The branch can now report the results of UNISON’s industrial action ballot on the NJC pay offer for 2026-27.
The headlines in West Sussex:
- In our largest employer (the largest by far), West Sussex County Council, members voted for strike action with an 80% YES vote. However, the turnout of members who voted was 28.5%, significantly less than the government’s mandatory participation rate of 50% for a strike ballot to be lawful;
- Members in 13 separate employers in West Sussex were targeted for balloting (this is because some schools are treated legally as separate employers, as are all academy schools);
- We got over the government’s 50% ballot threshold in only 1 of these (a school – Bourne Community College – but this would not be on its own a large enough employer to take industrial action which would have an impact).
The headlines nationally:
When the results of 511 targeted employers UNISON balloted were analysed at a national level by the union’s elected NJC Committee of reps, it was decided there was no possibility of organising industrial action which would improve the national pay offer.
Aggregate turnout across the 511 employers was 28.4% and we simply did not get across the threshold in enough large employers to make industrial action viable.
It should be noted that the Tory government’s 2016 Trade Union Act which introduced 50% thresholds has been superseded by the Labour government’s Employment Rights Act 2025, and the 50% thresholds in strike ballots are due to be repealed imminently when new regulations are laid by Parliament.
It is also the case that electronic balloting – replacing outdated postal voting for most members – is also imminent.
What this means for your pay
UNISON of course accepts the verdict of its members and that is that insufficient numbers of members would be prepared to take action to improve the 3.3% offer made.
We therefore anticipate that the claim will be settled shortly for 3.3% and this applied to pay packets as soon as possible thereafter. In West Sussex, this is highly likely to mean the award will be applied from September 2026 and backpay (for the 5 months from April to August) will also be paid in the September payroll.
Backpay for members who have left employment since 1 April 2026
Members who have left employment of any NJC employer (not just those we balloted) since 1 April 2026 are entitled to be paid back pay in arrears, and for this to be added to their local government pension, if they are a member. Members should contact WSCC Payroll to request this.
Universal Credit
Some UNISON members covered by the 2026-27 NJC pay settlement will be in receipt of Universal Credit. The pay award may result in a reduction in the amount of Universal Credit individuals receive as earnings will rise.
The 2026-27 NJC pay settlement is backdated to 1 April 2026 which means that employers will also be making a one-off payment of back pay owed to their employees.
This means that in September 2026 employees are expected to receive their new rate of pay, plus 5 months of backpay for the 3.3% increase (for April to August).
This may have an impact on universal credit payments in the following month/s. As Universal Credit is based on individual members’ own, personal circumstances, UNISON does not know exactly how individual members may be affected and cannot provide advice to individuals.
We suggest that members in receipt of Universal Credit who think they may be impacted in this way should contact their Work Coach. Members should explain to their Work Coach that whilst there has been a pay rise that increases basic monthly income, there has also been a one-off back payment that will not form part of regular monthly income. You can contact your Work Coach online or call the Universal Credit Helpline on 0800 328 5644.
Student loan repayments
If a member has a student loan and, if the receipt of the backpay lump sum puts the individual above the monthly repayment threshold, then a student loan repayment will be deducted from wages. However, if in the following months, wages return to below the relevant monthly repayment threshold then further student loan repayments should not be taken. At the end of the tax year if total wages for the year are below the annual student loan repayment threshold then the employee can request a refund of the student loan repayment/s that they have made.
Details on how to get a refund can be found here and information on student loans can be found here.
Please note, UNISON is not able to give personalised advice about student loan repayments. The repayment thresholds vary depending on which student loan/s the individual received.