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Pay awards: Transport and storage

These tables summarise pay awards in the transport and storage sector monitored by the XpertHR pay databank.

See pay awards in other industries.

2021

Organisation - employee group (nos. covered) Effective date Period (months) Terms of latest award
Arriva Rail London - train drivers represented by Aslef (700) 1.4.21 24 Second year of a two-year deal provides for a basic pay rise of 1.9% or a minimum payment of £1,500.
London Underground - operational (spot rate) roles and those in administrative, support manager, operational manager and other manager grades (band 1-3 equivalent) (15,000) 1.4.21 48 Third year of a four-year agreement gives a basic rise of 1.6%. Increase based on formula giving the greater of 1% or February RPI plus 0.2%.
London Underground - employees usually on full performance-related pay (1,250) 1.7.21 12 Basic salary increase of 1.6%. All performance ratings have been suspended for 2021 with no performance-related payments.
Merseyrail - employees represented by TSSA (numbers unknown) 4.4.21 12 Pay freeze for all other than those on a salary at or below £24,000, where a £250 rise is payable (worth 1% on a salary of £24,000).
Milford Haven Port Authority - all staff (180) 1.1.21 12 Basic pay increase of 1.2%.
Port of London - senior management group and grades 1 to 12 (400) 1.1.21 12 Basic rise of 1.1%.
Resonate Group - all employees (160) 1.1.21 12 Basic increase of 1%, plus a further 4% budget allocated for merit-based awards throughout the year.
Royal Mail - employees represented by the CWU including postmen/postwomen and non-operational support functions (126,000) 1.4.21 24

Second stage of two-year pay deal included within framework agreement on "the strategy and future direction of Royal Mail, operational change, pay and job security".

Basic pay and associated rates will rise by 1% from 1 April 2021.

Royal Mail Property and Facilities Solutions - cleaners represented by CWU (numbers unknown) 1.4.21 36 Final year of three-year agreement provides a 3.2% consolidated base salary increase.
TransPennine Express - employees represented by TSSA (numbers unknown) 1.4.21 12 Rise of £250 payable to employees on a salary at or below £24,000 (worth 1% on a salary of £24,000); pay freeze for all others.

2020

Organisation - employee group (nos. covered) Effective date Period (months) Terms of latest award
Abellio ScotRail - drivers represented by Aslef (numbers unknown) 4.10.20 24 Second year of two-year deal gives basic salary rise of 3%.
Babcock Rail - collectively bargained grades (482); management and personal contracts (217) 6.4.20 12 Pay increase of 2%.
Blackpool Transport - bus, tram, engineering and administration staff (630) 6.12.20 24 Second year of a two-year deal gives a rise of 2.2% on core basic and overtime rates.
Caledonian MacBrayne - all employees (1,668) 1.10.20 24 First year of a two-year agreement provides a basic pay rise of 0.6% across-the-board (equivalent to RPI for August 2020 plus 0.1%).
First Tram Operations - drivers represented by Aslef (numbers unknown) 4.11.20 36 Final year of a three-year deal gives a basic salary rise of 3.2%. The increase is based on a formula giving the greater of 3.2% or the rise in RPI.
Highlands and Islands Airports - all (652) 1.4.20 12 Pay rise of £750 for employees at the lowest pay rates.
London Underground - operational (spot rate) roles and those in administrative, support manager, operational manager and manager grades (band 1-3 equivalent) (17,500) 1.4.20 48

Second year of a four-year deal increases basic pay rates/salaries by 2.7%. Rise is based on a formula of February 2020 RPI plus 0.2%.

As part of the deal, pay increases for the third and fourth year of the agreement will be linked to the following formulae:

  • In the third year, from 1.4.21, a rise of the greater of 1% or RPI plus 0.2%.
  • In the final year, from 1.4.22, an increase of the greater of 2% or RPI plus 0.2%.
Lothian Buses - all (2,157) 1.4.20 12 Pay freeze.
Network Rail - operations, maintenance, controllers and band 5-8 employees (28,000) 1.1.20 24

Second year of a two-year agreement gives a rise of 2.2%, based on a pre-set formula linking increase to the level of the RPI for November 2019.

There is also a minimum annual uplift of £575 (pro rata for part-time working). This is worth approximately 3.6% on the lowest adult rate (excluding apprentices).

For those on "Role Clarity" contracts (approximately 5,500 employees): the 2.2% increase is distributed based on performance ratings, and for those at the top of the salary band the increases will be made as a non-consolidated payment.

Port of London - senior management group and grades 1 to 12 (400) 1.1.20 12 Basic pay increase of 2.9%.

Post Office - CWU-represented employees (all non-managers)(numbers unknown)

1.4.20 12

1.5% basic pay rise.

Deal also makes provisions on items including consolidation of incentive schemes; pensions arrangements; voluntary redundancy taper; and commitment to joint review of leave pay in supply chain.

Post Office - middle managers represented by Unite (numbers unknown)

1.6.20 12

Basic salary rise of 1.5%.

Agreement additionally makes changes to working hours arrangements (including removal of paid lunch breaks) and a commitment to a review of pay for supply chain shift managers.

Post Office - senior managers (numbers unknown) 1.7.20 12 Basic salary rise of 1.5%.
Resonate Group - all employees (160) 1.1.20 12 1.75% basic increase, plus a further 3.25% budget allocated for merit-based awards throughout the year.
Royal Mail, excluding Parcelforce Worldwide - junior and middle managers (6,800) 1.9.20 24 Second year of two-year deal provides 2.7% rise on basic salary and overtime/allowances.
Royal Mail Property and Facilities Solutions - cleaners represented by CWU (numbers unknown) 1.4.20 36

Second year of three-year agreement provides a 3.3% consolidated base salary increase.

The deal incorporates a "joint commitment to move cleaners to the Living Wage Foundation pay rate". It states that "to support this, we will jointly track progress towards this commitment and meet annually to discuss progress".

The intention is to move cleaners to the Living Wage Foundation rate in 2022 if this has not been achieved during the three-year period.

Royal Mail Property and Facilities Solutions - engineers, administrative and generic grades represented by CWU (2,000) 1.4.20 24 Final year of two-year deal gives a 2.5% consolidated increase on base salary.
Southern Railway - drivers represented by Aslef (1,000) 1.10.20 60 Final year of five-year deal gives a salary increase of 2.5% (based on a formula giving the greater of that figure or the rise in RPI for August 2020).