After more than a decade, the School Support Staff Negotiating Body (SSSNB) is set to return, and it could reshape how schools across England manage and reward their support staff.
In June 2025, the Department for Education (DfE) launched a consultation to re-establish the SSSNB, giving it responsibility for pay, terms and conditions, training, and career progression for school support staff in state-funded schools.
The move, expected to form part of the forthcoming Employment Rights Bill, signals a significant shift towards greater consistency, fairness, and recognition for the vital contribution of non-teaching staff, from teaching assistants and technicians to administrators and site managers.
What is the SSSNB?
The SSSNB was originally created in 2009 to develop a national framework for pay and employment conditions for support staff. However, it was abolished in 2010 before any agreements took effect.
Since then, most support staff have been paid under the National Joint Council (NJC) local government pay scales, while academies and multi-academy trusts (MATs) have had the freedom to set their own pay and conditions, leading to variation and pay inequality across the sector.
What is changing under the Employment Rights Bill?
The Government now plans to reintroduce the SSSNB through the Employment Rights Bill, giving it statutory powers to:
- Negotiate and recommend national pay frameworks and grading structures
- Set terms and conditions for school support staff
- Promote career development and professional training pathways
- Provide consistent guidance across maintained schools and academies
The body will be made up of representatives from:
- Trade unions, including UNISON, GMB, and Unite
- Employers, local authorities, academy trusts, and other education bodies
- Government officials and independent experts
The goal is to create a fairer, more transparent system that rewards experience and reduces regional disparities in pay and conditions.
Why the SSSNB matters for employers and HR professionals
The re-establishment of the SSSNB could have major implications for HR teams, school business managers, and trust leaders.
What it means in practice:
- Consistency across the sector
A national framework could simplify pay and grading, helping schools maintain fairness and compliance.
- Impact on budgets and flexibility
Standardised pay structures may limit local flexibility and could lead to higher wage costs for some academy trusts.
- Return of collective bargaining
Employers will need to engage with trade unions at a national level, with renewed emphasis on consultation and staff engagement.
- Implementation timeline
While the consultation closed in July 2025, any national pay baseline is unlikely to take effect before 2027–2028, giving schools ample time to prepare.
Stakeholder reactions
- UNISON has welcomed the proposals, calling for fair pay, better progression, and parity across all schools and academies.
- The Local Government Association (LGA) has expressed concerns about potential cost pressures and administrative complexity.
- The Association of School and College Leaders (ASCL) has requested clear definitions for which staff fall within scope, especially senior or executive roles in academy trusts.
The consultation shows widespread recognition that school support staff, who make up around half of the school workforce, deserve fairer pay and clearer career structures.
What schools and MATs should do now
Even before the SSSNB is fully reinstated, schools and trusts should take proactive steps to prepare for change:
- Audit current pay and contracts: identify where your school or trust differs from the NJC framework or between sites.
- Engage early with unions and staff: open communication builds trust and helps manage expectations.
- Monitor DfE updates: the government’s formal response to the consultation will shape next steps.
- Plan for the financial impact: review budgets, workforce planning, and contracts to anticipate future pay alignment.
- Seek expert advice: legal and HR guidance can help ensure compliance and smooth transition when changes take effect.
The return of the School Support Staff Negotiating Body (SSSNB) marks a significant step towards fairer pay, professional recognition, and national consistency for the education sector’s unsung heroes.
While the process will take time, it’s crucial for schools, HR professionals, and MAT leaders to start preparing now, reviewing their employment frameworks, engaging staff, and planning for change.
Giving you the full picture
At Tees Law, our Employment Law and Education teams can help schools and trusts understand their legal obligations, manage workforce transitions, and stay ahead of new developments under the Employment Rights Bill.
Need guidance on preparing for the SSSNB and upcoming employment law changes?
Contact our Employment Law team for tailored advice on HR strategy, pay frameworks, and education compliance.
