The Prison Service Pay Rise 2025 marks a significant moment for officers and staff across the UK’s correctional system. With the government accepting all recommendations from the Prison Service Pay Review Body, the new pay structure delivers a minimum 4% base pay increase across Bands 2 to 12.
This decision reflects the vital role prison staff play in public safety and rehabilitation, especially during ongoing capacity challenges, and highlights renewed focus on retention and workforce support.
What Is the Prison Service Pay Rise for 2025?
In the 2025/26 financial year, the UK Government has accepted all 13 recommendations made by the Prison Service Pay Review Body. These recommendations are designed to deliver a minimum 4% base pay increase to prison staff across Bands 2 to 12.
This pay award is applicable to both frontline operational staff and managerial personnel, including governors. The award is not just about financial uplift; it also sends a clear message about the government’s recognition of the critical role prison staff play in public protection and rehabilitation.
The pay increase will be applied retrospectively from 1 April 2025 and disbursed during the summer of 2025.
How Does the Pay Review Body Influence Prison Officer Salaries?
The Prison Service Pay Review Body plays a central role in shaping the salary structure for prison staff by providing independent advice to the government.
It considers evidence from unions, the Ministry of Justice, and other stakeholders before submitting recommendations.
In 2025, the PSPRB’s full set of recommendations was accepted without amendment. This acceptance suggests strong alignment between the PSPRB and government regarding the challenges facing the prison workforce.
It also reflects the political will to retain experienced staff and improve working conditions across HMPPS.
Key factors considered by the PSPRB include:
- Recruitment and retention difficulties
- Real-term wage erosion due to inflation
- Increased operational demands amid rising prison population
Who Is Eligible for the 2025 Prison Staff Salary Increase?
The 2025 pay award covers staff who fall under the remit of the PSPRB. This includes most operational and managerial roles within the prison estate.
Eligible roles include:
- Operational Support Grades (Band 2)
- Prison Officers (Bands 3 to 5)
- Supervisory and Managerial Grades (Bands 7 to 12)
- Governors responsible for prison operations
Part-time staff are also eligible, though their increases are prorated based on contracted hours. New recruits hired after 1 April 2025 qualify for the revised salary structure, which will reflect the pay adjustments outlined in the award.
Staff outside the PSPRB remit, such as contractors and agency workers, are not included in this pay award.
How Will the Pay Bands and Progression Change in 2025?
The 2025/26 Prison Service Pay Award introduces clear adjustments to pay bands across the operational and managerial workforce in the UK prison service.
These changes are aimed at improving pay equity, addressing staff retention, and better recognising the demands placed on frontline staff. Below is a detailed look at how the pay bands and progression pathways will evolve from April 2025.
Revised Base Pay Across Bands
All eligible staff between Bands 2 and 12 will receive a 4% increase in base pay, a move accepted in full by the Ministry of Justice following the PSPRB’s recommendations.
This increase applies across the following groups:
- Operational Support Grades (Band 2)
- Prison Officer Grades (Bands 3 to 5)
- Supervisory and Managerial Staff (Bands 7 to 12)
These revised pay levels are intended to help bridge the gap between increasing job demands and historical stagnation in wage growth. While the structure of pay bands remains the same, the uplift serves as a baseline enhancement across each role.
Additional Allowance Adjustments for Band 2 Staff
In addition to the 4% base pay increase, Band 2 staff who often face the brunt of operational pressures will receive a temporary 5% increase in the unsocial hours allowance. This additional payment will remain in effect until 31 March 2027.
The key goals of this adjustment are:
- To reward those working late, night, weekend, or irregular shifts
- To stabilise staffing during high-pressure hours
- To provide a financial incentive for shift flexibility
This temporary uplift is under review and may evolve into a permanent structural feature after 2027, depending on future PSPRB recommendations.
Impact on Career Progression and Pay Steps
While the 2025 award does not introduce new pay bands or radically alter the structure of progression, it does impact the overall earning potential within each band. Officers progressing within their pay band will benefit from:
- A higher base rate, which elevates the entire pay step structure
- Increased attractiveness of advancement, especially from Bands 2 to 3
- Greater motivation to remain in service due to competitive compensation
The following table provides an illustrative example of how progression may look under the new structure:
| Band Level | Role Example | 2024 Base Pay (£) | 2025 Base Pay (£) | Pay Step Potential (Post-Rise) |
| Band 2 | Operational Support Grade | 23,000 | 23,920 | Up to 25,000 with allowances |
| Band 3 | Entry-Level Prison Officer | 30,000 | 31,200 | Progression to £33,000+ |
| Band 7 | Custodial Manager | 41,000 | 42,640 | Progression to £45,000+ |
Officers already on a pay progression pathway will see their new earnings reflected in their next scheduled increment, as adjusted for the 4% uplift. The progression timelines remain subject to existing performance and time-based evaluations.
Implications for Recruitment and Retention
The changes to pay bands are also a strategic effort to address ongoing recruitment and retention issues across the prison estate. By boosting starting salaries and improving shift-related compensation, the 2025 changes aim to:
- Make prison service roles more financially competitive
- Reduce early-stage attrition among new recruits
- Encourage experienced officers to stay beyond their initial service period
This aligns with broader public sector reform goals and recognises that long-term staffing stability relies on both fair wages and a sustainable progression model.
Uniformity Across the Service
One notable aspect of the 2025 award is the consistent 4% rise across all included bands, including those at the managerial and governor levels. This uniformity helps to:
- Maintain transparency and fairness across the service
- Avoid disproportionate pay compression between lower and higher grades
- Simplify budgeting and payroll systems for HM Prison and Probation Service
Although the uplift does not introduce significant pay restructuring, the consistency signals the government’s aim to provide balanced recognition across all roles.
What Is the Financial Impact of the 2025 Pay Award?
The 2025/26 pay award enhances salaries across all operational and managerial levels. This is particularly meaningful for Band 2 and Band 3 staff, who have previously expressed concern about real-term pay stagnation.
Table: Estimated Pay Impact (Illustrative Figures)
| Role | Estimated 2024 Salary (£) | Estimated 2025 Salary (£) | Percentage Change |
| Operational Support (Band 2) | 23,000 | 23,920 plus allowances | 4% + 5% uplift |
| Prison Officer (Band 3) | 30,000 | 31,200 | 4% |
| Governor Grade (Band 10) | 50,000 | 52,000 | 4% |
The backdated nature of the award means that staff will receive a one-time lump sum reflecting increased pay from April 2025 onwards. This provides an immediate financial boost in addition to the ongoing increase.
Although 4% may seem modest in the context of broader economic pressures, it aligns with other public sector settlements and helps restore parity within the sector.
How Are Staff and Unions Reacting to the Prison Pay Rise?
Reactions from staff and unions have been largely positive. The Prison Officers’ Association has welcomed the full acceptance of the PSPRB recommendations, noting that the government has shown responsiveness to sector-wide concerns.
There is, however, a recognition that this pay rise does not solve all the systemic issues affecting prison staff. Concerns remain about:
- Staff safety in high-risk environments
- Understaffing and excessive workloads
- Delays in progression through the pay bands
The temporary uplift in unsocial hours pay for Band 2 staff has been acknowledged as a meaningful step toward fairer compensation for shift work.
Yet union leaders continue to call for more substantial reforms, including better access to mental health support and clearer career development pathways.
What Challenges Still Face Prison Staff Despite the Pay Rise?
Despite the 2025 pay award, prison staff continue to operate under considerable pressure. Recruitment challenges have led to vacancies across the prison estate, and many existing staff are reporting burnout and job dissatisfaction.
Key challenges still affecting the workforce include:
- Rising prisoner numbers leading to higher workloads
- Limited career mobility for junior staff
- Safety concerns in overcrowded and understaffed facilities
- Regional disparities in housing costs relative to salary
These issues are complex and interconnected. For example, low recruitment rates increase the workload for existing staff, which in turn affects retention.
The 2025 pay rise may ease some of these pressures, but sustained improvement will require further investment in staffing and infrastructure.
How Does the Prison Service Pay Rise Compare to Other Public Sector Roles?
The prison service pay award is in line with broader public sector pay trends for 2025. Most sectors have received increases in the range of 4% to 5%, depending on their respective review bodies.
Key comparisons include:
- NHS staff received pay rises ranging from 4% to 6%, depending on their pay band
- Police officers were granted a 4.5% increase
- Judicial staff were initially recommended a 4.75% increase by the SSRB, but the government implemented only a 4% rise
While these figures suggest parity across sectors, some observers argue that prison staff roles carry a unique set of risks that merit further financial recognition.
For example, the physical dangers faced in custody environments, coupled with the stress of working long shifts, are not always reflected in comparative pay scales.
The government has indicated a willingness to continue monitoring public sector pay trends. Future decisions may also consider inflation rates and real-term wage value in greater depth.
What Can Officers Expect Going Forward After the 2025 Pay Review?
The 2025 pay review signals a commitment to recognising the contributions of prison staff. However, further changes may be forthcoming as the PSPRB continues its work into the next financial year.
Areas for potential future development include:
- Revisiting regional pay flexibility to better align with local living costs
- Assessing long-term strategy for unsocial hours compensation
- Exploring performance-based progression models
- Reviewing career development frameworks to support staff advancement
Additionally, the temporary increase in unsocial hours allowance for Band 2 staff is under review and may be restructured permanently after 2027.
The government’s response to these ongoing issues will be shaped by workforce data, operational needs, and fiscal constraints.
Continued engagement with the PSPRB, unions, and other stakeholders will be essential to delivering meaningful long-term improvements.
Conclusion
The 2025 pay rise provides welcome financial recognition for prison officers and staff during a demanding period.
With increased base pay, backdated adjustments, and targeted support for lower-paid roles, the award reflects the government’s commitment to stabilising the workforce.
While it won’t resolve all challenges, this pay award signals progress in addressing pay equity and morale across the prison service.
Continued attention to workload, recruitment, and conditions will be essential for long-term sector resilience.
FAQs About Prison Service Pay Rise 2025
What is the effective date for the 2025 prison service pay award?
The pay award is backdated to 1 April 2025, with payments expected during the summer of 2025.
Are the 2025 pay increases permanent?
Yes, the 4% base pay increases are permanent. However, the 5% uplift in unsocial hours pay for Band 2 is temporary, set to end in March 2027.
Do new recruits qualify for the 2025 pay rise?
New recruits will benefit from the updated 2025 pay bands if they joined after 1 April 2025, though the impact will depend on their starting date and contract.
How does the 2025 pay award affect part-time prison staff?
Part-time staff will receive a prorated increase based on their contracted hours, in line with full-time staff in the same band.
What is the difference between PSPRB and SSRB in pay decisions?
The PSPRB oversees pay for prison staff, while the SSRB handles senior roles including judicial staff. Their recommendations are independent but reviewed by the Ministry of Justice.
Will there be another pay review in 2026?
Yes, pay reviews are annual. The PSPRB is expected to begin evidence gathering and consultations for the 2026/27 award in late 2025.
How does this pay award support staff retention?
By improving base salaries and allowances, especially for lower-paid bands, the award aims to stabilise the workforce and reduce turnover rates.
