New Deal - UPDATE 

Despite two rounds of negotiation with the University over UNISON's New Deal for staff (see below), the University has made no concrete offers; committing instead only to reconsider some of the issues at some point in the future.

UNISON continues to believe that the New Deal for UoG staff represents an opportunity for the University to take meaningful local action that demonstrates its commitment to its staff and its values as an employer. UNISON has made clear to the University that we remain open to further discussions, however, we cannot accept the current lack of progress. As a consequence, we are now calling on members to observe our democratically achieved industrial action mandate by taking strike action on 16, 21 and 22 April.

Click here to view our Industrial Action FAQs: Industrial Action FAQs 

A New Deal for University of Gloucestershire Staff 

Over recent years, UNISON has consistently raised concerns regarding the erosion of staff terms and conditions at the University of Gloucestershire.  These concerns relate not only to pay, but also to workload, equality between staff groups, and the University’s ability to recruit, retain, and motivate a committed workforce.

In the context of sustained inflation, increasing sectoral competition for staff, and the ongoing 2025/26 national pay dispute, these issues have become more acute.  The nationally proposed 1.4% pay award does not reflect cost-of-living pressures faced by staff, nor does it adequately support workforce stability or morale.  UNISON believes this presents an opportunity for the University to take meaningful local action that demonstrates its commitment to its staff and its values as an employer.

UNISON therefore calls on the University to implement a New Deal for UoG Staff, comprising the following measures:

1. Fair Pay Now

University had previously budgeted for a 2% pay award for 2025/26, meaning that the 1.4% pay award actually represents a saving, relative to budget.  In light of this, UNISON calls on the University to commit to a one-off, non-consolidated payment to all staff, commensurate in value to the saving.

This payment would provide immediate, targeted support to staff facing ongoing cost-of-living pressures, with particular benefit to lower-paid colleagues, while constituting a manageable financial commitment for the University.

2. Equal Annual Leave Entitlement

UNISON calls on the University to increase the entitlement of lower-paid staff to 37 days’ leave, aligning them with academic staff and Professional Services staff at Grade 7 and above.

This change would promote fairness, reduce inequality between staff groups, and support staff wellbeing.

3. A Shorter Working Week

UNISON calls on the University to introduce a 35-hour working week for all staff, in line with practice across the majority of UK higher education institutions.

This would represent a practical step toward addressing workload pressures, supporting staff health and wellbeing, and improving work-life balance, while enhancing the University’s attractiveness as an employer.

4. Fairer Pay Structures

UNISON calls for an urgent review of grade boundaries and progression structures, undertaken in partnership with the recognised workplace unions.

This review should:

• Improve opportunities for incremental progression at lower grades

• Address structural anomalies, including the limited four-spine point span at Grade 5

• Ensure that grading structures remain fair, transparent, and fit for purpose

5. Secure Jobs and Fair Pensions

Given the current strength and stability of the Local Government Pension Scheme (LGPS), UNISON proposes that the University:

• Dissolve UoGPSL

• Bring affected staff back in-house

• Offer all staff the option to enrol in the LGPS

This would simplify employment arrangements, enhance job security, and ensure equitable access to a high-quality pension scheme.

Conclusion

UNISON believes this New Deal is affordable, achievable, and timely.  Collectively, these measures would ameliorate long-term pay erosion, address structural inequalities, and reinforce the University of Gloucestershire’s reputation as a fair and responsible employer.

UNISON remains committed to working constructively with University management to explore and implement these proposals.  However, UNISON is also clear that meaningful progress is needed to restore staff confidence and morale.

We look forward to engaging in dialogue to move this agenda forward.