Why your increment is the bare minimum – and why the real battle over pay is just getting started.
After months of pressure from Napo, UNISON and GMB/SCOOP, HMPPS has confirmed that eligible staff not yet at the top of their pay band will receive their contractual increment—backdated to 1 April—in their June salary.
It’s something. But let’s not pretend it’s a win.
Because this isn’t a pay rise. It’s not recognition. And it certainly isn’t generosity.
It’s your entitlement. It’s what you’re already owed. And it should have been paid in April.
We’re still in dispute because we believe—firmly, and with evidence—that HMPPS has failed to meet the terms of the agreement our members voted for. That agreement made clear that incremental progression takes place from 1 April, not “when convenient.” We’re holding the employer to that standard, because the alternative is chaos: agreements that drift, payments that slip, and a workforce that’s kept waiting while ministers and managers sort themselves out.
The bigger picture: you’re still falling behind
While we’re chasing down what should already be in members’ pockets, the real crisis in probation pay continues. The numbers are brutal. Since 2010, probation pay has risen by just 11%, while the cost of living has jumped by more than 80%. In real terms, that’s a loss of over £21,000 for a mid-band salary.
By now, your wages should be keeping pace with your responsibilities. Instead, they’re flatlining while rent, bills, and food prices soar.
Worse still, probation staff have consistently had the worst pay settlements across the entire justice sector. In the past three years:
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Police staff received 20%
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Prison officers saw 16.8%
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Probation just 9.9%
The government talks a big game about “One HMPPS”, but the numbers tell a different story.
Our pay claim for 2025
We’re currently deep in negotiations for this year’s pay settlement. Our demands are clear:
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A 12% increase on all pay points
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A £15 per hour minimum wage
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A 12% uplift to London Weighting and other allowances
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A unified retention fund that can actually stop the exodus of experienced staff
These aren’t luxury asks. They’re the foundation for a functioning, fair and sustainable probation service.
This is about more than backpay
Getting your increment isn’t a win. It’s not progress. It’s the floor, not the ceiling.
If we don’t fight for more—louder, together, and with resolve—we will keep falling behind. And the service we all believe in will keep losing the people who make it work.
So yes, you have the backpay. But don’t stop there.
Because the real campaign is only just beginning.
23 responses
What about those at the top of the pay scale….my colleague who has only been in post 18 mths and 6 months of that was mat leave… and who I had to train, will increase getting £1330 extra per year…And me, very experienced in my role of 19 years gets nothing
Exactly my thoughts Valerie – well said. 24 years and standing for me and no movement in pay!
yup just had the same conversation about this. That as we stay stuck at the top we are effectively having a pay cut every year and the gap closes with less experienced colleagues. There should be a retention bonus for us at the top
Can you please campaign to ensure geographical allowances are applied outside of London, to areas with a high COL? There is no point increasing the amounts of allowances if they aren’t being used.
It’s so unfair that we get the blunt end of the stick all the time – it feels like we get more work piled on us because other sectors can’t cope (e.g. prisons are full so releasing people early – but prison staff got compensated for the extra work they had to do to sort that out. What about the work we all had to do at a moments notice – where’s our compensation and recognition?)
We have had the worst increases in the sector but more and more work is piled on top of us. It really leaves a sour taste when most of us go above and beyond doing this job, what do we get for it?
Excellent, detailed and powerful statistics which clearly demonstrate why we are losing the very people the Probation Service needs to hold on to !
Those at the top of their pay bands within the Probation Service – do not get this increment which would help with the cost of living. However those that have just joined the service do – whilst nothing against this – those that have been in the Probation Service for years go without – is this fair?? Those at the top of their pay band are being penalised for loyalty and long service, does not help with retention?
What is the rational has been given for probation staff consistently having the worst pay settlements across the entire justice sector.
The incremental points are meant to be for experience, not to address inflation.
In terms of a cost of living rise we have often had a pay freeze, effectively making it a pay cut, over the last two decades.
As we are not a ‘sexy’ service, such as Police, NHS or Education we are often treated as Harry Potter left under the stairs…
What I find most concerning are the numbers of staff leaving for either the same pay and less responsibility/better paid government jobs. Some are also considering early retirement to do a different job.
As we train people up, we may still end up with less staff?
What about those at the top of their pay band that have years and years of experience and have not had a pay rise in ages and therefore are stuck at the top of the band with the cost of living rising.
What about unpaid work supervisors weekend holidays? We’ve been stripped of the 50% weekend uplift pay if we book a weekend off, for those of us that can only see family or go on holiday on a weekend are our of pocket compared to our regular earning by 10% to 20% pay PER weekend, there is no talk of this issue?
I have 22 years service with the probation service and I am at the top of my scale. What will I get? No recognition for my loyalty and no recognition for my skills and experience . If the probation service want a highly skilled and capable workforce they need to show that. There should be higher levels of pay for those who stay and work hard in extremely difficult times. Everyone likes to be valued. So please value your staff.
Like those in front of me have stated, I am at 21 years of loyalty, top of my pay band, and yet nothing to recognise my commitment to the Service. It is soul destroying, particularly when you still feel passionate about your role and don’t wish to consider alternative options, such as jumping ship. Is there any information to suggest this is something being looked at going forward? May I add, I am not intending to be disrespectful to my colleagues who are receiving the increment.
I agree with all the comments regard’s pay increases for those of us at the top of our pay band. I’m guessing we will have a long wait to get our well deserved increase.
Surely sorting this out is one step that could be taken to retain experienced staff?
With 25 years under my belt, I too am at the top of my pay band. I do welcome the uplift for my colleagues who I see work just as hard. Although my long service should be recognised, I do feel privileged to have reached the top in my first 5 years. However, 3.25% in all civil service depts. out of which CBF progression has to be accounted for is a slap in the face. We deserve better.
Hi,
Totally agree with the previous comments. I am at the top of my pay band and get nothing, how is that a pay rise in line with inflation, and COL? its not.
I feel the union should do more for those of us that have given years of service to working hard to give the best we can only to be told that when you reach the top of your pay band any idea of a pay increase stops. Currently it feels the union fight for those who can progress, pay wise, but those at the top seem invisible. Its an easy fight to get a pay rise as part of natural progression, but a harder one for those at the top of the pay scales, so isn’t even considered or mentioned. My point in case the above article.
Yet again those in service for a longer time me over 24 YEARS GET NOTHING! I am sick of hearing that others get “what they are Owed” whether this be incremental increase of CBF bonus. I will be leaving AS I AM TIRED OF BEING IGNORED
I understand.
I’ve just worked out that if I take early retirement, even with the massive reduction, I can get a minimum pay job and earn the same money……
I have been in the fortunate position of enjoying a challenging job but……….I have been at the top of my pay grade for the past ten years. I am pleased staff who are not at that point are getting recognition but it is not a pay increase, it is what they are entitled too. I, like many other like-minded colleagues have been loyal, dedicated and a circus performer jumping through more hoops than a circus lion! I have to demonstrate year in and year out that I have kept up to date in order to get my CBF which does not amount to a hill of beans. The Probation Service was always been about fairness and balance, where is the recognition for those who are experienced and continue to work in challenging and complex environments!
It is so sad. The disconnection between words and actions scream of how our professionalism is repeatedly challenged and undermined…words from Ministers and Senior leaders of ‘rewarding our hard work, recognition of our tireless commitment to the probation service and the inconsistencies and poor performance from THEM on what they can deliver. It is more than disrespectful. Get us out of the Civil Service it has brought us nothing but process and managerialism. Give us back our professionalism and integrity to serve our communities and strive to ACTUALLY reduce re-offending and not just talk about it…words, words, words, blah, blah, blah!!!
Ultimately, the staff in the service are not receiving the payment they deserve. Regardless of full time, part time, new or old. Work load is increasing, staff are stressed and scrambling to meet the performance requested. I look forward to hearing the outcome of the pay deal discussions but I am not hopeful, time and time again we are told, workload will decrease but the demand is just as high as it was a few years ago, there’s PSO’s I know with 70 cases and then PO’s with up to 50 cases, ultimately how can you keep the public safe? If the wage isn’t worth the job, the staff will ultimately leave
What about those of us that didn’t get our first increment due to the blanket pay rise as minimum wage increased? I’m band 3 but as the increased wages due to the national rise in minimum wage, I’m 2 years in and still on lowest increment. Totally unfair.
The reality is we will only get what we are willing to fight for. The power of a Union comes from the members, If YOU want change, If YOU want a pay rise, YOU have to stand up and be counted.
The government has said there is £700 Million coming into probation. If we want a bigger portion of that to go towards the pay rise we are offered we have to stand up and say so. If what we are offered is not what YOU feel is acceptable YOU have to be willing to take action.
We all know how understaffed probation is. A simple “Work to Rule” would cause a massive headache for the employers. We are contracted for 37.5hrs a week, so arrive at 9am, leave at 5 pm, take your lunch break, only work to a 100% caseload. I know it goes against why we do the job, but probation has relied on the good will of its staff, without paying for it, for too long!
Together we are stronger,
I am also at the top of my pay scale – Please advocate for us !