Listed here are the pay deals negotiated by BECTU with the most recent listed first; this list is updated regularly. The End Date column gives the end date of the relevant pay agreement. More information on pay rates and agreements, some subject to member login.
|Area||Pay Review Latest||End Date|
|Kings Place Music Foundation (KPMF)
A 2% pay increase for salaried staff and staff on hourly rates effective from 1 April 2018. KPMF commits to an increase in the minimum rate paid to casual staff over a 3 year plan. This plan does not preclude BECTU from submitting yearly pay claims for salaried staff or for higher increases to the minimum rate.
Members overwhelmingly voted for a 3 year pay deal - 2% for 2017, 2% for 2018, 2.5% or the licence fee settlement if greater in 2019. Other highlights: bring to minimum payments for those staff currently paid below the base for their job in the new job pay range; new minimum salary of £20,000; the % increase for 2019 to be applied to the floors and ceilings of the new pay bands in 2019; consolidated pay increases for staff paid above the new pay ranges for 2017 and 2018. All effective 1 August 2018 More information.
3.5% for 2017-18, 3.5% for 2018- 2019 and 2.5% for 2019-2020. In the third year of the deal the exact level of the increase would be subject to the Consumer Prices Index inflation rate announced in September 2019 with a protected underpin if inflation goes over 3%.
In July 2018 members voted to accept a 1.9% increase effective 1 April 2018. The pay review is to be backdated.
|Brewery Arts Centre||
3% increase across the board with no changes to T&C’s. This is a one year deal & BECTU members voted unanimously to accept it.
Lump sum increases in April, July and August 2018 for staff on permanent, seasonal and fixed term contracts; casuals will receive a 1% increase to the base rate on 1 April 2018 and 1 April 2019. The London Living Wage rate set in November each year will be applied on 1 April 2018 and 1 April 2019 for grades reliant on the LLW. More information here.
Members voted overwhelming in a consultative ballot to accept 3% for grades 1-3 and 4.7% for grades 4-5 with effect from 2 April 2018. Talks continue to overhaul the minimum terms agreement.
|Royal Shakespeare Company||
Increase in line with Living Wage Foundation rates with a 2% increase to all other staff.
Increase in line with Living Wage Foundation rates with a 2.5% increase to all other staff.
Increase in line with Living Wage Foundation rates with a 3% increase to all other staff.
An increase of 30p per hour or 2%, whichever is the greater with effect from 1 April 2018, and a continued commitment to moving towards the living wage.
An increase of 2.75% was applied across the board effective 1 January 2018. BECTU members accepted the offer in a consultative ballot by an overwhelming majority.
January 2018 will see a 2.5% increase on basic rates
The agreement constitutes a pay award of 2.5% structured in three tiers: 3% for all earning less than £30K, 2.5% for those earning over £30K and 1.75% for staff earning over £60K. It is effective from 1 January 2018.
The branch voted for a pay rise of 2.5% in a ballot which closed on 2 January 2018.
From 1 January 2018 for all eligible staff pay related allowances and associated pay bands will increase by 3%.
1 year settlement from 1 October 2017 of 5% increase to £8.50 ph for FOH and cleaners and additional £1 ph (£9.50) for shifts after midnight. Agreement to review contracts in the new year.
Tour guides accepted a 2.9% award in December 2017, backdated to 1 November 2017. Discussions also secured a number of improvements to terms and condition.
A 2.6% increase in base salaries for all eligible employees underpinned by a minimum increase of £750 pa (pro rata for part time workers) and subject to a maximum increase of £2000 pa. The 2.6% uplift will also be applied to those allowances subject to the annual review.
Members voted by a significant majority - 78% in favour, to 23% against - to accept a 2% pay award for 2017/18. The award applies from 1 July.
1% award underpinned by a minimum increase of £341, worth between 1%-2.3% dependant on salary effective April 2017.
Members at Coventry Belgrade have accepted a 3% pay deal across the board, effective from April 2017. The lowest rate of pay will be £8.50 per hour.
The Kennington Park branch accepted an offer from Capita SIS of 2% on all pay and allowances from 1st April 2017, for all staff in the bargaining unit, including apprentices.
|UK Theatres||Members in UK Theatres have accepted the following pay offer: national minimum wage for grades 4 and 5 (increase of 4.2%), an increase of 4.2% for grade 3, an increase of 2% for grades 1 and 2, plus an increase of 1.8% on meal expenses, touring and absence from base, overnight per diem, long stay/tour and call outs. Effective from 1 April 2017.||March 2018|
|Kings Place Music Foundation||Members at Kings Place Music Foundation (KPMF) have accepted a 1.5% pay offer across the board. Effective from 1 April 2017.||March 2018|
|National Theatre||Members at the National Theatre accepted a pay offer of 2% or 35p per hour, underpinned by LLW. Effective from 1 April 2017.||March 2018|
|Glyndebourne||Members at Glyndebourne Opera House have voted to accept the 2% pay offer which will be backdated to 1 January 2017. There is also a commitment to enter into discussions regarding a review of the House Agreement.||January 2018|
|RaceTech||Pay increase 1.85% with a minimum £500, to apply to all staff including trainees (who were appointed at fixed salary levels). Effective 1 January 2017.||December 2017|
|ITV plc||Members accepted a 1.5% increase on basic pay effective 1 January 2017 for all staff earning up to £100K a year. No basic increase applies to staff earning above £100K.||December 2017|
|Lime Pictures||Pay deal to align pay review date with new financial year end runs for 16 months from September 2016 - December 2017. The pay agreement provides 3% for all earning less than £30K, 2.52% for those earning over £30K and 1% for staff earning over £60K.||December 2017|
|SOLT (West End Theatres)||Three year pay deal across two periods, October 2014 - March 2016 (period 1) and April 2016 - September 2017 (period 2). Front of house staff grades 8-9 to receive £1 an hour increase for period 1, and 56p for period 2. Grade 10 staff to receive increase of 89p an hour for period 1, and 51p an hour for period 2.
Technical and other staff to receive 4.5% increase for period 1, and 4.0% for increase (period 2). Pay awards for period 1 expected to be rolled out from 1 Dec.
|Disney||Three-year pay deal provides for 12% increase: 4.5% backdated to 14 August 2014; year 2 and 3 will see increases of 3.5%, or RPI if greater, in August 2015 and 2016. The agreement includes other important changes to terms and conditions. More info.||August 2017|
|Worldwide||1.5% for bands 1 - 5 with a 0.3% discretionary pot from 1 July 2016 - 1 July 2017.||July 2017|
|Immediate Media||2% across the board from 1 July 2016 - 30 June 2017.||June 2017|
|BBC and BBC StudioWorks||1% with an underpin of £400 to salary and London Weighting and the same percentage applied to the floors and ceilings of the grades and fully effective salaries.||July 2017|
|First Security Guards||1.5% across the board from 1 April 2016 - 1 April 2017.||March 2017|
|Ericsson||1% across the board from 1 April 2016 - 1 April 2017.||March 2017|
Members at the BFI have voted to accept the 1% consolidated pay increase across the board for the period 1 November 2016 to 31 March 2017.
|Sheffield Theatres||2% pay award from April 2016, pending the outcome of an overhaul of terms and conditions which delivered substantial rises in November 2016. Sheffield Theatres, at a base level, aspires to pay the Living Wage.||March 2017|
|Birmingham Rep||BECTU has negotiated a 1.75% increase in rates for staff backdated to April 2016.||March 2017|
|Belgrade, Coventry||A 3% award was negotiated for 2016/17 to apply from April. Whilst the Living Wage is not officially incorporated into pay policy, the theatre works to deliver this as a minimum for front of house and casual staff.||March 2017|
|ATOS||Pay deal effective from 1st April 2016. Increase of 2% to basic salary for all staff within the bargaining unit who are in receipt of a performance rating of 3 and above. An underpin of £750 applicable to all on a salary of £37,500 or lower. A cap of £1,000 applicable to all on a salary of £50,000 or higher. The UPA and WOODs allowances for those on ‘days’ conditions will be uplifted by 2% to ensure pay parity between this group and those on ‘hours’ conditions.||March 2017|
|Belgrade Theatre, Coventry||3% across the board increase plus agreement to continue paying the Living Wage; implementation date April 2016.||March 2017|
|Brewery Arts Centre||One year pay deal agreed March 2016. From 1 April 2016 all staff at the venue will receive a pay increase of 7.5%. More information here.||March 2017|
|Glyndebourne||Pay offer of 2% across the board taking place from 1 January 2016.||January 2017|
|ITN||Pay deal effective from January 2016. All salaries up to £100k will receive a 1.4% pay award with a minimum increase of £500. Staff on salaries of £100k and above to receive an additional one day's leave.||December 2016|
|ITV plc||After a day's strike action in May 2015, agreement was reached, following a ballot of members, on a 2.2% pay increase for 2015 and 2016, with an increase of £9K in the redundancy pay cap (up from £36K to £45K) effective 1 September 2015. Staff with more than five years' service will see their leave entitlement increased by two days from 1 January 2016 (pro-rated for part-time staff. More info.||December 2016|
|British Film Institute||1.5% consolidated increase from 1 April 2015 to 30 October 2016 (19 month pay deal). The BFI and UKFC pay scales will receive an uplift of 1.5%. The effective pay increase date will be moved from 01 April to 01 November permanently. The fully paid period of maternity/adoption/shared parental leave will be increased by 4 weeks full pay, effective from 01 October 2015 (i.e. applied to staff whose paid leave started on or after 01 October 2015).||October 2016|
|Shakespeare's Globe||Members voted overwhelming (Sept 2015) to accept a 3% pay award effective 1 November. The agreement followed a long-running dispute which included a day's strike action.||October 2016|
|Royal Opera House||Agreed June 2015: 2.75% across the board backdated to September 2014; further increase of 1.25% to be implemented from September 2015. The current London Living Wage of £9.15 an hour to be applied to affected staff; talks on the LLW will take place in November 2015 when the official rate is reviewed.||August 2016|
|Lime Pictures, Liverpool||Across the board increase of 1% effective 1 September 2015.||August 2016|
|Ritzy Cinema||Lengthy dispute resolved 12 Sept 2014 with agreement on 80p per hour (ph) supplement; immediate rise from £7.35ph to £8.00ph backdated to October 2013. Hourly rate to rise to £8.20ph from 5 September 2014, and to £8.40ph on 2 January 2015, with a further increase to £8.80ph from 4 September 2015. Further pay talks for all staff, excluding projectionists, in June 2016. More information.||August 2016|
|BBC and Studios & Post-Production Ltd||Two year deal: from 1 Aug 2014 increase of £650 for staff earning less than £50,000; £500 for those earning more. All allowances, floors and ceilings of grades increased by 1 per cent. From 1 Jan 2015, additional consolidated payment of £150 for all staff; floors and ceilings of grades to increase by 1.7 per cent. From 1 Aug 2015, pay increase of 2.5 per cent increase for all staff; all allowances, floors and ceilings of grades to increase by 2.5 per cent. More information.||July 2016|
|RSC||Members backed a 2% increase for the majority of staff backdated to April 2015. Rises of between 5-10% were agreed for the lowest paid staff as part of the route to implementation of the Living Wage.||March 2016|
|National Theatre||Agreed June 2015: 2% across the board pay increase. Extension to all depts of provision for holiday pay to reflect overtime earnings, backdated to November 2012. More info here.||March 2016|
|Kings Place, London||Agreed June 2015: 4.5% increase for those on lowest hourly rate, standstill for staff on other hourly rates. 2% for salaried staff. Talks on review for 2016-17 will start in November 2015. More details here.||March 2016|
|Belgrade Theatre, Coventry||3% across the board increase plus agreement to pay the Living Wage; implementation date April 2015. More info here.||March 2016|
|Sheffield Theatres||Two-year deal: Year 1, April 2014 – March 2015, 1.5% increase from 1 April 2014. Year 2, 2% increase from 1 April 2015. Allowances and ancillary payments, including get-out pay, will continue to be paid in accordance with the national UK Theatre (formerly TMA)/BECTU agreement. (Deal endorsed by members February 2014). More details here.||March 2016|
|Glyndebourne||Pay offer of 2% across the board taking place from 1 January 2015.||January 2016|
|Curzon Cinemas||The first UK cinema chain to adopt the Living Wage. Pay for staff based in London to increase to £8 an hour, non-London based staff's pay to increase to £7 an hour, taking effect from 1 October 2014. From January 2015, pay will increase to £8.80 for London-based staff and £7.65 outside London. The new agreement is underpinned by a commitment to pay the Living Wage "as long as the rate does not increase in excess of 3% above RPI". The deal follows the signing of a voluntary recognition agreement between Curzon and the union in January 2014. More details here.||Dec 2015|
|Immediate Media Ltd.||2.5% across all eligible grades accepted by members of the Joint Unions.||June 2015|
|Birmingham Rep||1.3% increase across the board, backdated to April 2014. Settlement agreed late 2014.||March 2015|
|UK Theatre theatres (formerly TMA)||1% increase for 2013-14 backdated to April 2013 for all staff, with 1.3% for lowest paid grades. 2% increase for 2014-15 in six month uplifts payable as 1% from April 2014 and 1% from October 2014. In contrast, the lowest paid staff (grade 5) will receive a 1% increase backdated to April 2014 with 2% in October 2014.
|ATOS||Increase of 2.3% basic salary to all eligible employees with a minimum increase of £925 for those earning £40,135 or lower, and a maximum increase of £1,125 for those earning £48,135 or higher. UPA and WOODs payments to increase by the same amount for staff on days to ensure pay parity between this group and those on hours.||March 2015|
|Red Bee Media||All staff to receive a 2% pay rise across a seven month period (equal to 3.4% if applied to 12 month period). Part time staff to receive pro-rata increase. Deal approved by 87.4% of members. Pay anniversary date moves to 1 April following acquisition by Ericsson. More information.||March 2015|
|City of Birmingham Symphony Orchestra||Two-year deal: April 2014-March 2016. 2014-2015 - 2% increase for earners under £22, 500 and 1.5% increase for everyone else. 2015-2016 - 1% increase for everyone. Both deals consolidated. Deal voted on by members July 2014 with turnout of 88%. 93% voted to accept and 7% voted to reject. More details here.||March 2016|
|Belgrade Theatre, Coventry||3% award for 2014/15. Pensions auto-enrolment scheme set to commence on 1 April 2014.||March 2015|
|English National Opera||Pay review settled January 2014: 1% increase for all grades backdated to 1 Aug 2013, to be followed by 2% increase from 1 April 2014. Annual review to move to 1 April in 2015.||March 2015|
|ITV plc||2.75% or £1000, whichever is the greater, for all staff paid up to £60K, backdated to 1 Jan. Settlement agreed following a consultative ballot which reported on 3 February 2014. More info here.||December 2014|
|Glyndebourne||2% pay settlement effective 1 January 2014.||December 2014|
|BBC Scotland freelances||Increases effective 1 October 2013 ranging from 3-32% dependant on grade. More info here.||Sept 2014|
|Red Bee Media||Pay settlement for 2013/14, 2.1 per cent increase for all staff paid up to £62.5K; 2.6 per cent increase will apply for all staff paid up to £22,000. No member of staff will be paid less than the London Living Wage. More details here.||August 2014|
|Disney Theatrical Group||Three year deal for full-time staff on the Lion King effective August 2011, providing for a 4.75% increase on rates in year one, a 4.25% increase in year two and a 4% increase in year three.||August 2014|
|BBC||£800 increase for all staff (exc senior managers) or 1% whichever is the greater; 1% increase to all allowances and to the floors & ceilings of pay bands. The settlement follows a formal dispute with the BBC. More details here.||July 2014|
|BBC Studios & Post-Production Ltd||£800 increase for all staff (exc senior managers) or 1% whichever is the greater; 1% increase to all allowances. The settlement follows a formal dispute with the BBC. More details here.||July 2014|
|BBC Worldwide||2% increase to the salary bill gives 2.5% for grades G1-4 on basic salaries of up to £25K; 2% for those same grades on salaries between £25,001 - £49,999; 1.75% for those grades on basic salaries over £50K.||June 2014|
|Immediate Media Ltd||2.5% increase subject to a minimum increase of £600 effective 1 July 2013.||June 2014|
|Wilson James (BBC Contractor)||A £675 flat rate increase applies across the board from 1 July 2013. More details here.||June 2014|
|Atos||2.75% increase for all staff (subject to performance rating of 3 or above); the minimum increase will be £750. A maximum increase of £1500 applies to all paid above £57,699. UPA & WOODS allowances for staff on days conditions to be increased by 2.75%. Settlement applies from 1 April 2013.||March 2014|
|RSC||Pay increase of 2.25% accepted in a ballot of members in May 2013. Award backdated to 1 April. Settlement includes new long service award for 30 years service.||March 2014|
|Birmingham Hippodrome||Pay increase of 2.7% accepted with effect from 1 April 2013. More here.||March 2014|
|Phoenix (BBC contractor)
||Technical support staff transferred from employment with Atos receive a 2.75% increase with effect from 1 April 2013. Minimum increase £750 subject to a cap of £1500. WOODs allowances also subject to the 2.75% increase.||March 2014|
|Steria (BBC contractor)||Staff who provide finance services awarded a 2% increase with effect from 1 April 2013.||March 2014|
|SIS OBs||1.75 per cent increase with effect from 1 April 2013; discussions on PRP will ensue; management says PRP will deliver 3 per cent on average in 2014-15.||March 2014|
|BBC Club||3% increase across the board with effect from 1 April 2013.||March 2014|
|City of Birmingham Symphony Orchestra||Two-year deal based on 1% for 2012-13 and RPI for 2013-14 (capped at 2.5 per cent, subject to a minimum increase of one per cent).The pay deal follows several years of wage freezes and/or non-consolidated awards. More here.||March 2014|
|Sheffield Theatres||Two year pay agreement starting 1 April 2012; 2 per cent increase in both years, second year subject to cuts programme. More here||March 2014|
|Glyndebourne||Members voted (May 2013) to accept a 2 per cent pay award backdated to 1 January 2013.||December 2013|
|MTV||Member accepted a 3% pay increase with effect from January 2013.||December 2013|
|Clearcast||January 2013 will see a 2.6% increase on basic rates in addition to the agreed bonus.||December 2013|
|ITV plc||In December 2012 union members voted to accept a pay award of 2.75% plus an extra day's leave. More here.||December 2013|
|Mitie Security (BBC Scotland)||2% increase in 2011, 2012 and 2013 (a review of the agreement will take place at the end of 2012). Effective 1 January 2011.||December 2013|
|Ritzy Cinema||Three-year pay deal agreed Dec 2010. This provides for a 3.4% increase for 2010/11 (backdated to 1 October) to be followed by a 3.4% increase for 2011/12 and 2012/13.||September 2013|
|Red Bee Media||Two year pay deal effective 1 September 2011. Year one, 2% plus discretionary bonus for all staff paid up to £60K; discretionary bonus only for staff above £60K. Year 2, 1.5% for all staff paid up to £60K; plus 1% discretionary award, plus discretionary performance bonus. Discretionary award/bonus only applies to staff paid above £60K in year 2.||August 2013|
|Royal Opera House||2% pay increase across the board effective 1 September 2012. (3% applies to staff paid below the London Living Wage of £8.30 ph). Recognition agreement also extended to cover freelances in the technical departments. More info here.||August 2013|
Immediate Media (formerly Worldwide magazines)
|A 1.5% increase across the board was accepted by staff in late July 2012 with the award set for implementation from 1 August 2012 with backdating to 1 July 2012.||June 2013|
|SIS OBs||In Sept 2012, BECTU members secured a 2% increase backdated to 1 April 2012 after a dispute which threatened industrial action. More info here.||March 2013|
|ITFC||2% pay increase for 2012-13, linked to the appraisal scheme. Agreement reached in July 2012 with payments backdated to 1 April 2012.||March 2013|
Rates increased by 2.75% after a ballot of members in May 2012. 12 month award backdated to 1 April 2012. More here.
Rates increased by 2.5 per cent from 1 April 2012 after members voted unanimously in favour of acceptance. Increase to be backdated for permanent and casual staff. The negotiations also secured an increase in holiday entitlement and a newer lower contribution rate to encourage pension take up. More info here.
Birmingham Repertory Theatre
A two-year settlement for all staff for the period April 2011-April 2013, paid in two instalments: 1% increase on basic salary paid from October 2011 but backdated April 2011; 1.5% increase on basic salary from the beginning of April 2012.
A 2 per cent increase on basic rates linked to a bonus based on 7.5 per cent of gross salary.
An increase of 3.25% for all staff paid up to £75K plus a £500 non-consolidated payment in January 2012. Staff paid above £75K to receive £1000 on a non-consolidated basis. More info here.
|ITV plc||An increase of 3% for all staff paid up to £60K with a £250 non-consolidated bonus to be paid in January. Staff covered by a collective agreement and paid above £60K will also receive the basic award. More info here.||December 2012|
|Siemens (BBC contractor)||Two year pay deal effective 1 January 2011: for 2011 2.5% across the board followed in 2012 by PRP drawn from a sum equivalent to 2.5% of the pay bill (PRP pilot runs in 2011).||December 2012|
|FAA (Background Artistes)||5.2% increase applies to all rates with effect from 1 July 2011.||December 2012|
Management to distribute 3 per cent of the wage bill in performance related pay awards.
|TMA theatres||2% increase from 4 April 2011, followed by 1% for grade 5 only from 3 October 2011. Several other allowances/payments also revised.||April 2012|
|Aramark (BBC contractor)||2% pay increase effective 1 October 2011.||Sept 2012|
|Cineworld projectionists||3% increase with effect from 1 October 2011.||Sept 2012|
|Capita (BBC contractor)||2% pay increase effective 1 August 2011.||July 2012|
|BBC||2% across the board for all staff subject to a salary cap of £60,302. Minimum increase of £400 applies.||July 2012|
|BBC Studios and Post Production Ltd||2% pay award with effect from 1 August 2011 applies to all staff subject to a salary cap of £60,302 (minimum increase £400). The increase applies to all allowances and to the floors and ceilings of salary bands.||July 2012|
|Ulster TV plus||
2.5% or a flat rate £600 pay increase (whichever is greater) applied from 1 July for permanent staff (UTV Television, UTV Internet, Tibus, U105 and Group functions) based in Northern Ireland. Exceptions: staff who are red-circled, on probation or involved in a formal performance review process. Staff on a developmental path/in training will be progressed through their grade.
|BBC Worldwide||2% increase for staff under target salary or £500 whichever is the greater effective 1 July. Staff over target salary will receive £500.||June 2012|
|Johnsons Controls (BBC contractor)||3.05% increase effective from 1 July.||June 2012|
|Technicolor Film Lab||1.75% rise for operational/technical staff covered by the union's collective agreement, effective 1 July 2011.||June 2012|
|Capita SIS (Secure Information Systems)||2% effective July 2011.||June 2012|
|Motorola Solutions||2% effective July 2011.||June 2012|
|Arqiva||3% effective from 1 July 2011.||June 2012|
|Babcock Defence Communications||2.5% effective from April 2011.||March 2012|
|Babcock Broadcast Communications||2% increase backdated to April 2011 offered and accepted in a consultative ballot in Sept 2011.||
|Swiss Post (BBC contractor)||Agreement on a flat rate consolidated increase of £600 effective 1 April 2011.||March 2012|
|RICOH (BBC contractor)||2% increase applies from 1 April.||March 2012|
|ITV plc 3sixtymedia/The London Studios||3% increase for all posts covered by the collective agreement. (Outside of the agreement anyone paid above £60K will be on a standstill). The accepted offer also includes £120 in company shares plus £180 in cash.||December 2011|
|Glyndebourne||3.5% pay increase agreed for 2011.||December 2011|
|Odeon Cinemas||3% increase effective 1 January 2011.||December 2011|
|Royal Shakespeare Company||2% increase across the board.||TBC|
|Scottish TV||2.5% increase effective from 1 January 2011; agreement includes possibility of a further 2.5% paid as a one-off bonus dependant on the company's performance.||December 2011|
|City of Birmingham Symphony Orchestra||£300 non-consolidated payment to be paid in two parts of £150: one in July 2011 with the remainder to follow at the end of the financial year.||March 2012 (TBC)|
|Birmingham Hippodrome||1.5% increased backdated to April 2011; additional review scheduled for October 2011.||October 2011|
|Eden Court Theatre, Inverness||2% increase for all staff backdated to 1 October 2010.||Sept 2011|
|Cineworld||3% increase for projectionist and technical staff effective 1 October 2010.||Sept 2011|
|Walt Disney (Theatrical) Ltd||4% increase for full-time staff working on the Lion King effective 23 August 2010.||August 2011|
|Film Construction Crews||5% increase on the basic weekly rate for all grades. Effective 23 August 2010.||July 2011|
|Balfour Beauty||Two year deal agreed in May 2010 providing a £300 non-consolidated increase for 2009/10 to be followed by a 3.01% consolidated increase on rates for 2010/11.||July 2011|
|Capita (BBC contractor)||Flat rate consolidated increase of £475 subject to a salary cap of £37,726.||July 2011|
|Technicolor Film Lab||1.5% increase backdated to 1 July 2010.||June 2011|
|Soho Film Lab||1.8% increase for all staff covered by the agreement effective 1 July 2010.||June 2011|
|Wilson James (BBC Contractor)||2% increase on all rates and allowances effective 1 July 2010 but conditional on a change to the pay date from the end to the 11th of the month. Repayable transition payment agreed as part of the settlement.||June 2011|
|BBC Worldwide||£400 consolidated award for grades 1-4 effective 1 July 2010. Staff below target salary will be fast-tracked to the target with effect from 1 July 2010. A comparison with market rates to determine increases for UK staff on senior grades.||June 2011|
|Arqiva||Pay increase of £1375 for those earning up to £55K (over £55K the increase is 2.5%) effective 1 July 2010. The settlement follows a disputed pay freeze for 2009/10.||June 2011|
|Ulster TV||Flat rate increase of £600 or 2.5%, whichever is the higher, effective 1 July 2010.||June 2011|
|Belgrade Theatre, Coventry||3% increase on all rates effective 1 May 2010.||April 2011|
|Birmingham Repertory Theatre||2% increase on all rates effective 1 May 2010.||April 2011|
|Birmingham Royal Ballet||2.6% increase on all rates effective 1 May 2010.||April 2011|
|FAA (Background Artistes)||No change to daily rates for 2010/11, but travel allowanced increased by 7% effective May 2010.||April 2011|
|Steria (BBC contractor)||2% increase applies from April 2010 to March 2011.||March 2011|
|National Theatre||15p increase on the hourly rate for all staff equivalent to a 1.2% increase in the pay bill. Increase backdated to 1 April 2010. (Review agreed 23 Dec 2010).||March 2011|
|Birmingham Hippodrome||2% increase on all rates with effect from 1 April 2010; a further review is scheduled to take place in November.||March 2011|
|Swiss Post Solutions Ltd (BBC Contractor)||Basic 2.5% consolidated increase for all staff on the BBC contract; pay settlement underpinned by agreement to pay staff employed at the 2010 review date a minimum of £7.85 per hour (the London Living wage) by April 2011. Pay offer accepted by consultative ballot 6/8/10.||March 2011|
|BBC Natural History Unit||£5 flat rate increase on the minimum daily rate for both the 'competent' and 'experienced' categories of freelance wildlife camera crew. Effective 1 April 2010.||March 2011|
|Siemens (BBC contractor)||Flat rate, consolidated, increase of £300 from 1 January 2010. Talks continue on a performance related pay scheme with a deadline of 31 July 2010.||December 2010|
|ITV plc||Pay freeze for 2010 but £340 equivalent in shares and non-consolidated bonus confirmed in March 2010.||December 2010|
|English National Opera||2% increase for those on salaries up to £30K; 1.5% for salaries over £30K and up to £50K; standstill for those on salaries over £50K. Increases effective 1 August 2009.||July 2010|
|Wilson James (BBC contractor)||2% increase effective 1 July; the agreement will require a change of pay date for some staff.||June 2010|
|Birmingham Hippodrome||1.5% for 2009/10 (0.5% paid in July, 1% paid in December, both figures backdated to April 2009).||March 2010|
|Royal Opera House||1% consolidated plus £400 as a one-off payment with effect from 1 April 2009. The settlement also establishes that apprentices will be paid NMW plus 2% in year one and NMW plus 5% in year two.||March 2010|
|Johnson Controls (BBC Contractor)||Two year deal confirmed in Dec 2009: £300 non-consolidated for 2009; minimum 1% consolidated for 2010||TBA|
|SOLT theates||2.5% increase from October 2009 (the award is an interim arrangement pending the conclusion of talks on a new agreement).||March 2010|
|TMA theatres||2% increase from 6 April 2009, followed by 1% increase from 5 October 2009||March 2010|
|National Theatre||2% increase, effective 1 April 2009, on all rates and allowances in the BECTU/NT agreement.||March 2010|
|Freelance construction crews||3% increase effective 18 August 2009 for year two of a three-year deal with PACT which will see an RPI increase implemented for 2010/11||August 2011|
|Edinburgh International Festival Society||3% increase on rates along with increase in holiday pay.||End of 2009 Festival season|
|BBC Studios and Post Production Ltd||Flat rate increase of £450 for all staff earning below £60K from 1 August||July 2010|
|BBC||Flat rate increase of £450 for all staff earning below £60K from 1 August; pay freeze applied to all staff with earnings above £60K.||July 2010|
|Deluxe Laboratories||3.25% increase from 1 July||June 2010|
|FAA (Background Artistes)||5% increase effective 1 April||March 2010|
|3% across the board, covers technical, front of house and box office staff.||March 2010|
|Culture and Sport Glasgow||2.5% across the board||March 2010|
|Sadlers Wells Theatre||2.5% across the board for all technical, front of house and box office staff||March 2010|
|ITV plc||From 1 January 2009: all full-time staff earning up to £25K, 4.2%; all full-time staff earning £25,001 - £40K, 2.5%; all full-time staff earning £40,001 - £60K, 2.1%. Pay freeze applied to all staff earning over £60,001.||December 2009|
|Wales Millenium Centre||3.1% increase for the stage technical department||December 2009|
|Belgrade Theatre, Coventry||3% across the board for all staff||March 2010|
|English National Ballet||2.7% increase for all technical grades.||March 2010|
|Royal Shakespeare Company||3% increase across the board for technical, production, front of house, and box office staff||March 2010|
|Disney Theatrical Productions||4% or RPI, whichever is the greater, for technical staff working on Lion King in the West End (Year 3 of 3 year deal)||August 2010|
|Disney Theatrical Productions||4% or RPI, whichever is the greater, for technical staff working on Lion King in the West End (Year 2 of 3 year deal)||August 2009|
|Welsh National Opera||3%, includes Cardiff Theatrical Services (Year 3 of 3 year deal) (Details)||April 2009|
|Odeon||3%, or 3.5% depending on inflation, for projectionists (Year 2 of 2 year deal)||January 2009|
|ITV||Increase based on October 2008 RPI (Year 2 of 2 year deal) (Details)||January 2009|
|BBC Scotland freelance||2%||October 2008|
|SOLT (West End Theatres)||4.8%||October 2008|
|Disney Theatrical Productions||5% for technical staff working on Lion King in the West End (Year 1 of 3 year deal) (Details)||August 2008|
|Siemens SIS and SECL (formerly BBC Technology)||2.15% (Year 2 of 2 year deal) (Details). In Siemens SIS further negotiations resulted in 3% increase.||August 2008|
|BBC Resources||2% and £400 (Year 2 of 2 year deal) (Details)||August 2008|
|BBC||2% (Year 2 of 2 year deal)||August 2008|
|Wilson James||3.8% for Wilson James BBC security staff||July 2008|
|Johnson Controls||4% for Johnson Controls BBC facilities management staff||July 2008|
|Royal Opera House||4.5% until Sepetmber 2009||April 2008|
|National Theatre||Front of house and catering 17.6% (Year 2 of 2 year deal), other staff 3.25% for 2008-2009||April 2008|
|Sadlers Wells Theatre||4%||April 2008|
|TMA (Outside London theatres)||3.5% minimum hourly rates, 3% other payments and allowances, 0.5% increase in employer's pension contributions||April 2008|
|Birmingham Hippodrome||4.1%||April 2008|
|Birmingham Royal Ballet||2.7%||April 2008|
|Welsh National Opera||3%, includes Cardiff Theatrical Services (Year 2 of 3 year deal) (Details)||April 2008|
|Odeon||2.7% for projectionists (Year 1 of 2 year deal) (Details)||January 2008|
|Glyndebourne Opera||8%, 2 year deal runs January 2008 to December 2009||December 2009|
|ITV||4.2%, £1,000 increase in redundancy pay cap, initiatives to encourage greater take-up of defined contribution pension scheme (Year 1 of 2 year deal) (Details)||January 2008|
|London International Film School||4.2%||January 2008|
|FAA (Film Artistes Association)||5.5%||November 2007|
|BBC Scotland freelance||4% (Details)||October 2007|
|SOLT (West End Theatres)||5%, 1.5% increase in matched pension contribution||October 2007|
|Siemens SIS and SECL (formerly BBC Technology)||4%, £1,000 minimum rise (Year 1 of 2 year deal)||August 2007|
|BBC||4%, £1,000 minimum rise (Year 1 of 2 year deal)||August 2007|
|English National Opera||RPI plus 0.5% (Year 3 of 3 year deal) (Details)||August 2007|
|CBSO (City of Birmingham Symphony Orchestra)||4.6% (next review date April 2008)||July 2007|
|Soho Images||3% (Details)||July 2007|
|National Theatre||Front of house and catering 9% (Year 1 of 2 year deal), other staff 2.76%||April 2007|
|Sheffield Theatres||4%||April 2007|
|Birmingham Royal Ballet||3.5%||April 2007|
|Birmingham Hippodrome||4.4%||April 2007|
|Welsh National Opera||3.8%, includes Cardiff Theatrical Services (Year 1 of 3 year deal)||April 2007|
|ITV||£303 part cash, part shares bonus||April 2007|
|BBC Resources||4%, £1,000 minimum rise (Year 1 of 2 year deal)||April 2007|
|Film construction crews||9%||April 2007|
|TMA (Outside London theatres)||4% Grades 1-4, 3% all other minimum pay rates, 0.5% increase in employer's pension contributions||April 2007|
|Royal Opera House||3.5% (Details)||April 2007|
|VT Communications (formerly Merlin) (BBC international transmitters)||4.6% (Year 1 of 2 year deal)||April 2007|
|Birmingham Repertory Theatre||1.9%-3.6% or rate of inflation if greater (Year 2 of 2 year deal)||April 2007|
|Glyndebourne Opera||3.9% pay and allowances with an increase to matched employer's pension contribution from 2% to 5%.||January 2007|
|SOLT (West End Theatres)||3.4% (40k pdf))||October 2006|
|Downtown Radio (Northern Ireland EMAP)||3%||October 2006|
|BBC||2.8%, night pay (low rate) increased by 6.4%||August 2006|
|Red Bee Media (formerly BBC Broadcast)||3%, minimum £800 bonus, £1000 bonus for almost all staff with more than 12 months service (Details)||August 2006|
|English National Opera||4.3% (Year 2 of 3 year deal)||August 2006|
|Soho Images||3%||July 2006|
|BBC Worldwide||2.6%||July 2006|
|London Studios (ITV)||2.5% for grades affected by new conditions||July 2006|
|Ofcom||Increases for each performance level based on May 2006 RPI of 3% (staff get increases through performance review scheme except those on ITC terms retained after TUPE). Results in 71% of administrators, associates and senior associates (grades covered by recognition) receive increase equal to or more than 3%. In future the May RPI figure will be used each year to 'fix' the band three pay recommendation band.||July 2006|
|UTV (Ulster TV)||2.5% increase in basic salary, 1% employer contribution to UTV Defined Benefit Pension Scheme (no increase in employee contributions). Company also putting 5.3m into the pension fund over the next three years. Nothing additional for those in Defined Contributions pension scheme.||July 2006|
|ITV||£500 part cash, part shares bonus for contribution to company's 2005 performance.||April 2006|
|TMA (Outside London theatres)||3.3%, 0.5% increase in employer’s pension contributions||April 2006|
|Siemens Business Services Media (formerly BBC Technology)||3% (Details)||April 2006|
|BBC Resources||2.5% (Details)||April 2006|
|Technicolor Film Laboratory||3.5%||April 2006|
|RSC (Royal Shakespeare Company)||2.5%||April 2006|
|Lyric Theatre, Belfast||3.5% cost of living allowance||April 2006|
|Birmingham Hippodrome||3.4%||April 2006|
|Birmingham Royal Ballet||2.4%||April 2006|
|Sheffield Theatres||2.5%-3.5%||April 2006|
|Birmingham Repertory Theatre||2.4%-4.7% (Year 1 of 2 year deal)||April 2006|
|CBSO (City of Birmingham Symphony Orchestra)||2.4%||April 2006|
|National Theatre||2.75% increase on rates of pay and allowances, with a minimum hourly rate of £6.25 which represents an increase on minimum rate of about 9%.||April 2006|
|S4C||2.4%, salary less than £25,000 receive welcome rise of £1,000, working week reduced by 30 minutes, extra day’s annual leave per year of service after first five years up to a maximum of five extra days.||February 2006|
|English National Opera||3%, £50 increase in employer’s pension contributions (Year 1 of 3 year deal)||August 2005|
From 1st January 2018 for all eligible staff all pay, pay related allowances and associated pay bands will increase by 3%. (All eligible staff excludes only those such as senior management who have made their own arrangements with the company.)