GWR: 2026 Pay talks – Formal Offer made

Further pay talks

We are writing to update you on the latest situation on 2026 pay talks since we sent the following communication out to GWR members https://mailchi.mp/tssa/great-western-railway-2026paytalks and sent the following out to all TOC members https://mailchi.mp/tssa/2026-toc-pay

GWR arranged a virtual meeting with your Company Council representatives on at 16:30 Monday 9^th June they advised us that the DFT had authorised them to make a formal offer.

The company have now issued this out as a 'fastline' to staff I can confirm that the offer received by the trade unions from GWR was as follows:

“An Increase of 3.6%, along with the items listed below.

• Extend colleague notice periods from one month to three months (effective 1 October 2026). This will apply to all colleagues who currently have one month’s notice period and will be applicable to both colleagues and the employer.
• A commitment to positively support a collaborative review of staff accommodation, including locker provision.
• A commitment to positively support a collaborative review of our flexible working policy, application, and existing arrangements.

This pay offer is for all eligible collectively recognised colleagues, effective from their respective pay anniversary dates.

In addition, any ex-colleagues who have left GWR between their pay anniversary date and the date of the mandate (4^th June 2026), will also be eligible for any back pay due. This excludes any colleagues who was dismissed for any reason or failed their probation.”

TSSA’s position

As per previous communications (links above) TSSA is seeking to review various pay offers made by Train Operating companies (TOC’s) across the country to see if this is a fair and equitable offer. We have had assurances from the top of the DFT that the TOC’s would not be including any changes to terms and conditions in their pay offers. Clearly by expecting a change to notice periods this will impact mainly on those who are the lowest paid within the company as it would directly impact those in the “General grades” that TSSA represents including Clerical, Stations and Revenue Protection grades particularly in scenarios where they are looking to move employers or internal jobs to improve their working lives. We are aware of other TOC’s who have made offers that include very minimal productivity requirements with no terms and conditions proposed to be changed and which arguably have little impact on members.

Therefore, we have advised the company that we want them to revise their offer and remove the terms and conditions element of the offer whilst also pointing out that the wording of the notice period clause is open to confusion and could be interpreted a number of ways depending on the individuals terms and conditions which may vary grade to grade.

We appreciate that some of our members may already have 3 months’ notice in their contract of employment, but we are seeking to get an equitable outcome for all and it simply isn’t fair for the lowest paid to suffer the biggest or only detriment because of this offer. We believe that 3.6% pay can still be achieved without including this contractual change in the offer being made.

Advice to check your notice period

If you are in a General grades role and are unaware of your contractual notice period entitlements it is likely that your contract of employment makes reference to an appendix A or Annex A that explains your entitlements to notice periods,  either what you must give to leave a role or that your employer must give you to terminate your employment. We understand from many members that they have not been issued these with their contract of employment and therefore if you don’t have a copy of this we would advise you to request a copy from GWR’s HR department at HR@GWR.com.

Please also speak to colleagues who aren’t yet a member of a trade union and encourage them to join TSSA at www.tssa.org.uk/join