I’d like to know too.
I was casual April until end of July and also on a fixed term contract at the same time (2 roles at same school) I’m worried that my previous employer will refuse backpay for 4 months of both jobs… is there a particular wording I should use to make my request for backoay does anyone know?

They’re going to review this quarterly and will consider giving the full award when it is financially viable and also consider whether they backdate it.

Where do employees stand on this, I would have thought the organisation was obligated to comply with the rise?

I changed jobs in July- went from one academy to another. I’d like a bit more guidance than old employer may pay if it is requested.
> is there any document/ precedent with a wording about this that I can show my previous employer?

P.s although any extra tax should find its way back to you- the enlarged payment likely to mean more NI is charged overall I think

Thanks and sorry to hear that. I would check with your union (if you’re a member) or otherwise double check with HR to explain the reasoning.

Our trust say their financial year runs from September and because of that our backpay will only be back to the 1st September.

Can this be right?

you might be miffed but there is already differing pay grades…that does not mean the poorer workers should be made exponentially poorer year on year….I am in favor of fixed pay rises…we need a more equitable fairer country….

I’m a union man and have been for over 30 years and have always believed in fair pay for a fair days work, and the role of organized unions in ensuring this, but I must admit I am very disillusioned with what I see.

Completely agree with this post and Luke’s follow up comments. Shockingly uncoordinated approach year on year from supposedly nationwide unions, whose hierarchy seem completely out of touch with their membership. Not surprising I guess when you consider that on average the leaders of the top 30 trade unions in the UK get paid in excess of £150,000 a year! Nothing like being a voice of the working people they supposedly represent!

The press reports suggest they are now turning their attention to the 24/25 award. Well, if this is the case I would have thought that between now and 1st April 2024 (that’s around 135 days) they have plenty of time to arrange a series of Teams meetings of leaders to discuss and prepare a range of draft responses that can be tweaked shortly after any offer is made by employers. It’s really can’t be that difficult!!

Anything lees risks looking as if they are trying to justify their over inflated pay by dragging out negotiations, when in reality it looks from the outside as if they are not fit for purpose.

I’ve been a union rep and seen it from both sides. I been (very poorly) represented at a tribunal and this latest farce hasn’t changed the opinion I’ve had for the last 8 years and that is that membership for a TA with either GMB or other is a very poor investment..