Dear Brother/Sister
New pay offer – Executive Council assessment and recommendation
Members will be aware of the revised pay offer made by the employers following the meeting of the National Joint Council (NJC) this week. This offer is for an increase in pay rates and CPD of 7% backdated to 1 July 2022 and an increase in pay rates and CPD of 5% from 1 July 2023. There are other elements of the employers’ letter (in relation to retained members, control members, pay progression and CPD) and further information will be issued on these shortly.
As explained in circular 2023HOC077MW, a ballot of members will commence on Monday 20 February 2023 and conclude on Monday 6 March 2023.
The Executive Council unanimously agreed the statement set out below:
Executive Council assessment of new pay offer from fire service employers
Employers shift on pay
- This offer of 7% and 5%, represents a significant shift by the Fire Service Employers, who initially made an insulting offer of 2% in June 2022. The shift is testament to the collective strength and determination of FBU members who united to reject (by 79%) a subsequent 5% pay offer. Members then delivered a remarkable 88% Yes vote (94% in Northern Ireland) for strike action.
- It is clear evidence of the effectiveness of collective bargaining and negotiation, as opposed to government imposed so called ‘pay review bodies’.
No strings – an offer to talk
- This is the first time the employers have formally recognised the importance of key demands made by the FBU for our Control and our Retained members as well as issues around pay progression and CPD. The proposals include mechanisms to address these matters by negotiation and agreement with the FBU. This section of the letter does not place conditions on the pay offer, it merely makes an offer to discuss the matters highlighted – all of which have been raised by the FBU based on the policies of the union as agreed by FBU conference.
4. To be clear, the pay offer of 7% and 5% is an unconditional offer – there are no strings attached.
Pay and inflation
5. While recognising that this is a significant shift from the employers’ previous position, the offer still amounts to a real terms pay cut for 2022. To be clear, whatever decision members make in relation to this offer, the campaign to improve pay in our service will continue.
6. For 2023, the picture is different. The Office for Budget Responsibility (OBR) has made forecasts for inflation. For our pay round, the correct measure is inflation from July to June – not the calendar year. The forecast is currently for inflation of 3.4% over the 12 months from July 2023. If this forecast proves accurate, the 2023 increase would mean an increase in real wages.
Other proposals – London ‘offer’
7. An offer of 6% for 2022 and 5% for 2023 was made for London members. This offer was conditional on London members removing themselves from any UK-wide strike action. This offer was not made by the National Joint Council (NJC) employers. This had the potential to be divisive and damaging to our campaign for fair pay for all in the fire and rescue service and our campaign to resist the government’s White Paper which seeks to remove our current collective bargaining arrangements for pay.
The new 7% and 5% offer is a clear improvement on the ‘London offer’ as:
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- It is a UK-wide offer for all members
- It is a higher offer
- It protects the NJC and national collective bargaining
Making a decision
8. In making a decision on how to vote, FBU members will need to assess and weigh up the positive gains made over the months of campaigning, against the negatives. FBU members have shifted the employers from a single year offer of 2% to the new two year offer of 7% and 5%.
9. The Executive Council is clear that the offer, and a potential settlement based upon it, should not be seen as setting a maximum for other public sector workers. The FBU fully supports all workers currently engaged in struggle over pay. If the FBU agrees pay for 2022 and 2023, that will not end our campaign to improve pay for our profession and funding for our service. We call on all members to offer practical solidarity to all workers involved in strikes for improved pay.
10. FBU members have forced the employers to shift their position and this is welcome. However, we are aware that many employers and Chief Fire Officers had argued against improving the pay offer and now seek to obstruct the revised offer.
11. So far, our campaign has maintained unity, delivered increased pay offers on a UK-wide basis and demonstrated the collective strength of FBU members at every stage. We congratulate members on your determination and unity.
12. The FBU strike mandate remains live. If the offer is accepted, strikes will not be called and the trade dispute will be settled. The decision on this offer will now be made only by members of the Fire Brigades Union.
The Executive Council has assessed the different elements set out above.
The Executive Council has unanimously concluded that, on balance, it is recommended that members should accept the pay proposal from the employers.
Yours in unity
Matt Wrack
General Secretary
