THE essential nature of jobs in the public sector has been clearly highlighted throughout the pandemic. 

The vital work undertaken by public-sector workers has been lauded by politicians across the political spectrum, and there has been renewed public recognition of the contributions made by those working in health and social care, education, the emergency services, local authorities and other public services. 

Frequent public displays of support, such as co-ordinated clapping, have provided a regular visual reminder of the importance of public-sector workers.

Yet when it comes to the issue of pay and pensions, public-sector employees continue to be undervalued. 

At the height of the pandemic, government ministers repeatedly spoke about a commitment to properly recognising the value of public-sector workers through their pay and conditions. 

Predictably, this appears to have been largely empty rhetoric, with the majority of pay offers pitched at a level that is below inflation, representing effective pay cuts.

Public sector pay declined significantly, in real terms, throughout the decade of Westminster government-driven austerity and little progress has been made around restorative settlements since. 

Even where some advance was made, that gain is now threatened.

Scotland’s teachers, for example, saw a significant pay award in our last agreement, after a monumental campaign, but this year, six months after the settlement date of April, the offer currently on the table is for a meagre 1.22 per cent — already significantly below the current rate of inflation which is, itself, rising rapidly. 

At the Educational Institute of Scotland (EIS) annual general meeting in June, the Scottish government’s Cabinet Secretary for Education said: “I want to ensure that teaching remains an attractive graduate profession.” 

The reality is that a real-terms pay cut is not going to be attractive to either established or prospective teachers — a much-improved offer is necessary to ensure that teachers are remunerated at an appropriate level.

Across the public sector in Scotland similar disparaging offers are being tabled and rejected by trade unions, with some already balloting members. 

A 4 per cent award in the NHS in Scotland, backdated to December, has set an appropriate benchmark for everyone else.

Across the UK the challenge is similar and often even starker, especially where the UK government has a locus.

The damage of real-terms pay cuts is compounded by the enforced and harmful changes on public-sector pension schemes. 

Changes imposed by the Westminster government have led to workers paying more into their pensions, receiving less, and being forced to work longer before they can access their benefits. 

Forcing people who have given a lifetime of service to the public to work many additional years before they can access their pension and enjoy a reasonable retirement is simply unacceptable, and again fails to demonstrate appropriate recognition for the value of public-sector workers.

Motion 59 at this year’s Congress on improving public-sector pay and pensions demands support from all. 

The motion calls for major campaign to highlight the need for a programme of pay restoration for the public sector that also recognises the contribution made by front-line workers during the pandemic. 

This campaign should aim also to improve the value of public-sector pensions and to allow access to pension benefits before state retirement age.

Larry Flanagan is general secretary of the EIS.