BT CWU pay calculator 2026 — pay, redundancy & leave | Expert Zoom

Frequently Asked Questions

• What is the pay award for BT Group and CWU members in 2026?

  The BT Group / CWU Pay Agreement 2026–2027, accepted by a consultative ballot (57% Yes, 61% turnout) and applied from 1 April 2026, gives a 4.1% consolidated, pensionable pay increase to all CWU-grade staff earning £30,000 FTE or below, and a 3.0% consolidated, pensionable increase to all other CWU grades. The agreement covers approximately 60,000 workers at BT Group including Openreach field engineers, frontline customer-facing staff and network technicians. The next pay review is due on 1 April 2027.

• Do BT shift and on-call allowances increase under the 2026 CWU pay deal?

  Yes. Under the BT Group / CWU Pay Agreement 2026–2027, shift allowances, on-call allowances, supervisory allowances, foreign language allowances, Outside Broadcast allowances and Terrestrial Earth Station allowances all increase by 1.5% from 1 April 2026. Hourly-rate-linked allowances increase by the same percentage as the employee's salary award (4.1% or 3.0% depending on grade).

• How much will my salary increase if I earn less than £30,000 at BT?

  CWU-grade BT employees earning £30,000 FTE or below receive a 4.1% consolidated pay rise from 1 April 2026. For example, a salary of £26,000 increases by £1,066 to £27,066; a salary of £29,000 increases by £1,189 to £30,189. The increase is consolidated and pensionable, meaning it is added permanently to your base salary and counts towards your pension contributions.

• How is statutory redundancy pay calculated for BT and Openreach workers?

  UK statutory redundancy pay is calculated under the Employment Rights Act 1996, s.162, using a formula based on age and length of service: 0.5 week's pay per qualifying year of service under age 22; 1 week's pay per year aged 22–40; 1.5 weeks' pay per year aged 41 and over. Weekly pay is capped at £700 from April 2026. Maximum qualifying service is 20 years, giving a maximum statutory payment of £21,000. BT Group has historically provided an enhanced redundancy scheme above the statutory minimum — contact your CWU representative for current enhancement details applicable to your grade.

• Does BT offer enhanced redundancy pay above the statutory minimum?

  BT Group has historically operated an enhanced redundancy scheme that pays above the ERA 1996 statutory minimum, typically based on actual weekly pay (not capped at the £700 statutory limit) and/or an enhanced service multiplier. The terms are negotiated through the CWU collective agreement and may vary by grade. The 2026 CWU pay agreement source does not specify the current enhancement rates. Contact your CWU branch or workplace representative for the enhanced terms applicable to your grade.

• How many days annual leave do BT CWU employees get?

  BT's standard contractual leave for CWU-grade staff is 25 days per year, which increases with length of service (typically to 27 days after 5 years and 30 days after 10 years). This is in addition to 8 bank holidays in England and Wales, giving a total of 33 days — well above the Working Time Regulations 1998 statutory minimum of 28 days (inclusive of bank holidays). Part-time employees receive a pro-rata entitlement. Confirm your exact entitlement in your employment contract or with your CWU representative.

• What is the notice period for BT and Openreach employees under the CWU agreement?

  Under the Employment Rights Act 1996, s.86, the statutory minimum notice BT must give is 1 week per complete year of service (minimum 1 week, maximum 12 weeks). For employee resignations, the statutory minimum is 1 week. Most BT CWU-grade contracts specify a minimum contractual notice of 1 month (4 weeks), which is greater than the statutory minimum for employees with fewer than 4 complete years of service. Your employment contract will state the applicable notice period — check it carefully before resigning or when facing redundancy.

• Which pension scheme covers CWU members at BT Group?

  Most CWU-grade employees who joined BT after the legacy BT Pension Scheme (BTPS) closed to new members are enrolled in the BT Retirement Saving Scheme (BTRSS) — a defined contribution (DC) scheme where BT matches employee contributions. Legacy employees in the BTPS remain in a defined benefit arrangement where pension income is based on career average salary and pensionable service, not contribution amounts. All schemes must meet the auto-enrolment statutory minimum of 8% total (5% employee + 3% employer on qualifying earnings). Check your BTRSS scheme booklet or HR portal for your specific matching schedule.

• Who does the BT Group CWU Pay Agreement 2026–2027 cover?

  The BT Group / CWU Pay Agreement 2026–2027 covers approximately 60,000 workers employed by BT Group plc, including Openreach (BT's network infrastructure division). CWU-represented roles include frontline customer-facing staff (contact centre and retail), Openreach field engineers and installation technicians, network operations staff, and supervisory and support roles covered by the CWU recognition agreement. BT managerial and senior grades not covered by the CWU recognition agreement may be subject to separate pay arrangements.

• When was the BT CWU 2026 pay deal accepted and when does it take effect?

  The BT Group / CWU pay offer was put to a consultative ballot of CWU members, which closed on 18 March 2026. The result — 57% Yes on a 61% turnout — was confirmed to BT, and the pay increases were applied to salaries in April 2026, effective from 1 April 2026. The agreement runs for one year to 31 March 2027, when the next annual pay review is scheduled.