1st February 2025
Pay offer explained.
The Industrial Action Ballot result of 16 December 2024 was in relation to pay only.
Teachers’ Pay 2024-25 Offer
- In addition to the incremental progression within salary scales which is payable by contractual entitlement, teacher salary scale points will be revalorised as follows:
- A 5.5% cost of living award for all teachers will be paid from 1 September 2024
- Teaching allowances will be increased by 5.5% paid from 1 September 2024.
The pay award and allowance increases will cost £48.5m in 2024/25 with £83m annual recurring cost thereafter.
Effect of 5.5% uplift in teachers wage;
| Scale Point | September 2023 | Plus 5.5% | September 2024 | Approximate Gross Back dated pay |
| M2 | £30,000 | £1,650 | £31,650 | £1100 |
| M3 | £32,067 | £1,764 | £33,831 | £1323 |
| M4 | £34,458 | £1,895 | £36,353 | £1421 |
| M5 | £37,093 | £2,040 | £39,133 | £1530 |
| M6 | £39,948 | £2,202 | £42,145 | £1652 |
| UPS1 | £43,191 | £2,376 | £45,567 | £1782 |
| UPS2 | £44,753 | £2,442 | £47,225 | £1832 |
| UPS3 | £46,368 | £2,550 | £48,918 | £1912 |
| Leadership Point | ||||
| L10 | £58,776 | £3,233 | £62,009 | £2425 |
| L17 | £69,568 | £3,826 | £73,394 | £2788 |
| L24 | £82,416 | £4,533 | £86,949 | £3400 |
| Teaching Allowance | ||||
| TA1 | £2,282 | £126 | £2,408 | |
| TA2 | £4,609 | £253 | £4,862 | |
| TA3 | £7,192 | £435 | £8,347 | |
| TA4 | £10,897 | £599 | £11,496 | |
| TA5 | £14,705 | £809 | £15,514 |
All pay increases will be backdated to 1 September 2024. Approximate Back pay is based on pay uplift being paid into April Salary.
Part 2 and 3 is a restating of the Jordanstown Agreement. There is no change to the current teachers’ terms and conditions through acceptance of the pay offer.
4 Management Side also recognises that the workforce reviews included recommendations on workload. A range of these have already been implemented, and this agreement commits to progressing a programme of work in conjunction with the NITC across the following 5 themes:
o Workload & Assessment Associated with New Initiatives
o Working Hours
o Consultation
o School Leaders
o Accessibility to Teachers’ Terms & Conditions
The following additional areas that were identified during formal negotiations on pay, have also been agreed for incorporation into the programme of work:
o Workload Agreement 2024/2 & Directed Time Budgets
o Workload Associated with Assessments (Controlled & Statutory)
In conjunction with the Pay uplift, NITC have secured a written commitment with agreed timelines around the implementation of the recommendations of the Workforce Reviews.
5 To underpin the delivery of a long-term, sustained period of stability NITC is invited to:
- Agree that industrial action should only be taken as a last resort in any dispute, and therefore, alongside Management Side, commit to act in line with the Code of Practice: Industrial Action Ballots and Notice to Employers at all times.
- Commit to a period free from Industrial Action and the threat of Industrial Action in the context of the agreed future pay negotiation timeframes and implementation of the agreed work programme.
- Work jointly with Management Side to implement the 2024/25 pay agreement and the delivery of the agreed programme of work and within the context of the Jordanstown Agreement.
Any period of industrial peace will be dependant on Management side ensuring that the conditions are in place to allow it. NITC are, and always have been committed to this, however, where these conditions no longer exist, NITC reserves the right to, as it always has, act in line with Code of Practice: Industrial Action Ballots and Notice to Employers.
6 Management Side are committed to continued transparency regarding timeframes for negotiations on pay. In the current financial climate and annual budget process, Management Side are committed to making a formal pay offer by no later than the end of January of the same financial year, in response to the submitted pay claim.
Teacher Unions recognise that the current system of Funding for the Stormont Executive is not fit for purpose and continues to argue for change. However, given the current arrangements, the commitment from Management Side to make a formal pay offer no later than the end of January is a step forward.
Should the current funding model change, NITC would expect that the timeline for negotiations around cost of living uplifts would move forward to be agreed by 1 September of the year it would apply to.