It’s been 276 days since we submitted the 2025 Probation Pay Claim. But still there has been no formal offer from the employer. Not even a return to the negotiating table since we went to ballot.
Let that sink in. Nearly a year since your union set out what’s needed to make pay fair and sustainable, your employer told us “We’ll get back to you,” but so far… crickets.
This isn’t just administrative delay. It’s disrespect.
They’re trying to wear you down
This delay is a tactic. The longer they stall, the more they hope you’ll stop asking questions. They want you to become so worn down by the waiting, by the endless uncertainty, that when something — anything — finally lands on the table, you’ll be too tired to fight for better.
You’ve seen workloads skyrocket, teams shrink, and salaries fall further behind the cost of living. You’ve kept the system afloat through goodwill and sheer professionalism.
And their response to that is silence?
What we asked for wasn’t even extravagant
In January, Napo (alongside our sister unions) submitted a fair and reasoned pay claim. We asked for a 12% increase across pay points and allowances, a £15 minimum hourly rate, and steps to fix the broken pay structure that leaves so many colleagues stuck on the same spot for years.
The pay claim reflected the real cost of living, the recruitment and retention crisis, and the simple truth that as skilled public servants, you deserve the same respect and security as your other justice colleagues.
It’s one thing if the employer thinks we’re asking for too much — that’s what negotiation is for. It’s quite another to think you don’t even deserve a formal response after all this time.
What does their silence say?
It says they don’t value your time.
It says they think you’ll accept whatever crumbs they eventually offer.
It says they believe you’ll be too exhausted or too busy to demand more.
They’re wrong.
Remember, our ballot for industrial action only needed about 300 more members to vote to get us across the line.
Every week that passes without an offer convinces that 300 – and more – that industrial action is the only solution since the employers have such little regard for them.
You deserve better
You deserve a fair offer. You deserve timely negotiations. You deserve to be treated as professionals whose work keeps communities safe.
The hold-up isn’t Napo. The hold-up isn’t you. The hold-up is them.
And when the pay offer finally lands, we will scrutinise every word of it. We will show you exactly what it means for your payslip, your pension, your future. And together, we will decide what comes next.
Stay ready
They might think delay will divide us. But delay only proves our point.
You are worth more and we won’t stop until you get it.
18 responses
Can we not have another ballot on industrial action ? Surely the none voters will now see what fools we are being taken for!!!
The union said they would ballot again as soon as a pay offer was formally made, so it is coming.
Thank you for supporting this – it means a lot and we are valued.
It’s all well and good saying that our pay increase will be backdated to April 2025. The trouble is that when it is backdated we get it in one lump sum which is then swallowed by tax, national insurance, pension contributions etc.
Can the union do anything about this as last time most of it went on all of these – surely there must be a way to give us back pay without it getting swallowed up again?
Re-ballot if you are able to! And please can some comms be sent out regarding where we are with job re-evaluation of Sentence Management staff? It’s great that better paygrades has been achieved for some of our colleagues but Sentence Management staff are the main cogs which keep the Service running but those cogs are running out of steam!
100% agree sentence management staff need a job evaluation, every PP outside of sentence management regularly say they could never return to the excessive work and responsibility of this role!!!!
THIS! This is so so needed!
We need another ballot. I know a lot of people are leaving the service due to workload, stress, the lack of a work life balance and low pay. Im thinking of leaving myself.
We absolutely do, Napo, can anything be done about it?
We need another ballot. We’re sick of need to prove our worth.
We’re sick of being taken for granted and the current pay reflects the fact that we ARE being taken for granted! Their silence cements this fact!
Job evaluation for sentence management staff? Is this really happening? What about the remainder of operational staff, in prisons, courts, approved premises etc. They are equally skilled, carry substantial responsibility and are also expected to achieve the unachievable.
A job evaluation for sentence management only would be divisive. Yes pay does need to be increased, but it needs to be increased equally for all operational staff. Workloads are excessive and expectations unrealistic in all operational roles.
I agree, as a court duty officer we also deserve job evaluation, we work off site without recourse to managers, high level of accountability and very skilled. We are often the last thought for Probation please don’t make us the last thought for NAPO !!!! We too lose staff due to the demands of the role and the stress and long hours.
I’m surprised to read this update does not reflect the incoming further capacity crisis likely post Sentencing Review implementation (which initially, in terms of a ‘go live’ date there was mutterings of summer 2026, then spring 2026 and now January 2026) and indeed the ever increasing risk and lack of ‘danger money’ that Probation staff are faced with as highlighted by the Preston incident and other similar incidents that are neatly swept under the carpet by our Chief Officer, AED’s and RPD’s alike.
Any further pay negotiations surely need to highlight the above to reflect alignment with other MOJ colleagues facing both capacity and risk/danger issues for staffing.
The goal posts continue to move in terms of expectations of staff, especially within sentence management and other operational roles but the pay is yet to reflect this and in reality, it probably never will. It continues to sadden me that all we seem to be worth is empty words of encouragement thanking us for the amazing work we do. I do wonder if the people uttering these words really understand what we do anymore with all the legislative and policy changes!
We are treated with utter contempt. As a prison Probation Officer our roles are now used to fill in the gaps of the prison admin and our Probation managers seem to actively encourage this, we have become glorified administrators whilst still expected to do our core tasks. There is no workload measurement tool for us. Morale is the lowest it’s ever been. It’s a disgrace. Most of us are looking to leave now.
By the time we get a deal, it will be time for the 2026/27 pay claim. Also, surely they will have to backpay any overtime paid since April, as well as basic salaries. Furthermore, in 2014/15, band 4 was £29038 to £36084. According to the Bank of England inflation calculator, that is now equivalent to £40360 to £50153 in today’s money. In stark contrast, band 4 is currently £35130 to £42000.
Yet, even with a 12% rise, this would still only be £39345 to £47040, and would therefore still fall short of real-time wages from a decade ago. And we haven’t even had an offer yet, let alone the requested 12%. And that’s without taking into account the ever increasing workloads that have come our way 😒
It is utterly unacceptable that this has not been resolved. I am in 100% in agreement that the Job evaluation needs completing for Sentence management staff and the below comment regarding inflation figures currently regarding pay.
I am now questioning, why I left my previous role in HMPPS to be paid less and expected to do more (and more!) the roles and responsibilities we have is immense. However, I can see new roles on MOJ/Civil service that are paying more (£39,803 – £43,783) with NO QUALIFICATIONs but these are listed as ‘ministerial priority’- where does that leave probation??! I have also heard today about Civil servant employees of higher bands, being paid reward and recognitions of £300-£500. Whilst I am not taking away from such roles, this to me evidences total disrespect and utterly destroys motivation. Its no wonder staff don’t stay..