J. Smith","To maintain your manufacturer's warranty, ensure the service schedule is followed. Here are 3 key points to check on your invoice.",{"alert":672},{"agenda":673},{"time":674,"title":675,"expert":676,"insight":677},"This week","Annual Booster Vaccination","Dr. S. 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Check your next payslip for any changes.",{"added":699,"title":700,"adding":701,"consult":702,"muteNotify":703,"addToFolder":704,"completeFolder":705,"personalizedSuggestions":706},"Added","Your Advisors","Adding...","Consult","Stop Notifying Me","Add to My Guide","Complete My Guide","{count} personalised suggestion | {count} personalised suggestions",{"and":626,"seenOn":708,"consultNow":709,"availableNow":710,"consultOnline":128,"moreInformation":711,"expertsAvailable":627,"satisfiedClients":712},"Seen in the press","Consult a {category} now.","Available now","More information:","Satisfied clients",{"allSpecialties":714,"chooseCategory":715},"All specialities in {cityName}","Choose a category to find an expert in {cityName}",{"error":247,"domain":717,"status":718,"actions":728,"dialogs":731,"domains":738,"loading":145,"premium":739,"unlimited":743,"inProgress":744,"nonPremium":745,"pagination":755,"yourAlerts":759,"alertsTotal":760,"newQuestion":741,"onlyTwoFree":761,"previewSoon":762,"yourFolders":763,"closedUnlock":764,"questionPaid":765,"questionWord":766,"viewMyFolder":767,"estimatedTime":768,"expertReading":769,"questionsWord":770,"viewAllAlerts":771,"yourQuestions":772,"articlesForYou":773,"askNewQuestion":774,"geoFailedTitle":775,"questionClosed":776,"readFullAnswer":777,"accessUnlimited":778,"clarifyElements":779,"consultResponse":780,"profileStrength":781,"sampleQuestions":782,"continueExchange":823,"expertResponding":824,"loadingQuestions":825,"popularQuestions":826,"responseAvailable":827,"closeQuestionError":828,"connectCalendarCta":829,"continueDiscussion":830,"connectCalendarDesc":831,"questionInGoodHands":832,"completeOnFullFolder":833,"geoFailedDescription":834,"isRespondingDetailed":835,"processQuestionError":836,"estimatedTimeDetailed":837,"questionClosedSuccess":838,"confidentialityTreated":839,"clarifyElementsDetailed":840,"confidentialityDetailed":839,"personalizedFollowUpCta":841,"continueExchangeDetailed":823,"personalizedFollowUpDesc":842},"domain",{"closed":719,"answered":720,"seeAnswer":721,"hasAnswered":722,"consultAnswer":723,"timeRemaining":724,"meetingRequest":725,"answeringQuestion":726,"responseInProgress":727},"Closed","The expert has answered","See answer","has answered","CONSULT THE ANSWER","Approximately 4 mins remaining","Meeting Request","is answering your question","Response in progress",{"closeQuestion":729,"takeAppointment":730},"Close question","Book an Appointment",{"closeQuestion":732,"questionSubmitted":734},{"title":729,"cancel":459,"confirm":729,"description":733},"Are you sure you want to close this question? 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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":756,"showing":757,"previous":758},"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",[783,787,791,795,799,803,807,811,815,819],{"categoryName":784,"questionText":785,"landingSeoUrl":786},"Legal","My neighbour's tree roots are damaging my property; what are my legal options?","lawyers",{"categoryName":788,"questionText":789,"landingSeoUrl":790},"Consumer Electronics","My new smartphone's battery drains incredibly fast; is this a common fault and how can I fix it?","electronics-technicians",{"categoryName":792,"questionText":793,"landingSeoUrl":794},"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":796,"questionText":797,"landingSeoUrl":798},"Health","I've been experiencing persistent fatigue and headaches; what could be the underlying cause and should I see a specialist?","doctors",{"categoryName":800,"questionText":801,"landingSeoUrl":802},"Radiology","My recent chest X-ray showed a shadow; what does this likely indicate and what are the next steps?","radiologists",{"categoryName":804,"questionText":805,"landingSeoUrl":806},"Nutrition","I'm struggling to lose weight despite exercising; can you review my diet and suggest improvements?","nutritionists",{"categoryName":808,"questionText":809,"landingSeoUrl":810},"Psychiatry","I've been feeling increasingly anxious and overwhelmed; could this be a sign of a mental health condition?","psychiatrists",{"categoryName":812,"questionText":813,"landingSeoUrl":814},"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":816,"questionText":817,"landingSeoUrl":818},"Urology","I'm experiencing frequent urinary infections; what could be causing this and what treatment options are available?","urologists",{"categoryName":820,"questionText":821,"landingSeoUrl":822},"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":844,"title":845,"types":846,"loading":145,"markAllRead":854},"No notifications","Notifications",{"status":847,"question_paid":850,"question_reply":851,"matched_article":852,"matched_articles":853},{"closed":776,"answered":848,"partially-answered":849},"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":856,"title":759,"paused":857,"emptyHint":858,"reactivate":859,"categoryFallback":860},"No alerts at the moment.","Alerts Paused","Connect your calendar and ask a question to receive personalised suggestions.","Reactivate","Category",{"error":247,"title":574,"minChars":862,"seoTitle":574,"emailSent":577,"minDigits":863,"emailLabel":495,"backToLogin":864,"description":865,"submitButton":576,"updateButton":866,"seoDescription":574,"updatingButton":575,"passwordUpdated":867,"emailPlaceholder":868,"errorDescription":578,"newPasswordLabel":869,"newPasswordTitle":870,"passwordMismatch":871,"submitButtonLoading":575,"confirmPasswordLabel":872,"emailSentDescription":579,"resetErrorDescription":873,"newPasswordPlaceholder":874,"confirmPasswordPlaceholder":875,"passwordUpdatedDescription":876},"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. Please try again.","Your password","Confirm your password","Your password has been successfully reset.",{"tabs":878,"error":883,"facts":884,"title":899,"billing":900,"profile":910,"readOnly":917,"questions":918,"notifications":924},{"facts":879,"billing":880,"profile":881,"questions":882,"notifications":845},"Extracted Facts","Billing","Profile","Questions","Unable to load client 360 view.",{"type":885,"dueAt":886,"empty":887,"source":888,"status":889,"dismiss":890,"overdue":891,"passive":892,"subject":893,"upcoming":894,"alertable":895,"confidence":896,"dismissTitle":897,"dismissCancel":459,"dismissWarning":898},"Type","Due Date","No extracted facts","Source","Status","Dismiss","Overdue","Passive","Subject","Upcoming","Alertable","Confidence","Dismiss this fact?","This fact will no longer be injected into the assistant's responses nor used for alerts. 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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":945,"askQuestion":639},"Meet our experts",{"retry":947,"terms":948,"title":949,"errors":950,"company":953,"loading":145,"getAnswer":954,"acceptTerms":955,"getUnlimited":956,"securePayment":957},"Retry","Terms and Conditions","Secure payment of £3.00",{"title":247,"genericError":454,"paymentError":951,"initializationError":952},"An error occurred during payment","Error initialising payment","expert-zoom","Get answer","I accept the","Unlimited Questions","Secure payment of {amount}",{"delete":959,"deleteError":960,"deleteCancel":459,"deleteConfirm":959,"deleteDialogTitle":961,"deleteDialogDescription":962},"Delete","Deleting the guide failed. Please try again.","Delete this guide?","The saved information for this category will be deleted and the guide will disappear from your profile. 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The expert in {city} was able to reassure me and guide me exactly to what I needed.",{"title":990,"subtitle":991,"subtitleExpert":992,"titleWithExpert":993},"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":995,"seconds":996,"responseTo":997,"expertReading":998,"estimatedResponseTime":999,"expertSentPartialResponse":1000},"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":573,"title":574,"sending":575,"sendLink":576,"description":1002,"notifications":1003},"A reset link will be sent to your email address",{"error":247,"emailSent":577,"emailError":1004,"loginRequired":1005,"emailSentDescription":579},"Could not send reset email. 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Teaching assistants, catering workers, site managers, SEND support workers and administrative s","# NJC Schools Support Staff (Green Book): A Complete Guide for Workers (2026)\n\nSchool support staff are the backbone of maintained schools across England, Wales, and Northern Ireland. Teaching assistants, catering workers, site managers, SEND support workers and administrative staff — approximately 300,000 in total — are employed on terms set by the **National Joint Council for Local Government Services (NJC)**, commonly known as the **Green Book**. If you work in a maintained school and your contract references the Green Book, this guide explains what the 2026 agreement means for your pay, leave, redundancy rights and pension.\n\n---\n\n## What Is the NJC Schools Support Staff Agreement?\n\nThe NJC for Local Government Services is a joint negotiating body that brings together three trade unions — **UNISON, GMB and Unite** — and the employer side represented by the **Local Government Employers (LGA)**. Collectively, they negotiate pay and conditions for roughly **1.4 million local government and school workers** across England, Wales, and Northern Ireland.\n\nThe resulting agreement, published in the Green Book (*Conditions of Service for Local Authorities in England, Wales and Northern Ireland*), sets national minimum pay scales, leave entitlements, redundancy provisions, and other core employment rights. Individual local authorities may improve upon these minimums, but they cannot undercut them.\n\nFor school support staff, the agreement operates alongside the **Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA 1992)**, which underpins the statutory right of unions to be recognised and to bargain collectively on your behalf, and the **Employment Rights Act 1996 (ERA 1996)**, which establishes statutory floors for notice, redundancy pay and continuity of employment.\n\n---\n\n## Pay and Pay Award 2026\n\n### The 2025-26 Settlement\n\nThe most recent settled pay round delivered a **3.2% uplift across all Spinal Column Points (SCPs)**, effective **1 April 2025**. This was agreed between UNISON, GMB, Unite and the LGA under the NJC national negotiating process and applies to all Green Book workers, including school support staff.\n\nAt the lower end of the pay spine — where the majority of teaching assistants, catering staff and administrative workers sit — the 2025-26 minimum Spinal Column Point (SCP 2) stands at approximately **~£24,657 per annum** (full-time equivalent, based on a 37-hour week). This is above the 2026 National Living Wage (NLW) floor of **£12.21 per hour**, which equates to roughly £23,483 on a 37-hour week over 52 weeks.\n\nRepresentative 2025-26 pay spine values (full-time equivalent, before any local supplements):\n\n| Spinal Column Point | Annual Salary (FTE) | Approx. Hourly Rate |\n|---------------------|--------------------|--------------------|\n| SCP 2 (minimum) | ~£24,657 | ~£12.80 |\n| SCP 5 | ~£25,923 | ~£13.46 |\n| SCP 8 | ~£27,267 | ~£14.15 |\n| SCP 10 | ~£28,208 | ~£14.64 |\n| SCP 15 | ~£30,730 | ~£15.96 |\n| SCP 20 | ~£33,510 | ~£17.40 |\n\n*All figures marked ~ are estimates derived from the 3.2% uplift applied to published 2024-25 values. Check your payslip or ask your HR team to confirm your exact SCP.*\n\n### The 2026-27 Negotiations\n\nThe 2026-27 pay round (covering **1 April 2026 to 31 March 2027**) is currently under negotiation. UNISON, GMB, and Unite submitted a joint claim in late 2025 demanding:\n\n- A pay increase of **£3,000 or 10%, whichever is greater**, applied pro-rata for part-time staff\n- A **minimum hourly rate of £15** across all Green Book grades\n- A **two-hour reduction in the working week**\n- An **extra day of annual leave**\n- The right for school support staff to take **at least one paid leave day during term time**\n\nThe unions argue that local government pay has lost **more than 26% of its real value since 2010**, and that the 2025-26 award of 3.2% already fell below the 3.6% inflation rate recorded at the time. With nearly 90% of GMB local government members indicating willingness to take industrial action for a fair settlement, pressure on the employer side is significant.\n\nNo settlement has been announced as of May 2026. Updates will be published on the UNISON, GMB and Unite websites once agreed.\n\n### Part-Time and Term-Time Workers\n\nIf you work term-time only or part-time, your pay is calculated **pro-rata** based on the full-time equivalent SCP value. For example, a teaching assistant on SCP 5 working 30 hours per week over 39 school weeks would receive a proportionately adjusted annual salary. Your contract should state your contracted hours, weeks per year, and the SCP to which you are assigned.\n\n---\n\n## Working Hours and Leave Entitlement\n\n### Standard Working Week\n\nThe NJC Green Book standard working week is **37 hours** for full-time employees. Your actual contracted hours may differ — many school support roles are part-time or structured around the school day.\n\n### Annual Leave\n\nGreen Book annual leave entitlements exceed the **28-day statutory minimum** set by the **Working Time Regulations 1998 (WTR 1998)**, which includes bank holidays. The NJC provides:\n\n| Length of Service | Annual Leave | Bank Holidays | Total |\n|-------------------|-------------|---------------|-------|\n| Up to 5 years | 21 days | 8 days | 29 days |\n| 5 years or more | 26 days | 8 days | 34 days |\n\n*Entitlements are for full-time employees; part-time workers receive a pro-rata equivalent under WTR 1998.*\n\n### Term-Time Only (TTO) Workers\n\nIf your contract is term-time only, your **holiday entitlement is incorporated into the school holiday periods**. The Green Book requires that TTO workers receive their full statutory and contractual leave entitlement on a pro-rata basis. This means the school holidays you are not required to work should account for your accrued leave — your employer must not simply assume all holidays count as leave without a proper calculation.\n\nDisputes about TTO holiday pay frequently arise under the WTR 1998. If you believe your holiday pay is being calculated incorrectly, contact your union representative in the first instance.\n\n---\n\n## Redundancy Pay\n\nIf you are made redundant, your statutory entitlement under **ERA 1996 ss.162-166** is calculated as:\n\n- **0.5 week's pay** per complete year of service (aged under 22)\n- **1 week's pay** per complete year of service (aged 22–40)\n- **1.5 weeks' pay** per complete year of service (aged 41 and over)\n\nThe statutory **weekly pay cap is £700** as of 2026, and redundancy is calculated on a maximum of **20 years' service**.\n\n**The NJC Green Book enhances this significantly.** Many local authorities — and the national Green Book minimum — calculate redundancy pay on your **actual weekly salary** rather than the statutory cap, meaning long-serving staff on higher grades receive considerably more than the ERA 1996 minimum. Some councils also apply a higher multiplier or extend the 20-year cap. Check your contract and your employer's redundancy policy, as these vary.\n\n*Example: A site manager aged 45 on an actual salary of £30,000 per annum (weekly pay ~£577) with 15 years' service would receive a statutory minimum of ~£12,981 (15 years × 1.5 weeks × £577). If your council calculates on actual pay rather than the cap, this figure is unchanged in this example as the weekly pay is under £700 — but an employee on £40,000 (weekly pay ~£769) would receive £17,325 under the enhanced NJC scheme, versus the statutory maximum of £14,000.*\n\n---\n\n## Notice Period\n\nUnder **ERA 1996 s.86**, the statutory minimum notice you are entitled to receive is:\n\n- **1 week** per complete year of continuous service\n- Up to a **maximum of 12 weeks** (after 12 years' service)\n\nThe NJC Green Book provides for a **minimum of one month's notice** for all employees, regardless of length of service. This is more generous than the statutory minimum for workers with fewer than four years' service, who would otherwise only be entitled to one, two or three weeks under ERA 1996.\n\nFor longer-serving employees, your contractual notice period may be longer still — check your contract. Notice periods above the statutory minimum are contractual rights enforceable through an employment tribunal or civil court.\n\n---\n\n## Pension Rights\n\nSchool support staff employed in maintained schools are entitled to membership of the **Local Government Pension Scheme (LGPS)**, a defined benefit occupational pension scheme established under the Local Government Pension Scheme Regulations 2013. This is one of the most valuable elements of Green Book employment.\n\nYour employer must automatically enrol you if you meet the criteria under the **Pensions Act 2008**; however, the LGPS is significantly more generous than the statutory auto-enrolment minimum (5% employee \u002F 3% employer).\n\n### How the LGPS Works\n\nThe LGPS is a **career average revalued earnings (CARE)** scheme. Each year you build up a pension worth **1\u002F49th of your pensionable pay** for that year. Your annual pension pot is revalued each year in line with the Consumer Prices Index (CPI) to protect it against inflation.\n\n### Contribution Rates (2025-26)\n\nEmployee contributions are tiered by pay band:\n\n| Pensionable Pay Band (FTE) | Employee Contribution |\n|----------------------------|-----------------------|\n| Up to ~£16,500 | 5.5% |\n| ~£16,501 – £25,900 | 5.8% |\n| ~£25,901 – £42,500 | 6.5% |\n| ~£42,501 – £53,500 | 6.8% |\n| ~£53,501 – £71,200 | 8.5% |\n| Over ~£71,200 | 9.9%–12.5% |\n\n*Thresholds are revalued annually; figures shown are approximate 2025-26 bands.*\n\nEmployer contributions typically range from **19% to 23%** of pensionable pay, depending on the results of the triennial actuarial valuation for each administering authority.\n\n### Key LGPS Benefits\n\n- **Normal pension age**: linked to your State Pension age (currently 66)\n- **Death-in-service lump sum**: typically 3× annual salary\n- **Ill-health retirement**: access to pension early if you cannot continue working due to ill health\n- **Survivor benefits**: spouse\u002Fcivil partner pension payable on death\n\nPart-time and term-time workers build up LGPS rights in proportion to their contracted hours and weeks worked.\n\n---\n\n## Your Rights Under the Agreement\n\nThe NJC Green Book provides a suite of rights that exceed the statutory floor in several important areas:\n\n- **Enhanced leave**: at least 21 days (rising to 26 days) before bank holidays, compared to 20 days under WTR 1998 alone\n- **Enhanced redundancy**: many councils calculate redundancy on actual salary, not the £700 statutory weekly pay cap under ERA 1996\n- **Minimum one month's notice**: exceeds ERA 1996 minimums for staff with fewer than four years' service\n- **Defined-benefit pension**: the LGPS employer contribution far exceeds the 3% statutory minimum under the Pensions Act 2008\n- **Collective bargaining rights**: UNISON, GMB and Unite hold statutory recognition rights under **TULRCA 1992** to negotiate pay and conditions on your behalf — this means you have the right to be represented in disciplinary and grievance proceedings and to access union support\n\nIf you believe your employer is not applying Green Book terms correctly — for example, miscalculating holiday pay for term-time working — you have the right to raise a formal grievance under ERA 1996 and to seek union representation at every stage.\n\n---\n\n## Frequently Asked Questions\n\n**I work term-time only. Am I entitled to the same pay increase as full-time staff?**\nYes. The NJC pay award applies to all Green Book workers on a pro-rata basis. If the award is 3.2%, your annual salary (calculated on a 52-week full-time equivalent) increases by 3.2%, and your actual term-time payments are adjusted proportionately.\n\n**Can my school pay me less than the NJC minimum?**\nNo. Maintained schools are bound by NJC terms. The minimum SCP (SCP 2) is the national floor, and no maintained school employer may pay below it. If you are being paid below SCP 2, contact your union immediately.\n\n**What happens to my LGPS pension if I move to an academy or free school?**\nAcademy conversions are complex. When a maintained school converts, staff transferring under TUPE should retain their LGPS membership via a Broadly Comparable or admitted body arrangement. However, you should seek written confirmation from both your current employer and the academy trust, and contact your union if you have concerns.\n\n**The 2026-27 pay round is unresolved. Does my pay freeze?**\nNo. You remain on your current SCP (post the 3.2% uplift from 1 April 2025) until a new settlement is reached. Once agreed, any increase is usually backdated to 1 April 2026. Your union will keep you informed.\n\n**My employer says I am not entitled to LGPS because I am part-time. Is that correct?**\nThis depends on your earnings. Under the Pensions Act 2008 auto-enrolment rules, workers earning above £10,000 per annum must be auto-enrolled. The LGPS applies to eligible local authority employees regardless of part-time status; however, if you earn below the auto-enrolment threshold you may need to opt in. Check with your payroll department and union representative.\n\n**I have been told my redundancy is calculated using the statutory cap, not my actual salary. Is that right?**\nIt depends on your employer's redundancy policy. The NJC Green Book encourages enhanced calculation, but not all councils apply this uniformly. Request a copy of your employer's redundancy policy in writing. If you believe you are being underpaid, your union can advise whether a formal challenge is appropriate under ERA 1996.\n\n---\n\n## Related Tool\n\n> **Interactive Calculator**\n> Use our NJC Schools Support Staff Pay & Rights Calculator to estimate your annual salary by SCP, pro-rata pay for term-time working, redundancy entitlement, annual leave and LGPS 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\u002F6f2b6a62b91f-15ddaa.webp","Workers in education sector reviewing their pay agreement in the UK, 2026",null,false,"PUBLISHED","en-GB","gb","en","cmkzhdq5n000f6svtqjjoetow","NJC Schools Support Staff 2026 guide | Expert Zoom","Everything school support staff need to know about the NJC Green Book 2026-27: pay, leave, redundancy rights and LGPS pension for around 300,000 workers.","NJC Schools Support Staff Green Book workers guide 2026","6f2b6a62b91f","9cc87197-5408-43dc-9de5-d740868a64f4",2231,[],{"excerpt":16,"featured":1159,"metaTitle":1165,"countryCode":1162,"categorySlug":101,"languageCode":1163,"relatedTools":1173,"readingTimeMin":107,"metaDescription":1166},[18],710,0,"559de18b-9a91-477e-9766-35522627246c","PASS","Submitted and indexed","2026-06-05T18:09:05.000Z","2026-06-28T12:41:29.941Z",4.17,"poor",2.14,"needs_improvement","good","2026-07-17T14:29:11.769Z","2026-05-26T17:25:06.709Z","2026-05-26T17:25:06.711Z","2026-07-20T20:47:27.522Z",{"id":1164,"name":784,"slug":786,"parentId":1158},{"id":1176,"first_name":1192,"name":1193,"slug":1194,"specialty":1195,"picture":1196},"Eleanor","Stone","eleanor-stone","Legal Advisor","expertPics\u002Flawyers\u002Flawyers-expert-1775227103578.webp",[],[18],"\u003Ch1 id=\"njc-schools-support-staff-green-book-a-complete-guide-for-workers-2026\">NJC Schools Support Staff (Green Book): A Complete Guide for Workers (2026)\u003C\u002Fh1>\n\u003Cp>School support staff are the backbone of maintained schools across England, Wales, and Northern Ireland. Teaching assistants, catering workers, site managers, SEND support workers and administrative staff — approximately 300,000 in total — are employed on terms set by the \u003Cstrong>National Joint Council for Local Government Services (NJC)\u003C\u002Fstrong>, commonly known as the \u003Cstrong>Green Book\u003C\u002Fstrong>. If you work in a maintained school and your contract references the Green Book, this guide explains what the 2026 agreement means for your pay, leave, redundancy rights and pension.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"what-is-the-njc-schools-support-staff-agreement\">What Is the NJC Schools Support Staff Agreement?\u003C\u002Fh2>\n\u003Cp>The NJC for Local Government Services is a joint negotiating body that brings together three trade unions — \u003Cstrong>UNISON, GMB and Unite\u003C\u002Fstrong> — and the employer side represented by the \u003Cstrong>Local Government Employers (LGA)\u003C\u002Fstrong>. Collectively, they negotiate pay and conditions for roughly \u003Cstrong>1.4 million local government and school workers\u003C\u002Fstrong> across England, Wales, and Northern Ireland.\u003C\u002Fp>\n\u003Cp>The resulting agreement, published in the Green Book (\u003Cem>Conditions of Service for Local Authorities in England, Wales and Northern Ireland\u003C\u002Fem>), sets national minimum pay scales, leave entitlements, redundancy provisions, and other core employment rights. Individual local authorities may improve upon these minimums, but they cannot undercut them.\u003C\u002Fp>\n\u003Cp>For school support staff, the agreement operates alongside the \u003Cstrong>Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA 1992)\u003C\u002Fstrong>, which underpins the statutory right of unions to be recognised and to bargain collectively on your behalf, and the \u003Cstrong>Employment Rights Act 1996 (ERA 1996)\u003C\u002Fstrong>, which establishes statutory floors for notice, redundancy pay and continuity of employment.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"pay-and-pay-award-2026\">Pay and Pay Award 2026\u003C\u002Fh2>\n\u003Ch3 id=\"the-2025-26-settlement\">The 2025-26 Settlement\u003C\u002Fh3>\n\u003Cp>The most recent settled pay round delivered a \u003Cstrong>3.2% uplift across all Spinal Column Points (SCPs)\u003C\u002Fstrong>, effective \u003Cstrong>1 April 2025\u003C\u002Fstrong>. This was agreed between UNISON, GMB, Unite and the LGA under the NJC national negotiating process and applies to all Green Book workers, including school support staff.\u003C\u002Fp>\n\u003Cp>At the lower end of the pay spine — where the majority of teaching assistants, catering staff and administrative workers sit — the 2025-26 minimum Spinal Column Point (SCP 2) stands at approximately \u003Cstrong>~£24,657 per annum\u003C\u002Fstrong> (full-time equivalent, based on a 37-hour week). This is above the 2026 National Living Wage (NLW) floor of \u003Cstrong>£12.21 per hour\u003C\u002Fstrong>, which equates to roughly £23,483 on a 37-hour week over 52 weeks.\u003C\u002Fp>\n\u003Cp>Representative 2025-26 pay spine values (full-time equivalent, before any local supplements):\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Spinal Column Point\u003C\u002Fth>\n\u003Cth>Annual Salary (FTE)\u003C\u002Fth>\n\u003Cth>Approx. Hourly Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>SCP 2 (minimum)\u003C\u002Ftd>\n\u003Ctd>~£24,657\u003C\u002Ftd>\n\u003Ctd>~£12.80\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>SCP 5\u003C\u002Ftd>\n\u003Ctd>~£25,923\u003C\u002Ftd>\n\u003Ctd>~£13.46\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>SCP 8\u003C\u002Ftd>\n\u003Ctd>~£27,267\u003C\u002Ftd>\n\u003Ctd>~£14.15\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>SCP 10\u003C\u002Ftd>\n\u003Ctd>~£28,208\u003C\u002Ftd>\n\u003Ctd>~£14.64\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>SCP 15\u003C\u002Ftd>\n\u003Ctd>~£30,730\u003C\u002Ftd>\n\u003Ctd>~£15.96\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>SCP 20\u003C\u002Ftd>\n\u003Ctd>~£33,510\u003C\u002Ftd>\n\u003Ctd>~£17.40\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cem>All figures marked ~ are estimates derived from the 3.2% uplift applied to published 2024-25 values. Check your payslip or ask your HR team to confirm your exact SCP.\u003C\u002Fem>\u003C\u002Fp>\n\u003Ch3 id=\"the-2026-27-negotiations\">The 2026-27 Negotiations\u003C\u002Fh3>\n\u003Cp>The 2026-27 pay round (covering \u003Cstrong>1 April 2026 to 31 March 2027\u003C\u002Fstrong>) is currently under negotiation. UNISON, GMB, and Unite submitted a joint claim in late 2025 demanding:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>A pay increase of \u003Cstrong>£3,000 or 10%, whichever is greater\u003C\u002Fstrong>, applied pro-rata for part-time staff\u003C\u002Fli>\n\u003Cli>A \u003Cstrong>minimum hourly rate of £15\u003C\u002Fstrong> across all Green Book grades\u003C\u002Fli>\n\u003Cli>A \u003Cstrong>two-hour reduction in the working week\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>An \u003Cstrong>extra day of annual leave\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>The right for school support staff to take \u003Cstrong>at least one paid leave day during term time\u003C\u002Fstrong>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>The unions argue that local government pay has lost \u003Cstrong>more than 26% of its real value since 2010\u003C\u002Fstrong>, and that the 2025-26 award of 3.2% already fell below the 3.6% inflation rate recorded at the time. With nearly 90% of GMB local government members indicating willingness to take industrial action for a fair settlement, pressure on the employer side is significant.\u003C\u002Fp>\n\u003Cp>No settlement has been announced as of May 2026. Updates will be published on the UNISON, GMB and Unite websites once agreed.\u003C\u002Fp>\n\u003Ch3 id=\"part-time-and-term-time-workers\">Part-Time and Term-Time Workers\u003C\u002Fh3>\n\u003Cp>If you work term-time only or part-time, your pay is calculated \u003Cstrong>pro-rata\u003C\u002Fstrong> based on the full-time equivalent SCP value. For example, a teaching assistant on SCP 5 working 30 hours per week over 39 school weeks would receive a proportionately adjusted annual salary. Your contract should state your contracted hours, weeks per year, and the SCP to which you are assigned.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"working-hours-and-leave-entitlement\">Working Hours and Leave Entitlement\u003C\u002Fh2>\n\u003Ch3 id=\"standard-working-week\">Standard Working Week\u003C\u002Fh3>\n\u003Cp>The NJC Green Book standard working week is \u003Cstrong>37 hours\u003C\u002Fstrong> for full-time employees. Your actual contracted hours may differ — many school support roles are part-time or structured around the school day.\u003C\u002Fp>\n\u003Ch3 id=\"annual-leave\">Annual Leave\u003C\u002Fh3>\n\u003Cp>Green Book annual leave entitlements exceed the \u003Cstrong>28-day statutory minimum\u003C\u002Fstrong> set by the \u003Cstrong>Working Time Regulations 1998 (WTR 1998)\u003C\u002Fstrong>, which includes bank holidays. The NJC provides:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Length of Service\u003C\u002Fth>\n\u003Cth>Annual Leave\u003C\u002Fth>\n\u003Cth>Bank Holidays\u003C\u002Fth>\n\u003Cth>Total\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Up to 5 years\u003C\u002Ftd>\n\u003Ctd>21 days\u003C\u002Ftd>\n\u003Ctd>8 days\u003C\u002Ftd>\n\u003Ctd>29 days\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 years or more\u003C\u002Ftd>\n\u003Ctd>26 days\u003C\u002Ftd>\n\u003Ctd>8 days\u003C\u002Ftd>\n\u003Ctd>34 days\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cem>Entitlements are for full-time employees; part-time workers receive a pro-rata equivalent under WTR 1998.\u003C\u002Fem>\u003C\u002Fp>\n\u003Ch3 id=\"term-time-only-tto-workers\">Term-Time Only (TTO) Workers\u003C\u002Fh3>\n\u003Cp>If your contract is term-time only, your \u003Cstrong>holiday entitlement is incorporated into the school holiday periods\u003C\u002Fstrong>. The Green Book requires that TTO workers receive their full statutory and contractual leave entitlement on a pro-rata basis. This means the school holidays you are not required to work should account for your accrued leave — your employer must not simply assume all holidays count as leave without a proper calculation.\u003C\u002Fp>\n\u003Cp>Disputes about TTO holiday pay frequently arise under the WTR 1998. If you believe your holiday pay is being calculated incorrectly, contact your union representative in the first instance.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"redundancy-pay\">Redundancy Pay\u003C\u002Fh2>\n\u003Cp>If you are made redundant, your statutory entitlement under \u003Cstrong>ERA 1996 ss.162-166\u003C\u002Fstrong> is calculated as:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>0.5 week's pay\u003C\u002Fstrong> per complete year of service (aged under 22)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>1 week's pay\u003C\u002Fstrong> per complete year of service (aged 22–40)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>1.5 weeks' pay\u003C\u002Fstrong> per complete year of service (aged 41 and over)\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>The statutory \u003Cstrong>weekly pay cap is £700\u003C\u002Fstrong> as of 2026, and redundancy is calculated on a maximum of \u003Cstrong>20 years' service\u003C\u002Fstrong>.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>The NJC Green Book enhances this significantly.\u003C\u002Fstrong> Many local authorities — and the national Green Book minimum — calculate redundancy pay on your \u003Cstrong>actual weekly salary\u003C\u002Fstrong> rather than the statutory cap, meaning long-serving staff on higher grades receive considerably more than the ERA 1996 minimum. Some councils also apply a higher multiplier or extend the 20-year cap. Check your contract and your employer's redundancy policy, as these vary.\u003C\u002Fp>\n\u003Cp>\u003Cem>Example: A site manager aged 45 on an actual salary of £30,000 per annum (weekly pay ~£577) with 15 years' service would receive a statutory minimum of ~£12,981 (15 years × 1.5 weeks × £577). If your council calculates on actual pay rather than the cap, this figure is unchanged in this example as the weekly pay is under £700 — but an employee on £40,000 (weekly pay ~£769) would receive £17,325 under the enhanced NJC scheme, versus the statutory maximum of £14,000.\u003C\u002Fem>\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"notice-period\">Notice Period\u003C\u002Fh2>\n\u003Cp>Under \u003Cstrong>ERA 1996 s.86\u003C\u002Fstrong>, the statutory minimum notice you are entitled to receive is:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>1 week\u003C\u002Fstrong> per complete year of continuous service\u003C\u002Fli>\n\u003Cli>Up to a \u003Cstrong>maximum of 12 weeks\u003C\u002Fstrong> (after 12 years' service)\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>The NJC Green Book provides for a \u003Cstrong>minimum of one month's notice\u003C\u002Fstrong> for all employees, regardless of length of service. This is more generous than the statutory minimum for workers with fewer than four years' service, who would otherwise only be entitled to one, two or three weeks under ERA 1996.\u003C\u002Fp>\n\u003Cp>For longer-serving employees, your contractual notice period may be longer still — check your contract. Notice periods above the statutory minimum are contractual rights enforceable through an employment tribunal or civil court.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"pension-rights\">Pension Rights\u003C\u002Fh2>\n\u003Cp>School support staff employed in maintained schools are entitled to membership of the \u003Cstrong>Local Government Pension Scheme (LGPS)\u003C\u002Fstrong>, a defined benefit occupational pension scheme established under the Local Government Pension Scheme Regulations 2013. This is one of the most valuable elements of Green Book employment.\u003C\u002Fp>\n\u003Cp>Your employer must automatically enrol you if you meet the criteria under the \u003Cstrong>Pensions Act 2008\u003C\u002Fstrong>; however, the LGPS is significantly more generous than the statutory auto-enrolment minimum (5% employee \u002F 3% employer).\u003C\u002Fp>\n\u003Ch3 id=\"how-the-lgps-works\">How the LGPS Works\u003C\u002Fh3>\n\u003Cp>The LGPS is a \u003Cstrong>career average revalued earnings (CARE)\u003C\u002Fstrong> scheme. Each year you build up a pension worth \u003Cstrong>1\u002F49th of your pensionable pay\u003C\u002Fstrong> for that year. Your annual pension pot is revalued each year in line with the Consumer Prices Index (CPI) to protect it against inflation.\u003C\u002Fp>\n\u003Ch3 id=\"contribution-rates-2025-26\">Contribution Rates (2025-26)\u003C\u002Fh3>\n\u003Cp>Employee contributions are tiered by pay band:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Pensionable Pay Band (FTE)\u003C\u002Fth>\n\u003Cth>Employee Contribution\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Up to ~£16,500\u003C\u002Ftd>\n\u003Ctd>5.5%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>~£16,501 – £25,900\u003C\u002Ftd>\n\u003Ctd>5.8%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>~£25,901 – £42,500\u003C\u002Ftd>\n\u003Ctd>6.5%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>~£42,501 – £53,500\u003C\u002Ftd>\n\u003Ctd>6.8%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>~£53,501 – £71,200\u003C\u002Ftd>\n\u003Ctd>8.5%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Over ~£71,200\u003C\u002Ftd>\n\u003Ctd>9.9%–12.5%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cem>Thresholds are revalued annually; figures shown are approximate 2025-26 bands.\u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>Employer contributions typically range from \u003Cstrong>19% to 23%\u003C\u002Fstrong> of pensionable pay, depending on the results of the triennial actuarial valuation for each administering authority.\u003C\u002Fp>\n\u003Ch3 id=\"key-lgps-benefits\">Key LGPS Benefits\u003C\u002Fh3>\n\u003Cul>\n\u003Cli>\u003Cstrong>Normal pension age\u003C\u002Fstrong>: linked to your State Pension age (currently 66)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Death-in-service lump sum\u003C\u002Fstrong>: typically 3× annual salary\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Ill-health retirement\u003C\u002Fstrong>: access to pension early if you cannot continue working due to ill health\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Survivor benefits\u003C\u002Fstrong>: spouse\u002Fcivil partner pension payable on death\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Part-time and term-time workers build up LGPS rights in proportion to their contracted hours and weeks worked.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"your-rights-under-the-agreement\">Your Rights Under the Agreement\u003C\u002Fh2>\n\u003Cp>The NJC Green Book provides a suite of rights that exceed the statutory floor in several important areas:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Enhanced leave\u003C\u002Fstrong>: at least 21 days (rising to 26 days) before bank holidays, compared to 20 days under WTR 1998 alone\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Enhanced redundancy\u003C\u002Fstrong>: many councils calculate redundancy on actual salary, not the £700 statutory weekly pay cap under ERA 1996\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Minimum one month's notice\u003C\u002Fstrong>: exceeds ERA 1996 minimums for staff with fewer than four years' service\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Defined-benefit pension\u003C\u002Fstrong>: the LGPS employer contribution far exceeds the 3% statutory minimum under the Pensions Act 2008\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Collective bargaining rights\u003C\u002Fstrong>: UNISON, GMB and Unite hold statutory recognition rights under \u003Cstrong>TULRCA 1992\u003C\u002Fstrong> to negotiate pay and conditions on your behalf — this means you have the right to be represented in disciplinary and grievance proceedings and to access union support\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>If you believe your employer is not applying Green Book terms correctly — for example, miscalculating holiday pay for term-time working — you have the right to raise a formal grievance under ERA 1996 and to seek union representation at every stage.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"frequently-asked-questions\">Frequently Asked Questions\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>I work term-time only. Am I entitled to the same pay increase as full-time staff?\u003C\u002Fstrong>\nYes. The NJC pay award applies to all Green Book workers on a pro-rata basis. If the award is 3.2%, your annual salary (calculated on a 52-week full-time equivalent) increases by 3.2%, and your actual term-time payments are adjusted proportionately.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Can my school pay me less than the NJC minimum?\u003C\u002Fstrong>\nNo. Maintained schools are bound by NJC terms. The minimum SCP (SCP 2) is the national floor, and no maintained school employer may pay below it. If you are being paid below SCP 2, contact your union immediately.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>What happens to my LGPS pension if I move to an academy or free school?\u003C\u002Fstrong>\nAcademy conversions are complex. When a maintained school converts, staff transferring under TUPE should retain their LGPS membership via a Broadly Comparable or admitted body arrangement. However, you should seek written confirmation from both your current employer and the academy trust, and contact your union if you have concerns.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>The 2026-27 pay round is unresolved. Does my pay freeze?\u003C\u002Fstrong>\nNo. You remain on your current SCP (post the 3.2% uplift from 1 April 2025) until a new settlement is reached. Once agreed, any increase is usually backdated to 1 April 2026. Your union will keep you informed.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>My employer says I am not entitled to LGPS because I am part-time. Is that correct?\u003C\u002Fstrong>\nThis depends on your earnings. Under the Pensions Act 2008 auto-enrolment rules, workers earning above £10,000 per annum must be auto-enrolled. The LGPS applies to eligible local authority employees regardless of part-time status; however, if you earn below the auto-enrolment threshold you may need to opt in. Check with your payroll department and union representative.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>I have been told my redundancy is calculated using the statutory cap, not my actual salary. Is that right?\u003C\u002Fstrong>\nIt depends on your employer's redundancy policy. The NJC Green Book encourages enhanced calculation, but not all councils apply this uniformly. Request a copy of your employer's redundancy policy in writing. If you believe you are being underpaid, your union can advise whether a formal challenge is appropriate under ERA 1996.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"related-tool\">Related Tool\u003C\u002Fh2>\n\u003Cblockquote>\n\u003Cp>\u003Cstrong>Interactive Calculator\u003C\u002Fstrong>\nUse our NJC Schools Support Staff Pay & Rights Calculator to estimate your annual salary by SCP, pro-rata pay for term-time working, redundancy entitlement, annual leave and LGPS pension under this 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",[],[1202,1209,1216,1223,1230,1237,1244,1251,1258,1265,1272,1279,1286,1293,1300,1307,1314,1321,1328,1335,1342,1349,1356,1363,1370,1377,1384,1391,1399,1406,1413,1420,1427,1434,1441,1449,1456,1463,1470,1477,1482,1489,1496,1503,1510,1517,1524,1531,1538,1545,1552,1557,1564,1569,1576,1581,1588,1593,1600,1607,1612,1619,1626,1633,1640,1647,1654,1661,1668,1675,1682,1689,1696,1703,1710,1717,1724,1731,1738,1746,1753,1760,1767,1774,1779,1786,1793,1800,1807,1814,1821,1828,1835,1842,1849,1856,1863,1870,1877,1884,1891,1898,1905,1912,1919,1926,1933,1940,1947,1954,1961,1968,1975,1982,1989,1996,2003,2010,2017,2024,2031,2038,2045,2052,2059,2066,2074,2081,2088,2095,2102,2109,2116,2123,2130,2137,2144,2151,2158,2165,2172,2179,2186,2193,2200,2207,2214,2221,2228,2234,2241,2247,2254,2261,2269,2276,2283,2290,2297,2305,2312,2319,2326,2333,2340,2347,2354,2361,2369,2375,2382,2389,2396,2403,2410,2418,2425,2432,2439,2446,2453,2460,2467,2475,2482,2489,2496,2503,2510,2517,2524,2529,2534,2541,2548,2555,2561,2568,2574,2578],{"seo_content":1203,"id":1205,"name":1206,"slug":1207,"parentId":1164,"lang":1161,"_count":1208},[1204],{"page_slug":1158},"cmkzhjx0800znwf4fbp0k8mf6","Banking 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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":16,"featured":1159,"metaTitle":2594,"countryCode":1162,"categorySlug":101,"languageCode":1163,"relatedTools":2601,"readingTimeMin":113,"metaDescription":2595},[35],593,"c083ed8f-9a1f-442c-8931-3ac6485bfd62","2026-06-08T07:28:15.000Z","2026-06-28T12:20:45.686Z",4.38,3.5,"2026-07-17T14:27:58.023Z","2026-05-26T17:25:10.712Z","2026-05-26T17:25:10.714Z","2026-07-20T19:35:50.560Z",{"id":1164,"name":784,"slug":786,"parentId":1158},{"id":2614,"slug":2615,"title":2616,"excerpt":2617,"contentMd":2618,"heroImage":2619,"heroImageAlt":2620,"heroImageCredit":1158,"audioUrl":1158,"audioGeneratedAt":1158,"readingTimeMin":100,"featured":1159,"status":1160,"lang":1161,"countryCode":1162,"languageCode":1163,"categoryId":1164,"metaTitle":2621,"metaDescription":2622,"keyword":2623,"seoApiPageId":2624,"seoApiTenantId":1169,"contentType":1158,"wordCount":2625,"internalImages":2626,"frontmatter":2627,"viewCount":2629,"internalLinksCount":2554,"expertId":2630,"folderId":1158,"folderPosition":1158,"gscVerdict":1158,"gscCoverage":1158,"gscLastCrawl":1158,"gscCheckedAt":2605,"gscIndexingState":1158,"gscRobotsTxtState":1158,"gscPageFetchState":1158,"gscGoogleCanonical":1158,"gscCrawledAs":1158,"cwvLcp":2631,"cwvLcpRating":1182,"cwvFcp":2632,"cwvFcpRating":1182,"cwvCls":1175,"cwvClsRating":1185,"cwvAuditedAt":2633,"publishedAt":2634,"createdAt":2635,"updatedAt":2636,"category":2637},"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","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":16,"featured":1159,"metaTitle":2621,"countryCode":1162,"categorySlug":101,"languageCode":1163,"relatedTools":2628,"readingTimeMin":100,"metaDescription":2622},[76],841,"db0a872a-09c5-4b2b-9fee-3bcbf032bf10",4.48,3.35,"2026-07-17T14:28:17.141Z","2026-05-26T17:25:09.745Z","2026-05-26T17:25:09.747Z","2026-07-20T20:47:27.359Z",{"id":1164,"name":784,"slug":786,"parentId":1158},{"id":2639,"slug":2640,"title":2641,"excerpt":2642,"contentMd":2643,"heroImage":2644,"heroImageAlt":2645,"heroImageCredit":1158,"audioUrl":1158,"audioGeneratedAt":1158,"readingTimeMin":113,"featured":1159,"status":1160,"lang":1161,"countryCode":1162,"languageCode":1163,"categoryId":1164,"metaTitle":2646,"metaDescription":2647,"keyword":2648,"seoApiPageId":2649,"seoApiTenantId":1169,"contentType":1158,"wordCount":2650,"internalImages":2651,"frontmatter":2652,"viewCount":2654,"internalLinksCount":1175,"expertId":2655,"folderId":1158,"folderPosition":1158,"gscVerdict":1177,"gscCoverage":1178,"gscLastCrawl":2656,"gscCheckedAt":2605,"gscIndexingState":1158,"gscRobotsTxtState":1158,"gscPageFetchState":1158,"gscGoogleCanonical":1158,"gscCrawledAs":1158,"cwvLcp":2606,"cwvLcpRating":1182,"cwvFcp":2632,"cwvFcpRating":1182,"cwvCls":1175,"cwvClsRating":1185,"cwvAuditedAt":2657,"publishedAt":2658,"createdAt":2659,"updatedAt":2660,"category":2661},"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":16,"featured":1159,"metaTitle":2646,"countryCode":1162,"categorySlug":101,"languageCode":1163,"relatedTools":2653,"readingTimeMin":113,"metaDescription":2647},[87],1023,"19b6a70d-33a3-4496-8b8a-588658cee980","2026-06-09T07:53:44.000Z","2026-07-17T14:28:34.723Z","2026-05-26T17:25:08.796Z","2026-05-26T17:25:08.797Z","2026-07-20T20:47:27.602Z",{"id":1164,"name":784,"slug":786,"parentId":1158},{"cba-gb-njc-schools-support-staff-2025":2663},{"slug":18,"title":19,"page_title":2664,"description":20,"content_md":2665,"local_slug":18,"json_ld":2666,"faq":2718,"tool_html":2740,"source":14,"category":13,"audience":12,"publish_mode":2741,"hero_image":22,"hero_image_alt":16},"NJC Green Book Schools Support Staff — Interactive Pay & Rights Calculator","School support staff — teaching assistants, SEND workers, catering staff, site managers and administrative staff — in maintained schools are employed under the NJC Green Book (Local Government Services) collective agreement negotiated by UNISON, GMB and Unite with the Local Government Employers (LGA). The 2026–27 pay round is under negotiation following the 2025–26 award of 3.2%. This tool covers all five key entitlements: pay and take-home estimate (including term-time only calculations), statutory redundancy pay under ERA 1996, NJC annual leave entitlement, notice periods, and LGPS pension contributions at 2026–27 rates.",[2667,2697],{"@type":2668,"@context":2669,"mainEntity":2670},"FAQPage","https:\u002F\u002Fschema.org",[2671,2677,2681,2685,2689,2693],{"name":2672,"@type":2673,"acceptedAnswer":2674},"What is the NJC Green Book pay award for schools support staff in 2026–27?","Question",{"text":2675,"@type":2676},"The 2026–27 NJC pay round is currently under negotiation. Unions (UNISON, GMB and Unite) are claiming £3,000 or 10%, whichever is greater, plus a minimum hourly rate of £15. The 2025–26 award was 3.2% (effective 1 April 2025). Once a settlement is reached, the LGA will issue a circular to employers.","Answer",{"name":2678,"@type":2673,"acceptedAnswer":2679},"How is redundancy pay calculated for NJC schools support staff?",{"text":2680,"@type":2676},"Statutory redundancy pay is calculated under ERA 1996 s.162: 0.5 week's pay per year of service under age 22, 1 week's pay per year age 22–41, and 1.5 weeks' pay per year age 41 and over. Weekly pay is capped at £700 (from April 2026). The maximum statutory payment is £21,000 covering up to 20 qualifying years.",{"name":2682,"@type":2673,"acceptedAnswer":2683},"How many days annual leave do NJC Green Book school support staff receive?",{"text":2684,"@type":2676},"The NJC Green Book provides 26 days' annual leave (under 5 years' service) or 31 days (5+ years), plus 8 bank\u002Fpublic holidays. Part-time and term-time only workers receive a pro-rata entitlement.",{"name":2686,"@type":2673,"acceptedAnswer":2687},"How is term-time only pay calculated for school support staff?",{"text":2688,"@type":2676},"TTO pay is calculated by multiplying the full-time equivalent salary by a TTO factor: (contracted working weeks + annual leave weeks) ÷ 52. For example, 39 contracted weeks with under 5 years' service gives a factor of (39 + 5.6) ÷ 52 = 85.8% of the FTE salary.",{"name":2690,"@type":2673,"acceptedAnswer":2691},"What is the notice period for NJC Green Book school support staff?",{"text":2692,"@type":2676},"ERA 1996 s.86 provides a statutory minimum of 1 week per complete year of service (max 12 weeks) from the employer. Employees resigning must give a contractual minimum of 1 month under the NJC Green Book. TTO staff notice may be aligned to end-of-term dates.",{"name":2694,"@type":2673,"acceptedAnswer":2695},"Which pension scheme covers maintained school support staff?",{"text":2696,"@type":2676},"Support staff in maintained schools are ordinarily enrolled in the Local Government Pension Scheme (LGPS) — a defined benefit career-average scheme. Employee contributions range from 5.5% to 12.5% depending on salary band (2026–27 rates). Each year members accrue 1\u002F49th of pensionable pay as annual pension income.",{"url":2698,"name":2699,"@type":2700,"offers":2701,"@context":2669,"audience":2705,"inLanguage":1161,"description":2708,"featureList":2709,"operatingSystem":2716,"applicationCategory":2717},"https:\u002F\u002Fexpert-zoom.com\u002Fgb\u002Fen\u002Fcba-gb-njc-schools-support-staff-2025","NJC Schools Support Staff (Green Book) Pay & Rights Calculator 2026","WebApplication",{"@type":2702,"price":2703,"priceCurrency":2704},"Offer","0","GBP",{"@type":2706,"audienceType":2707},"Audience","School support staff, teaching assistants, SEND workers, school administrative staff, site managers, catering workers in maintained schools in England, Wales and Northern Ireland","Calculate your NJC Green Book pay, term-time only salary, redundancy entitlement, annual leave, notice period and LGPS pension contributions as a school support staff member in England, Wales or Northern Ireland. Updated for 2026 UK statutory rates.",[2710,2711,2712,2713,2714,2715],"Term-time only pay calculator","NJC Green Book pay and take-home estimate","Statutory redundancy pay (ERA 1996 s.162)","Annual leave entitlement (NJC vs WTR 1998)","Notice period (statutory vs contractual)","LGPS pension contribution calculator (2026-27 rates)","Any","FinanceApplication",[2719,2721,2723,2725,2727,2729,2731,2734,2737],{"answer":2720,"question":2672},"The 2026–27 NJC pay round is currently under negotiation. Unions (UNISON, GMB and Unite) are claiming £3,000 or 10%, whichever is greater, plus a minimum hourly rate of £15. The 2025–26 award was 3.2% (effective 1 April 2025). Once a settlement is reached, the LGA will issue a circular to employers. Check with your union for the latest position.",{"answer":2722,"question":2678},"Statutory redundancy pay is calculated under ERA 1996 s.162: 0.5 week's pay per year of service under age 22, 1 week's pay per year age 22–41, and 1.5 weeks' pay per year age 41 and over. Weekly pay is capped at £700 (from April 2026). The maximum statutory payment is £21,000 covering up to 20 qualifying years. Some councils offer enhanced schemes — check your contract or contact UNISON, GMB or Unite.",{"answer":2724,"question":2682},"The NJC Green Book provides 26 days' annual leave for employees with under 5 years' service, rising to 31 days after 5 years. In addition, you are entitled to 8 bank\u002Fpublic holidays, giving 34 or 39 days in total. Part-time and term-time only workers receive a pro-rata entitlement based on their contracted hours and working weeks.",{"answer":2726,"question":2686},"Term-time only (TTO) pay is calculated by multiplying the full-time equivalent salary by a TTO factor. The factor is: (contracted working weeks + annual leave weeks) ÷ 52. For example, a worker on 39 contracted weeks with under 5 years' service has a factor of (39 + 5.6) ÷ 52 = 85.8%. The resulting TTO annual salary is typically spread across 12 equal monthly payments.",{"answer":2728,"question":2690},"Under ERA 1996 s.86, the statutory minimum notice from your employer is 1 week per complete year of service (minimum 1 week, maximum 12 weeks). The NJC Green Book sets a contractual minimum of 1 month for employees resigning. For term-time only staff, many school contracts require notice to expire at the end of a term (31 August, 31 December, or 30 April) — check your individual contract.",{"answer":2730,"question":2694},"Support staff in maintained schools (teaching assistants, catering staff, site managers, SEND workers, administrative staff) are ordinarily enrolled in the Local Government Pension Scheme (LGPS). This is a defined benefit (career-average) scheme. In 2026–27, employee contribution rates range from 5.5% (earnings up to £18,400) to 12.5% (earnings above £210,700). Each year you accrue 1\u002F49th of your pensionable pay as annual pension income.",{"answer":2732,"question":2733},"The NJC Green Book does not specify a universal enhanced redundancy multiplier for all local authority employers. However, many individual councils have local agreements providing enhanced redundancy — for example, using actual weekly pay (uncapped) rather than the £700 statutory cap. Check your council's redundancy policy, your contract, or contact your UNISON, GMB or Unite representative.","Does the NJC Green Book provide enhanced redundancy above the statutory minimum?",{"answer":2735,"question":2736},"Part-time workers have their leave entitlement and pay calculated on a pro-rata basis in proportion to their contracted hours compared to the full-time standard (commonly 37 hours per week). For example, a part-time worker on 18.5 hours (50% FTE) is entitled to 50% of the full-time leave: 13 days (under 5 years' service) or 15.5 days (5+ years). Statutory redundancy pay and notice periods are not affected by part-time working — they are based on your actual weekly pay and length of service.","How does part-time working affect NJC Green Book entitlements?",{"answer":2738,"question":2739},"The NJC Green Book provides three London area supplements. In 2025–26 (indicative, after 3.2% uplift): Inner London weighting is approximately £4,447 per year; Outer London weighting is approximately £1,185 per year; Fringe area weighting is approximately £927 per year. These are added to the basic Spinal Column Point salary. Exact amounts are confirmed in the LGA circular — check with your employer or union.","What is the London weighting for NJC Green Book staff in 2025–26?","\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  --bg:#fafaf9;--card:#fff;--border:#e7e5e4;--border2:#d6d3d1;\n  --accent:#2563eb;--accent-lt:#eff6ff;--accent-dk:#1d4ed8;\n  --text:#1c1917;--muted:#78716c;--muted2:#a8a29e;\n  --success:#16a34a;--success-lt:#f0fdf4;\n  --warn:#d97706;--warn-lt:#fffbeb;\n  --danger:#dc2626;--danger-lt:#fef2f2;\n  --info:#0891b2;--info-lt:#ecfeff;\n  --radius:12px;--radius-sm:8px;\n  --shadow:0 1px 3px rgba(0,0,0,.08),0 1px 2px 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var(--border);margin-top:24px;padding-top:14px;line-height:1.6}\n.disclaimer a{color:var(--accent);text-decoration:none}\n.disclaimer a:hover{text-decoration:underline}\n\u002F* NLW chip *\u002F\n.nlw-badge{display:inline-flex;align-items:center;gap:5px;padding:4px 10px;border-radius:20px;font-size:.75rem;font-weight:600;margin-top:6px}\n.nlw-badge.ok{background:var(--success-lt);color:var(--success)}\n.nlw-badge.warn{background:var(--danger-lt);color:var(--danger)}\n\u002F* section heading *\u002F\n.section-label{font-size:.72rem;font-weight:700;text-transform:uppercase;letter-spacing:.06em;color:var(--muted);margin:18px 0 8px;display:flex;align-items:center;gap:6px}\n\u003C\u002Fstyle>\n\u003C\u002Fhead>\n\u003Cbody>\n\u003Cmain class=\"tool-root\">\n\u003Cheader>\n  \u003Ch1>NJC Schools Support Staff (Green Book) — Pay & Rights Calculator\u003C\u002Fh1>\n  \u003Cp class=\"meta\">\n    \u003Cspan class=\"badge\">2026–27\u003C\u002Fspan>\n    UNISON \u002F GMB \u002F Unite × Local Government Employers (LGA) — England, Wales & Northern Ireland\n  \u003C\u002Fp>\n\u003C\u002Fheader>\n\n\u003Cdiv class=\"tab-list\" role=\"tablist\">\n  \u003Cbutton class=\"tab-btn active\" role=\"tab\" aria-selected=\"true\" data-tab=\"pay\">\n    \u003Ci data-lucide=\"calculator\" style=\"width:14px;height:14px\">\u003C\u002Fi>Pay Calculator\n  \u003C\u002Fbutton>\n  \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"redundancy\">\n    \u003Ci data-lucide=\"briefcase\" style=\"width:14px;height:14px\">\u003C\u002Fi>Redundancy Pay\n  \u003C\u002Fbutton>\n  \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"leave\">\n    \u003Ci data-lucide=\"calendar-days\" style=\"width:14px;height:14px\">\u003C\u002Fi>Annual Leave\n  \u003C\u002Fbutton>\n  \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"notice\">\n    \u003Ci data-lucide=\"clock\" style=\"width:14px;height:14px\">\u003C\u002Fi>Notice Period\n  \u003C\u002Fbutton>\n  \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"pension\">\n    \u003Ci data-lucide=\"piggy-bank\" style=\"width:14px;height:14px\">\u003C\u002Fi>Pension (LGPS)\n  \u003C\u002Fbutton>\n\u003C\u002Fdiv>\n\n\u003C!-- ═══════════════════════ TAB 1: PAY ═══════════════════════ -->\n\u003Cdiv id=\"tab-pay\" class=\"tab-panel active\">\n  \u003Cdiv class=\"callout\">\n    The 2026–27 NJC pay round is currently under negotiation. Unions (UNISON, GMB, Unite) are\n    claiming \u003Cstrong>£3,000 or 10% (whichever is greater)\u003C\u002Fstrong> plus a £15\u002Fhr minimum.\n    The 2025–26 award was \u003Cstrong>+3.2%\u003C\u002Fstrong> (effective 1 April 2025). Enter your current\n    annual gross salary below — check your payslip or NJC Spinal Column Point (SCP).\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"pound-sterling\">\u003C\u002Fi>Salary Details\u003C\u002Fdiv>\n\n    \u003Cdiv class=\"field\">\n      \u003Clabel>Annual gross salary (£)\u003C\u002Flabel>\n      \u003Cinput type=\"number\" id=\"p-salary\" min=\"12000\" max=\"120000\" step=\"100\" value=\"26000\">\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"field-row\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel>Weekly contracted hours\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"p-hours\" min=\"1\" max=\"48\" step=\".5\" value=\"37\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel>Years of service\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"p-service\" min=\"0\" max=\"50\" step=\"1\" value=\"3\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"field\">\n      \u003Clabel>London area weighting supplement (£\u002Fyear, 0 if none)\u003C\u002Flabel>\n      \u003Cinput type=\"number\" id=\"p-london\" min=\"0\" max=\"12000\" step=\"1\" value=\"0\">\n      \u003Cdiv style=\"font-size:.73rem;color:var(--muted);margin-top:4px\">\n        Inner London: approx. £4,447 • Outer London: approx. £1,185 • Fringe: approx. £927 (2025–26 indicative)\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"toggle-row\" onclick=\"document.getElementById('p-tto').click()\">\n      \u003Cspan class=\"toggle-label\">\n        \u003Ci data-lucide=\"school\" style=\"width:15px;height:15px\">\u003C\u002Fi>\n        Term-time only (TTO) contract\n      \u003C\u002Fspan>\n      \u003Clabel class=\"toggle\" onclick=\"event.stopPropagation()\">\n        \u003Cinput type=\"checkbox\" id=\"p-tto\">\n        \u003Cspan class=\"toggle-slider\">\u003C\u002Fspan>\n      \u003C\u002Flabel>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv id=\"p-tto-fields\" style=\"display:none\">\n      \u003Cdiv class=\"callout info\" style=\"margin-top:0\">\n        TTO workers are paid for their contracted working weeks plus pro-rata holiday.\n        Pay is usually spread equally across 12 monthly payments.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Contracted working weeks\u002Fyear\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"p-tto-weeks\" min=\"20\" max=\"50\" step=\".5\" value=\"39\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>INSET days included in above?\u003C\u002Flabel>\n          \u003Cselect id=\"p-inset\">\n            \u003Coption value=\"yes\">Yes (weeks include INSET)\u003C\u002Foption>\n            \u003Coption value=\"no\">No — add 5 INSET days separately\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"trending-up\">\u003C\u002Fi>Results\u003C\u002Fdiv>\n    \u003Cdiv id=\"p-nlw-check\" style=\"margin-bottom:14px\">\u003C\u002Fdiv>\n    \u003Cdiv class=\"result-grid\" id=\"p-results\">\u003C\u002Fdiv>\n    \u003Cdiv id=\"p-tto-results\" style=\"margin-top:14px\">\u003C\u002Fdiv>\n\n    \u003Cdiv class=\"section-label\">\u003Ci data-lucide=\"split\" style=\"width:13px;height:13px\">\u003C\u002Fi>Tax & NI Breakdown (estimated)\u003C\u002Fdiv>\n    \u003Ctable class=\"breakdown\">\n      \u003Cthead>\u003Ctr>\u003Cth>Item\u003C\u002Fth>\u003Cth style=\"text-align:right\">Annual (£)\u003C\u002Fth>\u003Cth style=\"text-align:right\">Monthly (£)\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n      \u003Ctbody id=\"p-breakdown\">\u003C\u002Ftbody>\n    \u003C\u002Ftable>\n    \u003Cp style=\"font-size:.73rem;color:var(--muted);margin-top:8px\">\n      2026–27: Personal allowance £12,570 • Basic rate 20% (£12,571–£50,270) •\n      Higher rate 40% (£50,271–£125,140) • Employee NI 8% (£12,570–£50,270)\n    \u003C\u002Fp>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- ═══════════════════════ TAB 2: REDUNDANCY ═══════════════════════ -->\n\u003Cdiv id=\"tab-redundancy\" class=\"tab-panel\">\n  \u003Cdiv class=\"callout\">\n    Statutory redundancy pay is calculated under \u003Cstrong>ERA 1996 s.162\u003C\u002Fstrong>. The NJC Green Book\n    does not confirm a blanket enhanced redundancy multiplier for schools support staff — confirm with\n    your union representative or contract whether your employer offers enhancement above the statutory minimum.\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"user-check\">\u003C\u002Fi>Your Details\u003C\u002Fdiv>\n    \u003Cdiv class=\"field-row3\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel>Age\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"r-age\" min=\"16\" max=\"80\" value=\"42\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel>Complete years of service\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"r-service\" min=\"0\" max=\"45\" value=\"8\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel>Weekly gross pay (£)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"r-weekly\" min=\"0\" max=\"10000\" step=\"1\" value=\"500\">\n        \u003Cdiv style=\"font-size:.72rem;color:var(--muted);margin-top:3px\">Annual ÷ 52\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"toggle-row\" onclick=\"document.getElementById('r-tto').click()\">\n      \u003Cspan class=\"toggle-label\">\n        \u003Ci data-lucide=\"school\" style=\"width:15px;height:15px\">\u003C\u002Fi>\n        Term-time only worker\n      \u003C\u002Fspan>\n      \u003Clabel class=\"toggle\" onclick=\"event.stopPropagation()\">\n        \u003Cinput type=\"checkbox\" id=\"r-tto\">\n        \u003Cspan class=\"toggle-slider\">\u003C\u002Fspan>\n      \u003C\u002Flabel>\n    \u003C\u002Fdiv>\n    \u003Cdiv id=\"r-tto-note\" style=\"display:none\">\n      \u003Cdiv class=\"callout info\" style=\"margin-top:0\">\n        For TTO workers paid on a spread-salary basis, your week's pay for redundancy purposes\n        is typically your annual TTO salary divided by 52. Enter this figure as your weekly gross above.\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"list\">\u003C\u002Fi>Redundancy Calculation (ERA 1996 s.162)\u003C\u002Fdiv>\n    \u003Cdiv id=\"r-results\">\u003C\u002Fdiv>\n    \u003Ctable class=\"breakdown\" style=\"margin-top:12px\">\n      \u003Cthead>\u003Ctr>\u003Cth>Age band (service)\u003C\u002Fth>\u003Cth style=\"text-align:right\">Qualifying years\u003C\u002Fth>\u003Cth style=\"text-align:right\">Multiplier\u003C\u002Fth>\u003Cth style=\"text-align:right\">Amount (£)\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n      \u003Ctbody id=\"r-breakdown\">\u003C\u002Ftbody>\n    \u003C\u002Ftable>\n    \u003Cp style=\"font-size:.73rem;color:var(--muted);margin-top:10px\">\n      Weekly pay capped at \u003Cstrong>£700\u003C\u002Fstrong> (April 2026) • Maximum 20 qualifying years • Maximum statutory: £21,000\n    \u003C\u002Fp>\n    \u003Cdiv class=\"callout warn\" style=\"margin-top:14px\">\n      Statutory minimum only. Your school or LA may provide an enhanced scheme — check your contract or contact\n      UNISON\u002FGMB\u002FUnite for advice. Enhanced schemes often use uncapped weekly pay or a higher multiplier.\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- ═══════════════════════ TAB 3: ANNUAL LEAVE ═══════════════════════ -->\n\u003Cdiv id=\"tab-leave\" class=\"tab-panel\">\n  \u003Cdiv class=\"callout\">\n    NJC Green Book entitlement: \u003Cstrong>26 days\u003C\u002Fstrong> (under 5 years' service) or\n    \u003Cstrong>31 days\u003C\u002Fstrong> (5+ years), plus \u003Cstrong>8 bank\u002Fpublic holidays\u003C\u002Fstrong>.\n    WTR 1998 statutory minimum: 28 days (5.6 weeks). For term-time only workers, leave\n    entitlement is pro-rated based on contracted weeks worked.\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"calendar\">\u003C\u002Fi>Contract Details\u003C\u002Fdiv>\n    \u003Cdiv class=\"field-row\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel>Years of service\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"l-service\" min=\"0\" max=\"50\" value=\"3\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel>Weekly contracted hours\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"l-hours\" min=\"1\" max=\"40\" step=\".5\" value=\"37\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"field\">\n      \u003Clabel>Full-time standard hours\u002Fweek at your council\u003C\u002Flabel>\n      \u003Cinput type=\"number\" id=\"l-ft-hours\" min=\"35\" max=\"40\" step=\".5\" value=\"37\">\n      \u003Cdiv style=\"font-size:.73rem;color:var(--muted);margin-top:3px\">Typically 35, 36, 37 or 37.5 hrs depending on employer\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"toggle-row\" onclick=\"document.getElementById('l-tto').click()\">\n      \u003Cspan class=\"toggle-label\">\n        \u003Ci data-lucide=\"school\" style=\"width:15px;height:15px\">\u003C\u002Fi>\n        Term-time only (TTO) contract\n      \u003C\u002Fspan>\n      \u003Clabel class=\"toggle\" onclick=\"event.stopPropagation()\">\n        \u003Cinput type=\"checkbox\" id=\"l-tto\">\n        \u003Cspan class=\"toggle-slider\">\u003C\u002Fspan>\n      \u003C\u002Flabel>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv id=\"l-tto-fields\" style=\"display:none\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel>Contracted working weeks\u002Fyear (inc. INSET)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"l-tto-weeks\" min=\"20\" max=\"50\" step=\".5\" value=\"39\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"sun\">\u003C\u002Fi>Leave Entitlement\u003C\u002Fdiv>\n    \u003Cdiv id=\"l-results\">\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- ═══════════════════════ TAB 4: NOTICE ═══════════════════════ -->\n\u003Cdiv id=\"tab-notice\" class=\"tab-panel\">\n  \u003Cdiv class=\"callout\">\n    ERA 1996 s.86: statutory minimum notice from employer is \u003Cstrong>1 week per complete year of\n    service\u003C\u002Fstrong> (minimum 1 week, maximum 12 weeks). NJC Green Book contractual minimum for\n    the employee giving notice is typically \u003Cstrong>1 month\u003C\u002Fstrong>. Term-time only workers' notice\n    may be aligned to end-of-term dates — check your contract.\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"clock\">\u003C\u002Fi>Your Situation\u003C\u002Fdiv>\n    \u003Cdiv class=\"field-row\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel>Complete years of service\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"n-service\" min=\"0\" max=\"50\" value=\"5\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel>Direction of notice\u003C\u002Flabel>\n        \u003Cselect id=\"n-direction\">\n          \u003Coption value=\"employer\">Employer dismissing me\u003C\u002Foption>\n          \u003Coption value=\"employee\">I am resigning\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"field\">\n      \u003Clabel>Weekly gross pay (£) — for pay in lieu estimate\u003C\u002Flabel>\n      \u003Cinput type=\"number\" id=\"n-weekly\" min=\"0\" max=\"5000\" step=\"1\" value=\"500\">\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"toggle-row\" onclick=\"document.getElementById('n-tto').click()\">\n      \u003Cspan class=\"toggle-label\">\n        \u003Ci data-lucide=\"school\" style=\"width:15px;height:15px\">\u003C\u002Fi>\n        Term-time only contract\n      \u003C\u002Fspan>\n      \u003Clabel class=\"toggle\" onclick=\"event.stopPropagation()\">\n        \u003Cinput type=\"checkbox\" id=\"n-tto\">\n        \u003Cspan class=\"toggle-slider\">\u003C\u002Fspan>\n      \u003C\u002Flabel>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"file-text\">\u003C\u002Fi>Notice Entitlement\u003C\u002Fdiv>\n    \u003Cdiv id=\"n-results\">\u003C\u002Fdiv>\n    \u003Cdiv class=\"callout info\" style=\"margin-top:14px\">\n      \u003Cstrong>Garden leave:\u003C\u002Fstrong> Your employer may require you to serve your notice period at home\n      on full pay rather than working. Check your contract for any garden leave clause.\n      During garden leave you remain an employee and your continuity of service is maintained.\n    \u003C\u002Fdiv>\n    \u003Cdiv id=\"n-tto-note\" style=\"display:none\">\n      \u003Cdiv class=\"callout warn\" style=\"margin-top:10px\">\n        \u003Cstrong>TTO notice timing:\u003C\u002Fstrong> Many maintained schools require notice to expire at the end\n        of a school term (31 August, 31 December, or 30 April). Check your individual contract — notice\n        given mid-term may not be effective until end of that term, potentially extending your notice period.\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- ═══════════════════════ TAB 5: PENSION ═══════════════════════ -->\n\u003Cdiv id=\"tab-pension\" class=\"tab-panel\">\n  \u003Cdiv class=\"callout\">\n    School support staff in maintained schools are ordinarily members of the\n    \u003Cstrong>Local Government Pension Scheme (LGPS)\u003C\u002Fstrong> — a defined benefit (career average) scheme.\n    Contribution rates shown are LGPS England & Wales 2026–27 (confirmed). Employer rates vary by\n    fund following the 2022 triennial actuarial valuation; 21.5% is used as an indicative figure.\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"building-2\">\u003C\u002Fi>Salary & Scheme Details\u003C\u002Fdiv>\n    \u003Cdiv class=\"field\">\n      \u003Clabel>Annual pensionable pay (£)\u003C\u002Flabel>\n      \u003Cinput type=\"number\" id=\"pen-salary\" min=\"0\" max=\"200000\" step=\"100\" value=\"26000\">\n      \u003Cdiv style=\"font-size:.73rem;color:var(--muted);margin-top:3px\">\n        For TTO workers: enter your actual annual TTO salary (not the FTE equivalent)\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"field\">\n      \u003Clabel>Employer contribution rate (%)\u003C\u002Flabel>\n      \u003Cinput type=\"number\" id=\"pen-er\" min=\"10\" max=\"35\" step=\".1\" value=\"21.5\">\n      \u003Cdiv style=\"font-size:.73rem;color:var(--muted);margin-top:3px\">Varies by fund — check with your employer \u002F pension fund. Typically 20–24% for LGPS.\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"toggle-row\" onclick=\"document.getElementById('pen-50-50').click()\">\n      \u003Cspan class=\"toggle-label\">\n        \u003Ci data-lucide=\"percent\" style=\"width:15px;height:15px\">\u003C\u002Fi>\n        50\u002F50 section (half contributions, half accrual)\n      \u003C\u002Fspan>\n      \u003Clabel class=\"toggle\" onclick=\"event.stopPropagation()\">\n        \u003Cinput type=\"checkbox\" id=\"pen-50-50\">\n        \u003Cspan class=\"toggle-slider\">\u003C\u002Fspan>\n      \u003C\u002Flabel>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"layers\">\u003C\u002Fi>LGPS Contribution Band (2026–27)\u003C\u002Fdiv>\n    \u003Ctable class=\"breakdown\">\n      \u003Cthead>\u003Ctr>\u003Cth>Pensionable pay band\u003C\u002Fth>\u003Cth style=\"text-align:right\">Employee rate\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n      \u003Ctbody>\n        \u003Ctr>\u003Ctd>Up to £18,400\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">5.5%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>£18,401 – £29,000\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">5.8%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>£29,001 – £47,300\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">6.5%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>£47,301 – £59,800\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">6.8%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>£59,801 – £84,000\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">8.5%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>£84,001 – £119,100\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">9.9%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Above £119,100\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">10.5%–12.5%\u003C\u002Ftd>\u003C\u002Ftr>\n      \u003C\u002Ftbody>\n    \u003C\u002Ftable>\n    \u003Cp style=\"font-size:.73rem;color:var(--muted);margin-top:8px\">50\u002F50 section members pay half the above rate.\u003C\u002Fp>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"trending-up\">\u003C\u002Fi>Your Estimated Contributions\u003C\u002Fdiv>\n    \u003Cdiv id=\"pen-results\">\u003C\u002Fdiv>\n    \u003Cdiv class=\"callout success\" style=\"margin-top:14px\">\n      \u003Cstrong>Defined benefit scheme:\u003C\u002Fstrong> The LGPS is a career-average defined benefit pension.\n      Your eventual pension income is based on your pensionable pay and years of service — not just\n      the contributions shown here. Each year you build up 1\u002F49th of your pensionable pay as pension.\n    \u003C\u002Fdiv>\n  \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\u002Fwww.local.gov.uk\u002Four-support\u002Fworkforce-and-hr-support\u002Flocal-government-services\" target=\"_blank\" rel=\"noopener\">\n    NJC Green Book (Local Government Services)\u003C\u002Fa>, LGPS regulations, and UK statutory rates as of 2026.\n  NLW £12.71\u002Fhr, weekly pay cap £700, personal allowance £12,570 — all as of April 2026.\n  2026–27 NJC pay award is subject to negotiation; consult the LGA circular when published.\n  Consult your UNISON, GMB or Unite 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 gbpd = v => new Intl.NumberFormat('en-GB',{style:'currency',currency:'GBP',minimumFractionDigits:2,maximumFractionDigits:2}).format(v);\nconst pct = v => v.toFixed(1)+'%';\n\n\u002F\u002F ── TAB SWITCHING ──────────────────────────────────────────────\nfunction activateTab(id){\n  document.querySelectorAll('.tab-btn').forEach(b=>{\n    b.classList.toggle('active', b.dataset.tab===id);\n    b.setAttribute('aria-selected', b.dataset.tab===id);\n  });\n  document.querySelectorAll('.tab-panel').forEach(p=>{\n    p.classList.toggle('active', p.id==='tab-'+id);\n  });\n  location.hash = '#'+id;\n  notifyResize();\n}\ndocument.querySelectorAll('.tab-btn').forEach(b=>{\n  b.addEventListener('click',()=>activateTab(b.dataset.tab));\n});\n\u002F\u002F deep-link on load\n(function(){\n  const h = location.hash.slice(1);\n  if(['pay','redundancy','leave','notice','pension'].includes(h)) activateTab(h);\n})();\n\n\u002F\u002F ── RESIZE OBSERVER ─────────────────────────────────────────────\nfunction notifyResize(){\n  const h = document.documentElement.scrollHeight;\n  parent.postMessage({type:'resize',height:h},'*');\n}\nconst ro = new ResizeObserver(()=>notifyResize());\nro.observe(document.documentElement);\n\n\u002F\u002F ── HELPERS ─────────────────────────────────────────────────────\nfunction val(id){return parseFloat(document.getElementById(id).value)||0;}\nfunction checked(id){return document.getElementById(id).checked;}\nfunction sel(id){return document.getElementById(id).value;}\n\n\u002F\u002F ── TAB 1: PAY ─────────────────────────────────────────────────\nfunction lgpsEeRate(salary){\n  if(salary\u003C=18400)return.055;\n  if(salary\u003C=29000)return.058;\n  if(salary\u003C=47300)return.065;\n  if(salary\u003C=59800)return.068;\n  if(salary\u003C=84000)return.085;\n  if(salary\u003C=119100)return.099;\n  if(salary\u003C=140400)return.105;\n  if(salary\u003C=210700)return.114;\n  return.125;\n}\n\nfunction computePay(){\n  const rawSalary = val('p-salary');\n  const london = val('p-london');\n  const hours = val('p-hours');\n  const tto = checked('p-tto');\n  const ttoWeeks = val('p-tto-weeks');\n  const inset = sel('p-inset');\n\n  \u002F\u002F For TTO: calculate pro-rata salary\n  let annualGross = rawSalary + london;\n  let ttoAnnual = 0;\n  let ttoFactor = 0;\n\n  if(tto){\n    const service = val('p-service');\n    const leaveWeeks = service >= 5 ? 6.2 : 5.6; \u002F\u002F 31 days = 6.2 wks, else 5.6 wks (28d WTR)\n    const extraDays = inset==='no' ? 5\u002F5 : 0; \u002F\u002F 5 INSET days ≈ 1 week extra\n    const contractWeeks = ttoWeeks + extraDays;\n    ttoFactor = (contractWeeks + leaveWeeks) \u002F 52;\n    ttoAnnual = rawSalary * ttoFactor + london;\n    annualGross = ttoAnnual;\n  }\n\n  \u002F\u002F NLW check — April 2026 NLW £12.71\n  const weeklyHours = hours;\n  const hourlyRate = annualGross \u002F 52 \u002F weeklyHours;\n  const nlwRate = 12.71;\n  const nlwOk = hourlyRate >= nlwRate;\n\n  \u002F\u002F PAYE (personal allowance £12,570, basic £12,571-£50,270 @20%, higher @40%)\n  const taxable = Math.max(0, annualGross - 12570);\n  const basicBand = Math.min(taxable, 37700);\n  const higherBand = Math.max(0, taxable - 37700);\n  const incomeTax = basicBand * 0.20 + higherBand * 0.40;\n\n  \u002F\u002F NI employee (8% on £12,570–£50,270)\n  const niable = Math.max(0, Math.min(annualGross, 50270) - 12570);\n  const ni = niable * 0.08;\n\n  \u002F\u002F LGPS employee contribution (approximate — uses main rate)\n  const penRate = lgpsEeRate(annualGross);\n  const penEe = annualGross * penRate;\n\n  const netAnnual = annualGross - incomeTax - ni - penEe;\n  const netMonthly = netAnnual \u002F 12;\n\n  \u002F\u002F NLW badge\n  const nlwEl = document.getElementById('p-nlw-check');\n  nlwEl.innerHTML = `\u003Cspan class=\"nlw-badge ${nlwOk?'ok':'warn'}\">\n    \u003Ci data-lucide=\"${nlwOk?'check-circle':'alert-triangle'}\" style=\"width:12px;height:12px\">\u003C\u002Fi>\n    ${gbpd(hourlyRate)}\u002Fhr — NLW ${nlwOk?'compliant':'BELOW NLW'} (£${nlwRate.toFixed(2)} from Apr 2026)\n  \u003C\u002Fspan>`;\n\n  \u002F\u002F Results grid\n  const rEl = document.getElementById('p-results');\n  rEl.innerHTML=`\n    \u003Cdiv class=\"result-item accent\">\n      \u003Cdiv class=\"result-label\">Annual gross\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-value lg\">${gbp(annualGross)}\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-sub\">${gbpd(annualGross\u002F12)}\u002Fmonth gross\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"result-item success\">\n      \u003Cdiv class=\"result-label\">Est. monthly net take-home\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-value lg\">${gbp(netMonthly)}\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-sub\">After tax, NI & LGPS pension\u003C\u002Fdiv>\n    \u003C\u002Fdiv>`;\n\n  \u002F\u002F TTO info\n  const ttoEl = document.getElementById('p-tto-results');\n  if(tto){\n    ttoEl.innerHTML=`\n      \u003Cdiv class=\"callout success\">\n        \u003Cstrong>TTO calculation:\u003C\u002Fstrong> FTE salary ${gbp(rawSalary)} × TTO factor\n        \u003Cstrong>${(ttoFactor*100).toFixed(1)}%\u003C\u002Fstrong> + London weighting ${gbp(london)}\n        = \u003Cstrong>TTO annual ${gbp(ttoAnnual)}\u003C\u002Fstrong>\n        (${gbp(ttoAnnual\u002F12)}\u002Fmonth spread over 12 months)\n      \u003C\u002Fdiv>`;\n  } else {\n    ttoEl.innerHTML='';\n  }\n\n  \u002F\u002F Breakdown table\n  const bEl = document.getElementById('p-breakdown');\n  bEl.innerHTML=`\n    \u003Ctr>\u003Ctd>Annual gross pay\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">${gbp(annualGross)}\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">${gbp(annualGross\u002F12)}\u003C\u002Ftd>\u003C\u002Ftr>\n    \u003Ctr>\u003Ctd>Income tax (est.)\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">−${gbp(incomeTax)}\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">−${gbp(incomeTax\u002F12)}\u003C\u002Ftd>\u003C\u002Ftr>\n    \u003Ctr>\u003Ctd>Employee NI (est.)\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">−${gbp(ni)}\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">−${gbp(ni\u002F12)}\u003C\u002Ftd>\u003C\u002Ftr>\n    \u003Ctr>\u003Ctd>LGPS employee pension (${pct(penRate*100)})\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">−${gbp(penEe)}\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">−${gbp(penEe\u002F12)}\u003C\u002Ftd>\u003C\u002Ftr>\n    \u003Ctr>\u003Ctd>\u003Cstrong>Estimated net pay\u003C\u002Fstrong>\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">\u003Cstrong>${gbp(netAnnual)}\u003C\u002Fstrong>\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">\u003Cstrong>${gbp(netMonthly)}\u003C\u002Fstrong>\u003C\u002Ftd>\u003C\u002Ftr>`;\n\n  lucide.createIcons();\n  notifyResize();\n}\n\ndocument.getElementById('p-tto').addEventListener('change', function(){\n  document.getElementById('p-tto-fields').style.display = this.checked?'block':'none';\n  computePay();\n});\n['p-salary','p-hours','p-service','p-london','p-tto-weeks','p-inset'].forEach(id=>{\n  const el = document.getElementById(id);\n  if(!el) return;\n  el.addEventListener('input', computePay);\n  el.addEventListener('change', computePay);\n});\ncomputePay();\n\n\u002F\u002F ── TAB 2: REDUNDANCY ──────────────────────────────────────────\nfunction computeRedundancy(){\n  const age = Math.floor(val('r-age'));\n  const service = Math.floor(val('r-service'));\n  const rawWeekly = val('r-weekly');\n  const cappedWeekly = Math.min(rawWeekly, 700);\n  const maxYears = Math.min(service, 20);\n\n  \u002F\u002F Work backwards from current age over qualifying years\n  \u002F\u002F For each of the most recent 20 years of service, determine age band\n  let under22=0, mid=0, over41=0;\n  for(let y=1;y\u003C=maxYears;y++){\n    const ageAtThat = age - y + 1; \u002F\u002F approximate age for that year of service\n    if(ageAtThat \u003C 22) under22++;\n    else if(ageAtThat \u003C= 41) mid++;\n    else over41++;\n  }\n\n  const under22Amt = under22 * 0.5 * cappedWeekly;\n  const midAmt = mid * 1.0 * cappedWeekly;\n  const over41Amt = over41 * 1.5 * cappedWeekly;\n  const total = under22Amt + midAmt + over41Amt;\n\n  const rEl = document.getElementById('r-results');\n  rEl.innerHTML=`\n    \u003Cdiv class=\"result-grid\">\n      \u003Cdiv class=\"result-item accent\">\n        \u003Cdiv class=\"result-label\">Statutory redundancy pay\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-value lg\">${gbp(total)}\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-sub\">Based on ${maxYears} qualifying years\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\n        \u003Cdiv class=\"result-label\">Weekly pay used\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-value\">${gbp(cappedWeekly)}\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-sub\">${rawWeekly>700?'Capped at £700 (statutory limit)':'Actual weekly pay (below £700 cap)'}\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>`;\n\n  const bEl = document.getElementById('r-breakdown');\n  bEl.innerHTML=`\n    ${under22>0?`\u003Ctr>\u003Ctd>Under 22 (${under22} yrs)\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">${under22}\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">× 0.5\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">${gbp(under22Amt)}\u003C\u002Ftd>\u003C\u002Ftr>`:''}\n    ${mid>0?`\u003Ctr>\u003Ctd>Age 22–41 (${mid} yrs)\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">${mid}\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">× 1.0\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">${gbp(midAmt)}\u003C\u002Ftd>\u003C\u002Ftr>`:''}\n    ${over41>0?`\u003Ctr>\u003Ctd>Age 41+ (${over41} yrs)\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">${over41}\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">× 1.5\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">${gbp(over41Amt)}\u003C\u002Ftd>\u003C\u002Ftr>`:''}\n    \u003Ctr>\u003Ctd>\u003Cstrong>Total statutory\u003C\u002Fstrong>\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">\u003Cstrong>${maxYears}\u003C\u002Fstrong>\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">\u003C\u002Ftd>\u003Ctd style=\"text-align:right\">\u003Cstrong>${gbp(total)}\u003C\u002Fstrong>\u003C\u002Ftd>\u003C\u002Ftr>`;\n\n  lucide.createIcons();\n  notifyResize();\n}\n\ndocument.getElementById('r-tto').addEventListener('change',function(){\n  document.getElementById('r-tto-note').style.display=this.checked?'block':'none';\n});\n['r-age','r-service','r-weekly'].forEach(id=>{\n  document.getElementById(id).addEventListener('input',computeRedundancy);\n});\ncomputeRedundancy();\n\n\u002F\u002F ── TAB 3: LEAVE ───────────────────────────────────────────────\nfunction computeLeave(){\n  const service = val('l-service');\n  const hours = val('l-hours');\n  const ftHours = val('l-ft-hours');\n  const tto = checked('l-tto');\n  const ttoWeeks = val('l-tto-weeks');\n\n  \u002F\u002F NJC entitlement by service\n  const cbadays = service >= 5 ? 31 : 26;\n  const bankHols = 8;\n  const totalEntitlement = cbadays + bankHols;\n\n  \u002F\u002F Pro-rata for part-time (same proportion as hours)\n  const ptFactor = Math.min(hours \u002F ftHours, 1);\n  const ptDays = Math.round(cbadays * ptFactor * 10)\u002F10;\n  const ptBH = Math.round(bankHols * ptFactor * 10)\u002F10;\n  const ptTotal = ptDays + ptBH;\n\n  \u002F\u002F WTR minimum\n  const wtrDays = 28;\n  const wtrPt = Math.round(wtrDays * ptFactor * 10)\u002F10;\n\n  let html = '';\n\n  if(!tto){\n    \u002F\u002F Full-time or standard part-time\n    html += `\n      \u003Cdiv class=\"result-grid\" style=\"margin-bottom:12px\">\n        \u003Cdiv class=\"result-item accent\">\n          \u003Cdiv class=\"result-label\">NJC Green Book entitlement\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value lg\">${hours===ftHours?cbadays:ptDays} days\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">+ ${hours===ftHours?bankHols:ptBH} bank holidays = ${hours===ftHours?totalEntitlement:ptTotal} days total\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-item\">\n          \u003Cdiv class=\"result-label\">WTR statutory minimum\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\">${hours===ftHours?wtrDays:wtrPt} days\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">NJC is ${((hours===ftHours?cbadays:ptDays) > (hours===ftHours?wtrDays:wtrPt))?'above':'at'} statutory minimum\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>`;\n\n    if(hours \u003C ftHours){\n      html += `\u003Cdiv class=\"callout info\">Part-time pro-rata factor: ${(ptFactor*100).toFixed(0)}% (${hours}hrs ÷ ${ftHours}hrs). Leave entitlement: ${ptDays} days holiday + ${ptBH} bank holidays.\u003C\u002Fdiv>`;\n    }\n\n    \u002F\u002F Monthly accrual\n    const monthlyAccrual = (hours===ftHours?cbadays:ptDays)\u002F12;\n    html += `\n      \u003Cdiv class=\"result-item\" style=\"margin-top:10px\">\n        \u003Cdiv class=\"result-label\">Monthly leave accrual\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-value\">${monthlyAccrual.toFixed(2)} days\u002Fmonth\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-sub\">Holiday leave only (excl. bank holidays)\u003C\u002Fdiv>\n      \u003C\u002Fdiv>`;\n  } else {\n    \u002F\u002F Term-time only\n    const workingWeeks = ttoWeeks;\n    const leaveWeeks = service >= 5 ? 6.2 : 5.6;\n    const ttoFactor = (workingWeeks + leaveWeeks) \u002F 52;\n    const ttoLeaveDays = Math.round(cbadays * ttoFactor * ptFactor * 10)\u002F10;\n    const ttoBH = Math.round(bankHols * ttoFactor * ptFactor * 10)\u002F10;\n\n    html += `\n      \u003Cdiv class=\"callout info\" style=\"margin-bottom:14px\">\n        For TTO workers, your leave entitlement falls within school holidays. The NJC Green Book\n        entitlement (${cbadays} days) is pro-rated by your working weeks and hours. Any leave\n        beyond the pro-rata entitlement already built into your TTO pay calculation is included\n        in your salary — you do not receive additional cash payments.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"result-grid\">\n        \u003Cdiv class=\"result-item accent\">\n          \u003Cdiv class=\"result-label\">TTO pro-rata leave entitlement\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value lg\">${ttoLeaveDays} days\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">+ ${ttoBH} bank holidays (pro-rated)\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-item\">\n          \u003Cdiv class=\"result-label\">TTO salary factor\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\">${(ttoFactor*100).toFixed(1)}%\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">(${workingWeeks} working wks + ${leaveWeeks} leave wks) ÷ 52\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"result-grid\" style=\"margin-top:10px\">\n        \u003Cdiv class=\"result-item\">\n          \u003Cdiv class=\"result-label\">NJC entitlement (FTE)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\">${cbadays} days\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">Service: ${service>=5?'5+ yrs (31 days)':'under 5 yrs (26 days)'}\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-item\">\n          \u003Cdiv class=\"result-label\">WTR minimum (pro-rated)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\">${Math.round(28*ttoFactor*ptFactor*10)\u002F10} days\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">28 days × ${(ttoFactor*100).toFixed(0)}% TTO × ${(ptFactor*100).toFixed(0)}% hours\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>`;\n  }\n\n  document.getElementById('l-results').innerHTML = html;\n  lucide.createIcons();\n  notifyResize();\n}\n\ndocument.getElementById('l-tto').addEventListener('change',function(){\n  document.getElementById('l-tto-fields').style.display=this.checked?'block':'none';\n  computeLeave();\n});\n['l-service','l-hours','l-ft-hours','l-tto-weeks'].forEach(id=>{\n  document.getElementById(id).addEventListener('input',computeLeave);\n});\ncomputeLeave();\n\n\u002F\u002F ── TAB 4: NOTICE ─────────────────────────────────────────────\nfunction computeNotice(){\n  const service = Math.floor(val('n-service'));\n  const direction = sel('n-direction');\n  const weekly = val('n-weekly');\n  const tto = checked('n-tto');\n\n  \u002F\u002F Statutory: 1 week per year, min 1, max 12\n  const statWeeks = Math.min(Math.max(service, 1), 12);\n  \u002F\u002F Contractual minimum: employer → statutory; employee → 1 month\n  const contractualMonths = direction==='employee' ? 1 : 0;\n  const contractualWeeks = contractualMonths * 4.33;\n\n  const effectiveWeeks = direction==='employer'\n    ? statWeeks\n    : Math.max(statWeeks, contractualWeeks);\n  const effectiveLabel = direction==='employer'\n    ? `${statWeeks} weeks (statutory minimum — ERA 1996 s.86)`\n    : contractualWeeks > statWeeks\n      ? `~${contractualMonths} month (NJC contractual minimum — greater than ${statWeeks}-week statutory)`\n      : `${statWeeks} weeks (statutory — greater than 1-month contractual)`;\n\n  const pilAmount = weekly * effectiveWeeks;\n\n  const nEl = document.getElementById('n-results');\n  nEl.innerHTML=`\n    \u003Cdiv class=\"result-grid\" style=\"margin-bottom:12px\">\n      \u003Cdiv class=\"result-item accent\">\n        \u003Cdiv class=\"result-label\">Notice to give\u002Freceive\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-value lg\">${direction==='employee'?`~${contractualMonths} month`:`${statWeeks} weeks`}\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-sub\">${effectiveLabel}\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item success\">\n        \u003Cdiv class=\"result-label\">Pay in lieu estimate\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-value lg\">${gbp(pilAmount)}\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-sub\">${effectiveWeeks.toFixed(1)} weeks × ${gbp(weekly)}\u002Fweek\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Ctable class=\"breakdown\">\n      \u003Cthead>\u003Ctr>\u003Cth>Rule\u003C\u002Fth>\u003Cth>Notice\u003C\u002Fth>\u003Cth>Source\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n      \u003Ctbody>\n        \u003Ctr>\u003Ctd>Statutory minimum\u003C\u002Ftd>\u003Ctd>${statWeeks} week${statWeeks!==1?'s':''}\u003C\u002Ftd>\u003Ctd>ERA 1996 s.86\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>NJC contractual (${direction==='employee'?'employee resigning':'employer dismissing'})\u003C\u002Ftd>\n            \u003Ctd>${direction==='employee'?'1 month':'Statutory applies'}\u003C\u002Ftd>\n            \u003Ctd>NJC Green Book\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>\u003Cstrong>Effective notice\u003C\u002Fstrong>\u003C\u002Ftd>\u003Ctd>\u003Cstrong>${direction==='employee'?'~1 month':`${statWeeks} weeks`}\u003C\u002Fstrong>\u003C\u002Ftd>\u003Ctd>Whichever is greater\u003C\u002Ftd>\u003C\u002Ftr>\n      \u003C\u002Ftbody>\n    \u003C\u002Ftable>`;\n\n  document.getElementById('n-tto-note').style.display = tto?'block':'none';\n  lucide.createIcons();\n  notifyResize();\n}\n\ndocument.getElementById('n-tto').addEventListener('change', computeNotice);\ndocument.getElementById('n-direction').addEventListener('change', computeNotice);\n['n-service','n-weekly'].forEach(id=>{\n  document.getElementById(id).addEventListener('input',computeNotice);\n});\ncomputeNotice();\n\n\u002F\u002F ── TAB 5: PENSION ─────────────────────────────────────────────\nfunction computePension(){\n  const salary = val('pen-salary');\n  const erRate = val('pen-er')\u002F100;\n  const half = checked('pen-50-50');\n\n  const fullEeRate = lgpsEeRate(salary);\n  const eeRate = half ? fullEeRate\u002F2 : fullEeRate;\n  const eeAmt = salary * eeRate;\n  const erAmt = salary * erRate;\n  const totalAmt = eeAmt + erAmt;\n\n  const pEl = document.getElementById('pen-results');\n  pEl.innerHTML=`\n    \u003Cdiv class=\"result-grid\" style=\"margin-bottom:12px\">\n      \u003Cdiv class=\"result-item accent\">\n        \u003Cdiv class=\"result-label\">Your contribution (${pct(eeRate*100)})\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-value lg\">${gbp(eeAmt)}\u002Fyr\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-sub\">${gbp(eeAmt\u002F12)}\u002Fmonth | ${gbp(eeAmt\u002F52)}\u002Fweek\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\n        \u003Cdiv class=\"result-label\">Employer contribution (${pct(erRate*100)})\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-value\">${gbp(erAmt)}\u002Fyr\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-sub\">${gbp(erAmt\u002F12)}\u002Fmonth\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"result-item success\">\n      \u003Cdiv class=\"result-label\">Total annual pension input\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-value\">${gbp(totalAmt)}\u002Fyr\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-sub\">${pct((eeRate+erRate)*100)} of pensionable pay combined\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    ${half?`\u003Cdiv class=\"callout warn\" style=\"margin-top:12px\">\u003Cstrong>50\u002F50 section:\u003C\u002Fstrong> You pay half contributions and accrue pension at half the normal rate (1\u002F98th instead of 1\u002F49th per year). You can return to main section at any time.\u003C\u002Fdiv>`:''}\n    \u003Cdiv style=\"margin-top:12px\">\n      \u003Cdiv class=\"section-label\">\u003Ci data-lucide=\"info\" style=\"width:13px;height:13px\">\u003C\u002Fi>Annual pension accrual (main section)\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\n        \u003Cdiv class=\"result-label\">Pension built this year (1\u002F49th of pay)\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-value\">${gbpd(salary\u002F49)}\u002Fyr for life\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-sub\">Increases with CPI each April • Payable from Normal Pension Age (67)\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>`;\n\n  lucide.createIcons();\n  notifyResize();\n}\n\ndocument.getElementById('pen-50-50').addEventListener('change', computePension);\n['pen-salary','pen-er'].forEach(id=>{\n  document.getElementById(id).addEventListener('input',computePension);\n});\ncomputePension();\n\nlucide.createIcons();\n\u003C\u002Fscript>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n","both"]