Richmond UCU has formally submitted its pay claim for the 2026–2027 academic year, setting out the urgent need to address ongoing real‑terms pay erosion, widening pay gaps with the Higher Education sector, and the continued financial pressures facing staff.
Since 2018, Richmond staff have experienced significant losses in the real value of their pay, driven by sustained high inflation and below‑inflation pay awards. Analysis undertaken by Richmond UCU, using published inflation data and sector pay benchmarks, shows that these losses now amount to between £11,000 and £21,000, depending on grade and spine point. At the same time, salaries at Richmond continue to fall behind those for comparable roles across the HE sector, raising growing concerns about recruitment, retention, and staff morale.
The 2026–2027 claim calls for a meaningful pay uplift beginning in July 2026, alongside a multi‑year approach to restoring lost earnings. Richmond UCU believes that a staged and transparent pay restoration plan is essential if the University is to remain a competitive employer and deliver the ambitions set out in its Strategic Plan.
The claim also highlights the relationship between pay, workload, and staff wellbeing. While formal workload data will be gathered through a further staff stress survey in 2026, members continue to report high and often unsustainable workloads. Addressing pay is a necessary part of reducing financial strain and supporting staff to carry out their roles effectively and sustainably.
Members have also raised strong concerns about pay equity across the institution. As part of this claim, Richmond UCU has conveyed members’ expectation that colleagues on six‑figure salaries voluntarily forgo any pay increase in 2026–27, as a demonstration of solidarity at a time when most staff are experiencing significant real‑terms pay cuts.
Richmond UCU remains committed to constructive negotiations and is seeking prompt engagement from the University Executive Team. We believe that investing in staff pay is essential to safeguarding staff wellbeing, supporting educational quality, and ensuring the long‑term sustainability of the University.
Further updates will be shared as discussions progress.
