GMB Experts in the World of Work
Join GMB today
 Follow @GMB_union

GMB Public Services Chief Slams 'Living Nightmare' Budget

Wednesday, November 22, 2017


Rehana Azam, GMB National Secretary for Public Services, responding to comments in the Budget on public sector pay, said:

“On public sector pay, Philip Hammond has lived down to our low expectations.

"He sounded like he was trying to deliver an 'I have a dream' speech, but the pay cap remains a living nightmare for our dedicated public sectore workers.

"The small print of the Budget reveals that pay awards are likely to be further delayed next year, potentially leaving millions of families out of pocket.

“Public sector workers need a real increase in their wage packets – not yet more empty words from a hopelessly out-of-touch Government.

"Last week the Chancellor ignored 1.4 million unemployed - today he ignored the more than four million public sector workers who are not employed in the NHS.

“The Department for Health is due to submit its evidence to the NHS Pay Review Body for the 2018/19 pay round within the next fortnight but the Government still does not have a public sector pay policy.

"This Budget makes a mockery of the Pay Review Body process.

"Ministers claim they've ended the public sector pay cap, but in reality it won't have been lifted until we have centrally funded pay rises for all public sector workers.

“Our public services are at their breaking point. Enough is enough – all public sector workers must get the real pay rise they so desperately need.”


Contact: GMB press office on 07958 156846 or at

Notes to editors

[1] The full Budget Red Book revealed that Secretaries of State may not submit their full evidence to Pay Review Bodies in December, as expected, and pay awards might not be agreed until next Summer.

"In 2018/19, for those workforces covered by an independent Pay Review Body (PRB), the relevant Secretary of State will shortly write to the PRB Chair to initiate the 2018-19 pay round, before later submitting detailed evidence outlining recruitment and retention data and refecting the different characteristics and circumstances of their workforce."

Page 69,

Share this page