Following the outcomes of the Napo/UNISON/GMB ballots on the 2025-2026 pay offer, the unions have now received confirmation from the employer that arrangements have been made with their pay roll provider to enact the pay award and back payments (wef 1st April 2025) in May salaries.
This week Napo’s Probation Negotiating Committee met to consider the issues that arose during our ballot on the revised 6% offer and our developing agenda on a pay claim for 2026-2027.
Some key issues that were discussed included:
- Recording appreciation for the tremendous engagement from Napo members in a series of ballots over the last 10 months.
- Noting that while the 6% offer was agreed to by a large majority, it masked the very real anger still felt by our members around the continuing disparity on Probation Pay compared to other parts of the Justice Sector and its impact on staff retention and morale.
- The fact that the employer has still been unable to produce significant solutions to the staffing shortages in Probation and the crisis of excessive workloads. Both these issues were recognised as being contributory factors to the current levels of sickness absences amongst the Probation workforce (the highest anywhere within HMPPS) of which 50% involve a mental health diagnosis.
In advance of our discussions with UNISON and GMB, the Committee also considered what a joint pay claim for 2026-2027 might look like in advance of pay negotiations which we expect to commence as soon as the employer has received the Civil Service Pay Remit from Government.
The Committee next discussed how we take forward our trade dispute on workloads with the employer, given the completely ineffective approach taken by HMPPS to this point along with significant further increase in work that the Sentencing Act will bring to the Probation Service. It was agreed that Napo will write to the employer in the coming days to issue our demands on the introduction of workload relief measures – informed by feedback from members – that will bring the greatest and most immediate benefit to us.
Napo is clear that if HMPPS do not dramatically alter its approach, putting into practice the reasonable and credible changes we will propose, then there is a significant appetite among members to move quickly towards a campaign of industrial action to protect ourselves and our profession from further harm caused by our employer.
Timing of Pay Negotiations
In recent exchanges between Napo and HMPPS senior management, we have made it very clear that a repeat of the shambles that we encountered in the last round of pay negotiations (where, despite every effort on the part of the unions, we did not see an actual pay offer emerge until last January) is simply unacceptable.
Hopefully, that message has been taken on board; and we are trying to agree a provisional timetable for pay talks to commence very soon.
Please look out for more news on these and other important issues once it becomes available.
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52 responses
Has there been any mention of an increase in mileage rates? This has not changed in many years. Given the cost of fuel now it is vital this is increased
Thanks for contacting Napo. We are already in the process of pressing this issue as are other UK trade unions. Ordinarily it is the case that mileage rates are determined annually by HM Treasury but recent government statements suggest that emergency measures are being considered as part of the response to the rising cost of living and the wider global events that are making this even worse.
I think there’s a wider lesson here about how the rejection of the 4% offer was handled, and whether the strength of feeling among members at that point could have been better channelled into a stronger mandate and a better outcome.
I personally feel that if 6% had been the initial offer, it would have been rejected. When the 4% offer was put to members, could Napo have sought a more reflective and powerful mandate at that stage? For example, alongside rejecting the offer, could members have been asked to indicate support for industrial action, or at least signal a willingness to escalate if negotiations failed to move sufficiently? For many members I know, accepting 6% felt less like endorsement and more like attrition with the process.
Whatever views people take on the outcome, reflecting on how mandate, timing, and momentum were used before and after the emphatic rejection of the initial offer, and how that ultimately led to acceptance of 6%, feels important as we head into the 2026–27 negotiations.
Thanks for contacting Napo. At all stages of the negotiations Napo’s Probation Negotiating Committee (elected by members) considered the views of the National Chair and myself before determining the next steps.
The massive rejection of the original 4% offer by 90% of 89:% turnout was the highest in Napo’s history and significantly strengthened our hand in forcing the employer back to the negotiating table. As it was, even after 6% had been offered Napo made a counter offer for an 8% pay rise directly to the Deputy Prime Minister and this was predictably rejected.
Matters became further complicated when UNISON and GMB signalled acceptance of the 6% and Napo came under pressure to recommend it, but we maintained the right to put our own narrative to the offer, despite threats by the employer to take the offer away altogether.
Following further high-level talks involving the DPM and Lord Timpson and the General Secretary of the TUC Paul Nowak who supported our position, the PNC agreed to put the revised 6% offer out to members on a neutral basis but making it clear that only a sustained campaign of industrial action stood any chance of securing more negotiations. Following this our members will have made carefully considered decisions about the impact of the offer on them and their families as well as the worsening economic situation before voting in such huge numbers in the second ballot.
Nobody here is claiming that this is a satisfactory outcome, and we will be entering into the next negotiations with serious intent to recover the ground for our members pay.
There are certainly lessons to be taken from all this, one of which is that Napo will be campaigning through the TUC against interference by HM Treasury in collective bargaining between unions and employer.
Staff who are most impacted by pay, those who may be using food banks and struggling to buy other necessities, are also unable to afford to join the union. Can you make sure that union reps, seek input from all colleagues as the most at risk are potentially not being heard in this.
Thanks for contacting Napo. The situation you describe is one that we are aware of but constitutionally we cannot provide such services to non-members as you suggest. We do provide opportunities through our Napo Branches to invite prospective members to meetings with a view to joining a trade union. Napo’s subscription rates have been held for over 10 years and with tax relief on application to HMRC are very competitive compared to other trade unions.
Really disappointed that we had to wait 13 months for the pay rise and that we lose a hell of a lot more to student loans than we would if the increase and been paid on time monthly. Hardly see any of the backpay. Is there something that can be done about this before it is paid?
Thanks for contacting Napo. Unfortunately and despite constant efforts by the unions and contact with ministers, there is no mechanism for doing what you suggest. We absolutely agree that the delay between the claim being submitted and a final offer emerging was intolerable but the balme ofor that lies squarely with the Government and employer and not Napo. All parties have agreed that we need a much shorter timetable and we hope to have more news about this very soon.
I really hate that the employer kept harping on about CBF stating for most this made it a 10% pay rise.
I would like the union to make sure that CBF is separate to any pay negotiations. Plus those staff on the top of their pay band only received 6% compared to colleagues receiving over 10% (including CBF) with no other incentive for people on the top of their bands – so what value does loyalty and commitment mean?
i’m at the bottom of my pay band and qualified for CBF and they have basically said I pay can’t go up with CBF until a decision is reached for 26-27 pay rise which i think is ridiculous!
Thanks for contacting Napo. Hopefully you will have seen that we are due to attend at ACAS to pick up on our existing joint union dispute about CBF. The issues are that we maintain it’s a contractual entitlement separate to pay and must be paid on the 1st April each year to those staff who are entitled.
The employer and government say that the funding must come out of the overall pay remit so therefore it is unlikely that it will be paid on the due date.
This signifies that we are continuing to press our claims and we will have more news for members as soon as we can.
Now we are due to receive our backdated pay rise. Should this not be received as a one off payment, rather than the tax we will receive with this backdated money?
NAPO???? Can you comment on this? Has this been looked into. I don’t think people have really thought about the actual amount we will get when we get taxed next month. Its certainly not going to be anywhere near the figure recorded.
Thanks for contacting Napo. Unfortunately and despite constant efforts by the unions and contact with ministers, there is no mechanism for doing what you suggest. We absolutely agree that the delay between the claim being submitted and a final offer emerging was intolerable but the blame for that lies squarely with the Government and employer and not Napo. All parties have agreed that we need a much shorter timetable and we hope to have more news about this very soon.
From discussions locally, a reluctant acceptance of the 6% only reinforced the fact that colleagues are struggling to make ends meet now and need that back pay and pay increase now, having been deprived of an unjustifiably long overdue cost of living pay rise. The reality is that most people can’t afford strike days without pay, having already lived effectively in arrears for over a year. The employer knows this, and took advantage of it. This cynical approach only reinforces the long term problem of poor retention of staff, because until we feel genuinely respected, many will continue to do their job well, to the best of their ability, but bide their time and go elsewhere as soon as the opportunity arises. Hopefully Ministers will realise this is not a cost effective way to conduct pay negotiations.
Thanks for contacting Napo and we totally agree with your views. This is why we will be structuring a pay claim for 2026-2027 that we need members to get behind. There is hardly a day where we don’t remind the employer of the serious crisis that exists in Probation and we don’t intend to stop arguing on behalf of our members .
Napo – when are you starting negations for April 2026 – what we should be due now – this month?
It is simply not acceptable to be waiting months again and NAPO reps need to be fighting this. This needs to prioritised. Probation staff should be paid on time. I am disgusted with how we have been treat. 20 years I have been with this service and get thousands less than if I worked elsewhere doing a similar job. There is no loyalty shown to staff who have been here for a long time. I have had no pay increase through CBF because I have been at the top of my band for years and years. How is this fair? How does this show that we are respected and worthwhile? We need this years pay resolving asap and paying. Enough is enough.
In regards to the 6% – I could not afford industrial action, but I would have so I was gutted that the 6% was accepted. I think people think they are going to have a nice chunk of money in May’s pay but it will just go to the tax man. Probation have dangled the carrot yet again and its been taken 🙁 It’s really sad.
Thank you for contacting Napo. The submission of a pay claim is of course a priority now that we have taken instructions from our Probation Negotiating Committee . We cannot agree more that pay has to be a priority and that’s why we are close to settling on a timetable for negotiations. Once we receive the Civil Service pay remit we ought toi be able to get underway immediately. The blame for the intolerable delay on 2025-26 pay lies entirely at the door of the Government.
I think it is disgraceful that it took so long to get an agreement and this is just not acceptable for this years pay rise which we should be getting at the same time. I agree with many that 6% does not do enough to get pay back on track and it should not be linked to CBF at all – that has nothing to do with the pay award and it is disingenous to then say that most staff have got 9.4% Public safety is critical and we should be paid in line with that in mind. We cannot recruit as our pay rates are so low. Plus it takes forever to get a new member of staff because of the delay in pre employment checking system consequently staff are dealing with teams that are severely short. In my case we are so short staffed that we will be unable to deliver.
Many colleagues will be unfairly hit with the lump sum payment if they are on benefits and there should be a move by employers to ensure that this does not happen to them because of the time it has taken to get this pay rise implemented. The Government has gained interest on the payment that we would have had for the past year and that at least should be used to remove the tax burden.
echo the comment about the mileage – is there an update on this please? could we also be informed when are we likely to receive CBF pay?
I contacted HR about this as I am on the bottom of my wage band and qualified for CBF in April 2026, they basically said until a deal is reached for 26-27 pay rise I won’t be getting it till then!
Thanks for contacting Napo. We are already in the process of pressing this issue as are other UK trade unions. Ordinarily it is the case that mileage rates are determined annually by HM Treasury but recent government statements suggest that emergency measures are being considered as part of the response to the rising cost of living and the wider global events that are making this even worse.
As someone in the union who pays the monthly subscription, I want assurances that Napo are reading our concerns, our anger, our frustrations and fighting for us otherwise what is the point? What is the point in paying? Napo, are you reading these questions and if you are when are these comments going to be answered. We want to be heard this time round and not taken for granted.
You can be absolutely assured that we read understand and try to act on your concerns every day. Napo is a member led union and we take our mandate from you and the responses that we are provided with in the balloting process. Our engagement with members in then ballots we have organised speaks volumes that we are doing everything we can to improve our members prospects.
HI, i have just noticed on payslips that both the employer and employee contributions have gone down significantly, employer from 26.5% to 18.5%, employee from 6.8 to 6.5%.
i do not recall seeing any communications regarding this from the employer or the TU? can you advise urgently please?
Really?
This has been covered in our recent communications and those from the employer. There is absolutely no detriment to pension entitlement . See the Link here https://napomagazine.org.uk/gmpf-employer-contribution-changes-what-it-means-for-your-pension/
I have queried why the employer pension contribution this month has gone down to 18.5% assuming it was an error and am told that this is not an error and was agreed and implemented in April 2026. When I applied for this role it was largely due to the high pension contribution from the employer. It is still being advertised on civil service jobs site as a 28.97% contribution and it was on my offer letter as such. I feel that I have been mis sold the role I was coming into. What can be do about this. Surely it had to be notified to all staff and not just implemented? So we accept a 6% pay offer but get 10% taken off the employer contribution to our pensions? What is going on?
I have not heard anything about this? NAPO? Please respond to this…..
There may have been some information sent out. The changes do not affect the pensions that are currently planned on being paid following a review by GMPF of the funds available to pay those pensions. The percentages can go up as well as down and you won’t lose out
This has been covered in our recent communications and those from the employer. There is absolutely no detriment to pension entitlement . See the Link here https://napomagazine.org.uk/gmpf-employer-contribution-changes-what-it-means-for-your-pension/
Why have our pension contributions reduced by TEN PERCENT? Has this been shared with staff? Are staff aware of this? From what I can gather from my office, no one is aware of this change… What is going on?
This has been covered in our recent communications and those from the employer. There is absolutely no detriment to pension entitlement . See the Link here https://napomagazine.org.uk/gmpf-employer-contribution-changes-what-it-means-for-your-pension/
NAPO – 20 years I have been with this service, I earn just over £16 an hour, I manage risk daily, hardly ever get a lunch break, I’m over worked and stressed. I can go and get a nice receptionist job in a beauty salon with zero stress and earn £15 an hour…. Go figure. With the 6% I will get just over £17 an hour – my hourly wage will increase by 96 PENCE!!!!! Absolute disgrace and only fool us for allowing them to treat us this way year after year. It’s truly shocking. There is no loyalty to staff and certainly not the ones who have been here for this long.
We should all do a mass walk out with or without the unions as they’re useless anyway. What do Napo actually do to support us, to fight for us. Nothing! They roll over and ask for their bellies to be tickled. Meanwhile we are here in the same situation as before. If inflation has now I creased to 3.3% then our 6% is worth no more than 3% or less. There’s no better time to have taken industrial action than now given the changes happening in the CJS. How foolish accepting that offer!
Extremely disappointed that the 6% was accepted, as I would imagine many staff at the top of their pay bands are! I agree with the comments above re. mileage needing to be looked into as an emergency, given that fuel costs so much more than it used to and they took away the essential car user allowance many years ago!
Our employers managed to gas light many into believing CBF was a part of the pay deal and ONLY gave examples of those who were going to get the most money back, never those at the top of their pay bands – and most likely the most experienced and in turn most taken for granted! What does our experience count for these days?
Geographical allowance also needs to be pushed… Oxford University get it and Cambridge University have just gone on strike as the cost of living in these two cities are the second and third most expensive to London, what are NAPO doing to push this. I, like many other staff, am poorer now than I was ten years ago. How is the fair? What do union staff get paid? Would you accept this if it were you? If not then please stand up for us and give us the direction and leadership necessary to ensure we get at least 10% (the saving the employer has made from our pensions) this time around! Thank you!
I couldn’t agree more. I am unable to save at all and have to live over an hour away from my workplace in a shared house, as living within the city is completely unaffordable. Even so, I am barely managing financially, and any unexpected expense means having to rely on credit cards just to get by.
Despite this, I am required to attend the office three times a week for a role that does not justify an office presence more than once per week. The cost of commuting alone is nearly £150 per month, which places a significant and unreasonable strain on my finances.
Under these conditions, continuing in this role is becoming unsustainable, leaving me with little choice but to consider alternative employment.
Can we have an update on the ACAS dispute with the employer around the delay to paying CBF increments please? And an update on whether the employer has given any indication that the increments may be paid in the summer as they were last year (as they were supposed to be paid in April)?
Thanks for contact Napo. This situation is currently ongoing and we are hoping to give an update on this relatively soon
As our employer had gained 8% in being able to cut our pension contributions they have not had a big bill to find for the pay rise and in face have benefitted overall by 2%. NAPO you need to take this in account with the negotiations for our current payrise. IWhat are you doing about the lack of communication and consultation regarding the pension contribution. I know that the actuarial calculations mean that with interest payments on our pension pot the employer can pay less but not affect what we get however they have still saved that much money! Lets see this find its way into our next pay increase where we should be starting negotiations at 6% with an aim of 8%.
Will staff who have already left the service also have their pay automatically backdated, or will I need to contact SSCL? I left in October after 25 years.
i’ve been in multiple calls where they have said that people who left the service will still get back pay up until April 2026, they have said if bank details have changed though to contact them or they won’t be able to pay
Please contact SSCL and keep us informed via info@napo.org.uk of the outcome.
I received the back pay yesterday without having to contact SSCL.
Thanks for letting us Know, Michelle.
If Probation was a PoP, we’d be assessing them as high RoSH as they are causing us ongoing psychological harm, which crosses the threshold for their own definition of serious harm, ‘life-threatening or traumatic, with recovery, physical or psychological, expected to be difficult or impossible.’
Any news on CBF? unions were supposed to have a meeting a couple of weeks ago and we haven’t heard anything! i’m at the bottom of my pay scale but qualified to go up a pay point in April but this hasn’t happened yet????
Hi There, you may have missed the updates issued in the last few mailings. Please read https://napomagazine.org.uk/cbf-pay-progression-delayed-again-as-acas-talks-collapse/
It appears that we are likely to receive the 3.5% pay increase as a 12‑month back payment in April 2027 yet again. This will likely follow another year of protracted discussions between union representatives and the Treasury, with limited tangible progress. By the time any increase is implemented, much of it will effectively be offset by union subscriptions and taxation. This pattern raises ongoing concerns about the lack of meaningful consultation, suggesting that actions, rather than discussions, are what ultimately drive outcomes. Overall, it feels like a continuation of the same issues year after year, with little substantive change.
I honestly don’t understand why we aren’t striking! the unions keep saying it is unacceptable but feels like they are just having discussions and saying how disappointed they are rather than taking action!
My Understanding is that Civil service pay remit has been published now. Is this correct? If so, please can you offer an update with regards to pay negotiations. Is a significant delay something we should come to expect as the ‘norm’ now with regards to receiving our increments? The communication on the whole is relatively poor and I don’t get the impression that this is an issue that is consistently pushed, or at least it’s not communicated as though it is.
Hi There, thanks for getting in touch. We have been sending member emails with updates. You should have received one on Friday. If you are not receiving our emails, please email membership@napo.org.uk confirming your up to date contact details. Best wishes, Napo HQ