With effect from 1 September 2024, various pay rises and one-off payments will come into force across several sectors. These changes are the result of recent collective labour agreement (CAO) negotiations and are of importance to employees, employers, and HR professionals. Below is an overview of the most significant changes.
Pay rises as of 1 September 2024
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Finishing 2024 (code 254): Gross pay rise of £150 per month
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Tyre and wheel industry 2024 (code 465): Pay rise of 2.00%
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CBR 2023 (code 426): Gross pay rise of £45 followed by an increase of 3.00%
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Arts education 2024 (code 429): Pay rise of 3.00%
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Research institutes 2024 (code 1535): Pay rise of 3.70%
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Provincial Sector 2024 (codes 4097/1637): Pay rise of 2.50%
One-off payments as of 1 September 2024
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Defence 2024/2025 (code 1597): Gross payment of £500 (for full-time employment)
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Research institutes 2024 (code 1535): Gross payment of £150, depending on employment contract and length of service between 1 July 2024 and 31 August 2024
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Technical wholesale 2024 (code 730): Gross payment of £500 pro rata to employment in the preceding 12 months and pro rata for part-time hours.
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Funeral industry 2024 (code 3768): Payment of 1.17% of the gross annual salary for job groups I to III. The payment is calculated pro rata based on the number of months the employee has been employed between 1 September 2023 and 1 September 2024.
Negotiation result Metal & Technology 2024
In the Metal & Technology sector (codes 822/824/826/827/2297), the following agreements have been made for the period from 1 April 2024 to 31 January 2026:
- Pay rise:
- 7.00% as of 1 July 2024
- £100 gross per month as of 1 March 2025
- 3.00% as of 1 October 2025
- Note: Voluntary and non-obligatory pay rises granted before the CAO agreement from 1 April 2024 onwards may be offset against the pay rise of July 2024.
Conclusion
As an employer, it is important to be aware of the upcoming pay rises and one-off payments that will take effect in various sectors as of 1 September 2024. These changes, resulting from recent CAO negotiations, will have a direct impact on labour costs and personnel management. It is essential to implement these changes in the payroll administration in a timely manner and to ensure clear communication to your employees. Furthermore, these adjustments may influence financial planning and budgeting for the coming year. By responding proactively to these developments, you can ensure smooth implementation and maintain employee satisfaction.
