Police pay negotiations

18 August 2025: update 3

The PNBS are pleased to share that the pay negotiations between the Staff Side and Official Side have successfully concluded. The Sides met weekly and worked tirelessly over the past few months resulting in a two-year pay agreement and the following outcomes:

• A 4% increase to pay and relevant allowances (with the exception of on-call, see below) with effect from 1 April 2025
• A 3.5% increase to pay and relevant allowances (with the exception of on-call, see below) with effect from 1 April 2026
• Enhanced Maternity/Adoption Pay from 18 to 26 weeks from 1 April 2026 with the option to take weeks 21-31 at half pay plus half the value of Statutory Maternity Pay
• A sustained and significant increase in on-call allowance rates over the period of the pay agreement with a 20% increase on 1 April 2025 and further 20% increase on 1 April 2026 (resulting in a cumulative 44% increase in on-call rates over the period of the agreement)
• Extend overnight allowance provisions to operational international deployments from 1 April 2025
• All mileage rates to align to HMRC rates resulting in removal of 36.9p mileage rates from 1 April 2025 including electric vehicles
• Agreement to extend public holiday compensation entitlements to inspecting ranks (currently only applicable to constables and sergeants) from date of agreement
• Provide entitlement to mileage on a rest day with less than 18 days’ notice from 1 April

This offer includes an inflation guarantee to ensure the increase in pay each year is a minimum of one percentage point higher than the average Consumer Price Index (CPI) rate for the year.

This offer is supported by a commitment to a joint review of annual leave and on-call provisions following completion of the Fraser of Allander Institute Phase Two research. The aim would be to have a joint agreement on the appropriate regulatory approach to these elements by 1 April 2027.

This would include:

• a holistic consideration of the impact of any changes to annual leave provision on the overall wellbeing of police officers in Scotland
• consideration of approaches to appropriately resolve and/or recognise instances where individuals are exposed to excessive levels of on-call
• a review of the appropriateness of the voluntary status associated with on-call

This offer is also supported by a specific commitment to proactively engage with the Fraser of Allander Institute to ensure the following areas are considered as part of the ongoing research:

• Whether current pay levels are appropriate and fully consider the unique nature of policing
• Constable increments and approaches to incremental progression at other ranks (including consideration of Staff Side claim to remove pay point in Inspector pay scale)
• Consideration of the extent to which allowances and other payments appropriately recognise disruption
• Approach to compensation for officers above the rank of sergeant when working on a public holiday

This is supported by a commitment to commence meaningful discussion with the Staff Side through a working group within three months of the Fraser of Allender Institute Phase Two Research being published.

In accepting the offer, the Staff Side emphasised the central importance of the commitments surrounding the Fraser of Allander Institute Phase Two research, specifically requesting the Official Side:

1. Fully engage with the Fraser of Allander Institute’s findings and ensure the agreed working group commences within three months of publication.
2. Commit to implementing meaningful outcomes from the research, particularly on pay levels, incremental progression across ranks, and the recognition of disruption through allowances.
3. Prioritise the principle of pay restoration, ensuring that progress is made to close the gap between current remuneration and what is fair and appropriate given the unique demands of policing in Scotland.

The Staff Side conclude their acceptance letter with a focus on trust and ongoing constructive dialogue.

The PNBS commends both sides for their efforts and agreed outcomes.

4 August 2025: update 2

Pay negotiations have been ongoing with the Official Side and the Staff Side meeting weekly.

On 31 July, the Official Side made a pay offer as follows:

• a 4% increase to pay and relevant allowances (with the exception of on-call, see below) with effect from 1 April 2025
• a 3.5% increase to pay and relevant allowances (with the exception of on-call, see below) with effect from 1 April 2026
• enhanced Maternity/Adoption Pay from 18 to 26 weeks from 1 April 2026 with the option to take weeks 21-31 at half pay plus half the value of Statutory Maternity Pay
• a sustained and significant increase in on-call allowance rates over the period of the pay agreement with a 20% increase on 1 April 2025 and further 20% increase on 1 April 2026 (resulting in a cumulative 44% increase in on-call rates over the period of the agreement)
• extend overnight allowance provisions to operational international deployments from 1 April 2025
• all mileage rates to align to HMRC rates resulting in removal of 36.9p mileage rates from 1 April 2025 including electric vehicles
• agreement to extend public holiday compensation entitlements to inspecting ranks (currently only applicable to constables and sergeants) from date of agreement
• provide entitlement to mileage on a rest day with less than 18 days’ notice from 1 April

This offer includes an inflation guarantee to ensure the increase in pay each year is a minimum of one percentage point higher than the average Consumer Price Index (CPI) rate for the year.

This offer is supported by a commitment to a joint review of annual leave and on-call provisions following completion of the Fraser of Allander Institute Phase Two research. The aim would be to have a joint agreement on the appropriate regulatory approach to these elements by 1 April 2027.

This would include:

• a holistic consideration of the impact of any changes to annual leave provision on the overall wellbeing of police officers in Scotland
• consideration of approaches to appropriately resolve and/or recognise instances where individuals are exposed to excessive levels of on-call
• a review of the appropriateness of the voluntary status associated with on-call

This offer is also supported by a specific commitment to proactively engage with the Fraser of Allander Institute to ensure the following areas are considered as part of the ongoing research:

• whether current pay levels are appropriate and fully consider the unique nature of policing
• constable increments and approaches to incremental progression at other ranks (including consideration of Staff Side claim to remove pay point in Inspector pay scale)
• consideration of the extent to which allowances and other payments appropriately recognise disruption
• approach to compensation for officers above the rank of sergeant when working on a public holiday

This is supported by a commitment to commence meaningful discussion with the Staff Side through a working group within three months of the Fraser of Allender Institute Phase Two Research being published.

The Staff Side has responded to the Official Side offer to let them know the offer will be taken to their members for consultation. Once the full response is received, the PNBS will post an update.

5 June 2025: update 1

The PNBS met on the 2 May 2025 and minutes will be published following approval at the June meeting. The Official Side and the Staff Side are continuing very constructive discussions regarding pay. Both sides commit to ongoing dialogue until pay discussions are concluded.