ARE YOU A TEACHER ON THE UPPER PAY RANGE IN A REDBRIDGE SCHOOL?
Despite reaching an agreement with Redbridge Local Authority to remove Performance-Related Pay from the 2024/25 pay policy, Redbridge headteachers are choosing to retain biennial pay progression and in some cases requiring paperwork for progression within the upper pay range this academic year. This is inconsistent with the agreement to remove Performance-Related Pay. The practice of making upper pay range teachers wait two years for pay progression also undermines the national terms and conditions contained in the School Teachers Pay and Conditions Document (STPCD).
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Therefore, Redbridge NEU is asking all affected members to send the letter below to their headteacher.
The NEU is committed to supporting every member unfairly denied pay progression this year. Please speak to your school rep in the first instance. If you do not have a school rep, contact Redbridgebranch@neu.org.uk if you are prepared to step up and be a point of contact for NEU members in your school.
We will update you of the next steps in this campaign to make pay progression annual and automatic for all teachers.
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Dear headteacher,
I am currently on UPS1/2 and expect to be going up the pay spine this year. I understand that is this in line with the Redbridge Model Policy 2024/25 and in line with the terms and conditions contained in the School Teachers Pay and Conditions Document (STPCD) generally referred to as the Burgundy Book. Please see relevant sections of both documents below.
The School Teachers Pay and Conditions Document (STPCD) is clear that teachers are entitled to annual pay progression, including on the upper pay range:
‘Pay progression 19.1. The relevant body must consider annually whether or not to increase
the salary of teachers who have completed a year of employment since the previous annual
pay determination and, if so, to what salary within the relevant pay ranges set out in
paragraphs 13, 14, 16 and 17’ - School Teachers Pay and Conditions Document 2024
Secondly, the Redbridge Model Pay Policy 2024-25, as agreed with all recognised trade unions, does not make provisions for pay progression to be biennial on the upper pay range. The absence of any reference to biennial progression should be an indication in and of itself that this is not supported by the policy.
Additionally, the Redbridge Model Pay Policy 2024-25 is clear about the circumstances when pay progression can be withheld. Only teachers on capability can be denied pay progression in line with Redbridge Pay Policy 2024-25 and the STPCD.
3.2. All Teachers. b) Pay progression may only be withheld if a teacher is in capability
proceedings. Redbridge Pay Policy 2024-25
‘progression may only be withheld if a teacher is in capability proceedings’ - School Teachers
Pay and Conditions Document 2024
Please note that the terms and conditions contained within the STPCD are statutory. As such, I am informed by my union, the NEU, that I will be supported in appealing any decision to withhold my pay this year, including making representation to ACAS.
Please confirm that I will be moved up the pay scale this year, and that I will receive payment that is back-dated to September 2025. As Redbridge Model Pay Policy has removed performance-related pay as of September 2024, please also confirm that I will not need to submit any additional paperwork in order to progress on the upper pay spine.
Thank you for taking the time to consider this letter, and I look forward to your response within the next 5 working days so that I can make arrangements for union representation if necessary.
Thank you,