Dear Colleagues,

RATES OF PAY & CONDITIONS OF SERVICE 2025 - LONDON UNDERGROUND (LUL/0001)

Further to my previous Circular (IR/375/25, 20th October 2025), the meeting between all LUL IR Reps, the Lead Officer, National Executive Committee and Senior Assistant General Secretary took place to discuss the final offer received from LUL, in bold below:

• Year 1 - A 3.4% increase, effective 1st April 2025 (equivalent to February 2025 RPI)
• Year 2 - A RPI at February 2026 increase, effective 1st April 2026, with a guaranteed minimum award of 3%
• Year 3 - A RPI at February 2027 + 0.2% increase, effective 1st April 2027, with a guaranteed minimum award of 2.5%

The minimum and maximum of all pay bands and ranges will increase by 3.4% in year one, increasing again by the level of the pay award in both years 2 and 3.

LUL will pay £400 payment, in addition to normal salary, to all staff who work a rostered duty or authorised overtime at any time on Boxing Day, where members do not already receive a more favourable arrangement.

The offer is unconditional, with no requirement for productivity savings.

LUL will continue its discussions with the Rail Delivery Group regarding staff leisure travel.

Further discussions have now also taken place with LUL over the issues of fatigue, rosters and vacancies. LUL confirmed that it is actively filling vacancies in Customer Operations and arrangements are in place for training new starters. Stations vacancies will be filled through two upcoming recruitment campaigns.  LUL has also agreed to withdraw the current 95% cap on headcount in Fleet and 100 positions will be filled. In accordance with our existing collective arrangements, LUL has committed to ensuring that an annual headcount review takes place in all functional areas going forward. An initial review will take place at the LUCC in the new year and any issues which are identified will be referred to the relevant Functional Council.

LUL reiterated its commitment to discussions to make rosters more fatigue friendly and has advised that any review would be focused on achieving mutually beneficial changes that address members' work life balance concerns, including issues regarding fragmented duties.

The consensus of the meeting with Reps was for an acceptance of the offer and the National Executive Committee has now endorsed this position. I have advised LUL that the pay offer in bold above, is accepted by RMT and I have asked that the increase, and all backdated monies, are paid to members at the earliest opportunity.