Sophie RobinsonPolice Staff Council Pay Agreement 2025–2026: A Complete Guide for Workers
What Is the Police Staff Council?
The Police Staff Council (PSC) is the national collective bargaining body governing pay and conditions for approximately 73,000 civilian police 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.
Unlike 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).
The 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.
Pay and Pay Award 2025–2026
The Settlement
Following 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.
All 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.
The Pay Spine
The 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.
Indicative salary levels after the 4.2% uplift:
| Level | 2024–25 | 2025–26 |
|---|---|---|
| Lowest pay point (entry roles) | £23,748 | £24,747 |
| Mid-range | ~£38,000–£45,000 | ~£39,600–£46,900 |
| Highest pay point (senior/specialist) | £58,455 | £60,912 |
Even 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.
Allowances
In addition to the basic pay increase, Joint Circular 142 confirmed increases to key allowances:
| Allowance | 2024–25 | 2025–26 |
|---|---|---|
| Standby allowance | £36.13 | £37.65 (↑4.2%) |
| Overnight away from home | £50.00 | £60.00 (↑£10 flat) |
| Essential car user (annual) | Three engine-size bands | Harmonised to £1,239 |
The 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.
Working Hours and Leave Entitlement
Standard Working Week
The 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.
Annual Leave
Annual leave entitlements under the PSC Handbook are more generous than the statutory floor set by the Working Time Regulations 1998 (WTR 1998):
| Service length | PSC minimum paid annual leave |
|---|---|
| On appointment | 24 days |
| After 5 or more years' continuous service | 29 days |
Employees are also entitled to 8 public holidays per year — the standard UK bank holidays in England and Wales.
Even 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.
The 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.
Sick Pay
The 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.
Redundancy Pay
Statutory Formula
All 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:
- Half a week's pay for each full year worked under the age of 22
- One week's pay for each full year worked aged 22 to 40
- One and a half weeks' pay for each full year worked aged 41 or over
Service 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.
The Local Government Continuity Advantage
A 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.
Additionally, 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.
Immediate Pension on Redundancy
Employees 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.
Notice Period
The 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.
Under 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.
Pension Rights
The Local Government Pension Scheme (LGPS)
Civilian 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.
Since 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 1/49th 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.
Employee Contribution Rates (2026–27)
Employee contributions are tiered by annual pensionable pay. The 2026–27 bands are:
| Annual Pensionable Pay | Employee Contribution Rate |
|---|---|
| Up to £18,400 | 5.5% |
| £18,401 – £29,000 | 5.8% |
| £29,001 – £47,300 | 6.5% |
| £47,301 – £59,800 | 6.8% |
| £59,801 – £84,000 | 8.5% |
| £84,001 – £119,100 | 9.9% |
Most 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.
Employer Contributions
Employer 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.
50/50 Option
The LGPS offers a 50/50 section for members who wish to reduce their outgoings: you pay half the standard contribution rate and build up pension at 1/98th of pay per year rather than 1/49th. 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.
Normal Pension Age and Early Access
The 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.
Your Rights Under the Agreement
Being covered by the PSC Handbook gives you employment terms that meet or exceed the statutory baseline in several important respects:
- 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.
- 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.
- 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.
- 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.
- 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.
Frequently Asked Questions
Does the PSC pay award apply to my force automatically? The 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.
When should I have seen the increase in my pay packet? The 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.
I previously worked for a local council — does that service count? For 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.
Can I opt out of the LGPS? Yes, 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.
What happens to my pension if I am made redundant? If 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.
What is the 2026 pay claim, and when will it be settled? The 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.
Interactive Calculator Use our Police Staff Council Pay & Rights Calculator to estimate your pay, redundancy entitlement, annual leave days and LGPS pension contribution under this agreement.
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.
