Police Staff Council pay and redundancy calculator 2026 | Expert Zoom

Frequently Asked Questions

• What is the pay award for the Police Staff Council agreement 2025–2026?

  The Police Staff Council (PSC) reached a pay settlement for 2025–26 of 4.2% on all points of the national pay spine, effective from 1 September 2025 (PSC Joint Circular 142). The standby allowance was increased to £37.65 per day, the overnight away-from-home allowance rose to £60, and the three essential car user rates were harmonised to a single rate of £1,239.

• How is redundancy pay calculated for civilian police staff?

  Statutory redundancy pay for civilian police staff 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 aged 22 to 40; and 1.5 weeks' pay per year aged 41 or over. Weekly pay is capped at £700 from April 2026, with a maximum of 20 qualifying years, giving a maximum statutory payment of £21,000. The PSC Handbook may provide enhanced redundancy terms — check with your union representative or force HR.

• How many days annual leave do police staff get under the PSC agreement?

  The Police Staff Council national conditions of service provide a minimum of 22 days annual leave on appointment, rising to a maximum of 30 days with length of service. In addition, police staff are entitled to 8 bank holidays per year, bringing total leave to between 30 and 38 days depending on service length. This exceeds the Working Time Regulations 1998 statutory minimum of 28 days (including bank holidays). Individual forces may offer more than the national PSC minimum.

• What is the notice period for civilian police staff?

  Under ERA 1996 s.86, the statutory minimum notice from the employer is 1 week per complete year of continuous employment (minimum 1 week, maximum 12 weeks). PSC contractual notice is typically 4 weeks for most grades, rising to 8 weeks for senior managers and 12 weeks for very senior staff. Where contractual notice exceeds the statutory minimum, the contractual period applies. Employees resigning must give at least 1 week's statutory notice (or contractual notice if longer).

• Which pension scheme covers civilian police staff?

  Civilian police staff in England and Wales are members of the Local Government Pension Scheme (LGPS), not the Police Pension Scheme 2015 which covers sworn officers. The LGPS is a defined benefit (career average revalued earnings) scheme governed by the LGPS Regulations 2013. Employee contributions are tiered by pensionable pay, ranging from 5.5% (earnings up to £16,000) to 10.5% (above £112,900). Employer contributions are set by triennial actuarial valuation, typically 20–23% for police LGPS funds.

• Does the Police Staff Council agreement provide enhanced redundancy above the statutory minimum?

  The PSC Handbook includes redundancy provisions that may go beyond the ERA 1996 statutory minimum. Some forces apply actual weekly pay (uncapped) rather than the statutory £700/week cap, which can significantly increase the payout for higher-paid staff. The exact terms vary by force and are negotiated locally — contact your UNISON, Unite, GMB, PCS, or Prospect representative or your force HR department to confirm the enhanced terms applicable to you.

• Who is covered by the Police Staff Council collective agreement?

  The PSC governs voluntary collective bargaining for approximately 73,000 civilian police staff across 37 forces in England and Wales. Roles covered include police community support officers (PCSOs), custody detention officers, forensic scientists, intelligence analysts, call handlers, and administrative staff. Unlike sworn police officers, civilian staff have full collective bargaining rights under TULRCA 1992. The union side is represented by UNISON, Unite, GMB, PCS, and Prospect; the employer side is represented by Police and Crime Commissioners and Chief Constables, with the LGA acting as Secretariat.

• What is the LGPS employee contribution rate for police staff in 2026?

  LGPS employee contribution rates for 2026 are tiered by pensionable pay: 5.5% on earnings up to £16,000; 5.8% on £16,001–£25,900; 6.5% on £25,901–£42,100; 6.8% on £42,101–£53,300; 8.5% on £53,301–£79,700; 9.9% on £79,701–£112,900; and 10.5% on earnings above £112,900. Employer contributions are set by actuarial valuation per LGPS fund, typically between 20% and 23% for forces in England and Wales.