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In July 2023, UCL announced significant improvements to pay. The majority of the changes were implemented on 1 Dec 2023. Below FAQs are in relation to the second phase, effective from 1 April 2025.
In July 2023, UCL announced significant improvements to pay. The majority of the changes announced were implemented on 1 Dec 2023. However, as part of the second phase of the planned improvements, from 1 April 2025, following changes will be made to Grade 7 Research Fellow minimum starting salary, Grades 8 salaries at the bottom and the top of the scale, and Grade 9 salaries at the top. These changes are applicable to the non-clinical UCL pay scale (updated scale here).
For this second phase of the changes, frequently asked questions are below; you can also read the full announcement from July 2023 and the previously published frequently asked questions in July 2023. If you have any further questions, you can email them to reward@ucl.ac.uk.
What is changing for G7 Research Fellows on 1 April 2025?
Any Research Fellow/Research Associate, who’s on SP30, will move to SP31, regardless of being in probation or not. Staff not in probation and eligible for an auto increment on 1 Aug 2025 will progress to SP 32 on that date.
What is changing for G8 staff on 1 April 2025?
Any G8 who’s on SP38, will move to SP39, regardless of being in probation or not. Staff not in probation and eligible for an auto increment on 1 Aug 2025 will progress to SP 40 on that date.
Furthermore, there will be a new contribution point (SP 48) added at the top.
Please also see below for changes happening at the top of the G8.
What is changing on 1 April 2025 for staff on G8 SP44 and G9 SP50?
Unless staff are within the capability or disciplinary process, they will be moved up to the new yellow Progression Points, ie. for G8 SP45 and for G9 SP51. This is how it will work on 1 April 2025:
- G8 - anyone in the top spinal (blue) point, i.e. SP 44 on or before 1 December 2023, will increment to SP 45.
- G9- anyone in the top spinal (blue) point, i.e. SP 50 on or before 1 December 2023, will increment to SP 51.
Our new appraisal system, MyAppraisal, allows much better monitoring of appraisal completion by our staff and from August 2025 appraisal completion within a reasonable timeframe will also be required for any progression to a yellow point (please see separate question below).
What if I joined or moved to SP 44/ SP50 after 1 Dec 2023?
SP 45 and 51 are the newly introduced yellow Progression Points, and you’ll move to these points in line with normal progression timelines, i.e. as long as out of probation, have had a recent appraisal (see below question on how recent these should be) and are not within the capability/disciplinary processes. Therefore, provided these points are fulfilled, if you joined after 1 Dec 2023 at G8 SP 44 or G9 SP 50; or you've been moved to these points after 1 Dec 2023, you will increment to SP 45 and SP 51, respectively, on 1 August 2025.
How do I move up to these yellow points in 2026 and beyond?
From 1 April 2025, the UCL non-clinical salary scale will show points 45 and 51 in yellow. Further forward, as part of the 3rd phase of the Reward Strategy, on 1 Aug 2026, points 46 and 52 will also become yellow Progression Points.
Staff on the points immediately below Progression Points will progress to these points on 1 August each year as long as they are out of probation, have had a recent appraisal and are not within the capability or disciplinary process.
How recent my appraisal needs to be to move up to these yellow points?
- To move to yellow points on 1 Aug 2025, you’d need an appraisal that has been completed on or after 1 Jan 2024.
- To move to yellow points on 1 Aug 2026, you’d need an appraisal that has been completed on or after 1 Jan 2025.
- To move to yellow points on 1 Aug 2027, you’d need an appraisal that has been completed on or after 1 Jan 2026.
If I am in the contribution point zone (grey points) beyond the last 'blue' spine point in Grades 8 or 9 on 31 March 2025, will I be moved to the next contribution point?
No, the advice remains the same as when we published these pay scale changes in 2023. Staff already within the contribution zone will not automatically progress to the next contribution point and no changes to salary should be made retrospectively.
If you have recently received an accelerated increment that has taken you into the contribution zone, we are not anticipating that your HR teams will take further action to automatically move you to a higher point. However, as before, managers are encouraged to consider performance and have the opportunity to nominate staff for further accelerated increments based on existing guidance and operating within any local timescales and processes.
I am a manager and somebody in my team is being managed under the capability or disciplinary process, what do I need to do?
Please contact reward@ucl.ac.uk in the first instance to discuss the implications.
I am due to go onto maternity/paternity leave soon. Will these changes lead to a recalculation of my pay during the period of my absence?
If you are in the scope of changes explained here and you will be or you are currently receiving Occupational Maternity/ Paternity Pay (OMP/ OPP), you’ll move to the relevant spinal point automatically and your OMP/OPP will reflect this accordingly.
How will the financial impact of the change to G7 Research Fellows moving to SP31 be dealt with the funders?
Please contact reward@ucl.ac.uk for questions on funding issues.
Are there any other changes coming up as part of the Reward Strategy announcements?
Yes. The professorial band 1 minimum (and maximum) salary will increase by 2.5% on 1 August 2025. Similarly, the minimum salary for G10 professional services staff will move from SP 52 to 53 on the same date. Staff below the new levels will be moved up to the new rates from that point. We will contact affected staff directly.