UNITE IN AVIVA

Negotiations between Aviva and the Heritage Friends Life Unite in Aviva Section have now concluded, and the results we hope to share with you next week.

 

As you’ll remember, based on the results of our pay survey, we met the company to discuss your feedback results. We reported that our members were looking for at least an above inflation pay rise. Inflation sat at 3.6% RPI and 2.2% CPI at the start of the pay campaign at the start of September. We shared our view on pay 2025/2026 and said that our section believes our members should receive a pay rise.

 

*A pay budget of 6% (based on the forensic accountants report)

 

The results of the Heritage Friends Life Unite in Aviva section survey were similar (5.0% pay budget based on member survey results), and this was reflected in their formal pay claim

 

Pay Budget

 

We attended several meetings with the Company and discussed the feedback and issues members’ had raised with us, from the cost of living, to colleagues receiving a fair share of the Company’s financial and overall affordability. The Company’s position is that it needs to continue to focus on costs and efficiencies, maintaining the financial strength of Aviva and keeping the business competitive.

 

Although Unite considers RPI to be the most appropriate measure of the price inflation affecting our members, Aviva and most major financial institutions use CPI. During the pay talks the rate of CPI actually increased to 2.4% and then 2.6%.

 

Aviva continues to stress to Unite the value of the full package of employee benefits that it offers and that Aviva is a Real Living Wage employer that sets minimum salaries 8% higher than the official rates, so colleagues can make an 8% pension contribution (to fully benefit from the matching employer contribution) and still take home the Real Living Wage.

 

Salary Ranges

 

As per every year we always raise the issue about pay ranges with Unite presenting feedback from members who say that their colleagues are leaving for better salaries elsewhere and/or that new recruits are being brought into Aviva on higher salaries than existing employees. The company response was that Aviva salaries have been benchmarked against market data, provided by Tower Willis Watson, and they felt the ranges were reflective of the market.

 

Minimum Pay Rise

 

Aviva has continued to decline to include a guaranteed minimum pay rise amount on the grounds that the company still wants leaders to have full discretion when distributing the pay budget for their area. If any Unite members think they have been unfairly treated in their pay review, they should of course raise this with their manager. If that does not resolve the situation, they should contact a union rep for advice.

 

What now?

 

Keep an eye out for the results of the pay offer, which we hope will be released next week.

Help us recruit so that next year all Unite in Aviva members get their say in the negotiations and can have their say in the formal ballot.
 

If any of your colleagues want to find out more, we now hold two “Introduction to Unite” Teams call a month to help colleagues find out more about who we are and why it’s important to join a union. So, if you talk to your colleagues about joining the union and they’re still not completely convinced, get them to message us at unitetheunion@aviva.com and we’ll add them to our next call.

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Or if they’re already convinced share your membership number and the LINK for them to join. Not only will you be helping to grow the campaign, but you’ll also earn yourself up to £25 in love2shop vouchers.

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Solidarity.