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Improving pay for colleagues in Grades 1–5

15 Jun 2026

We’re improving pay for colleagues in Grades 1–5 from June 2026

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We are pleased to share an important improvement to pay for colleagues in Grades 1–5. This means more money going into pay, with higher starting pay across these grades and higher maximum pay in Grades 1–4. 

The changes start from 1 June 2026. More than 1,800 colleagues will see an immediate increase in their June pay, and around 2,600 colleagues will benefit over time from higher maximum pay in their grade. 

This is the biggest improvement to our pay spine since 2010. It supports our commitment to the Real Living Wage and helps us to create a University where colleagues feel they matter and where their work is properly recognised — a key part of our Manchester 2035 strategy. 

We have developed this approach with our campus Trade Unions, focusing the change where it can make the most difference for colleagues. 

What does this mean for me? 

  • Grades 1–5 will start higher than they do now. 
  • Grades 1–4 will also go higher at the top, giving colleagues a higher maximum pay rate in their grade. 

You can see the updated pay spine and read the guide to the changes, which explains what this means for you. 

When will I see the change? 

If you are paid monthly, the change will be included in your June 2026 pay. 

If you are a casual colleague, the new rate will apply to hours worked from 1 June 2026. You will see this in your July pay, in line with normal payroll timings. 

Why are we making this change? 

In May 2026, we made sure all colleagues were paid above the Real Living Wage rate of £13.45 per hour. This was the right thing to do, but it also meant that Grades 1 and 2 each had one hourly rate, with knock-on effects for Grades 3 and 4. 

We also heard clearly through the Colleague Engagement Survey that pay and financial wellbeing matter to colleagues in these grades. 

We committed to looking at how we could improve the pay structure for the longer term and have worked closely with our campus Trade Unions on this. 

After looking at different options, we are focusing these changes on Grades 1–5, where they can make the most difference. Following consultation with their members, Unite and UNISON have accepted this approach. 

What’s next?  

We know that pay and reward come up regularly in colleague feedback and surveys, and that we still have more to do to make sure colleagues feel rewarded and recognised for their contribution. We will continue to review our reward and recognition frameworks and work with our campus Trade Unions, including on the Rewarding Exceptional Performance policy and process. 

Please note, these changes to the pay spine are not part of the annual pay award negotiations which are ongoing and led nationally by UCEA.   

Need more information?